Staff Handbook - CQC

1 Staff HandbookStaff HandbookThis Handbook contains a range of useful information, some of which is contractual and some that is non-contractual. For further information, please refer to the intranet. May 20142 Staff HandbookWho We Are and What We Do4 Code of Conduct5 Confidentiality and Security Statement6 Pay Information and Grade Structures7 Payroll Information7 Contractual Entitlements8 Staff Benefits9 Allowances13 Pensions13 Expenses14 Booking Travel14IT Support and Requests15 Homeworking and Homeworkers Forum15 Performance Development Review16 Staff Survey16 Equality and Human Rights16 Staff Networks17 Health and Wellbeing18 Reasonable Adjustments18 Corporate Policy Register19 Whistleblowing19 Safeguarding20 Bullying and Harassment20 Dignity at Work 21 Unions22 Need More information?

2 22 May 20143 Staff HandbookThe Care Quality Commission (CQC) is the independent regulator of all health and social care services in England. Until 31 March 2009, regulation of health and adult social care in England was carried out by the Health Care Commission (HCC) and the Commission for Social Care Inspection (CSCI). The Mental Health Act Commission also had monitoring functions in relation to the application of the Mental Health Act Health and Social Care Act 2008 established a single, integrated regulator for health and adult social care to replace these three bodies. The CQC was subsequently created in shadow form on 1 October 2008 and began operating on 1 April ensure that Hospitals, Care Homes, Ambulance, Dental and GP Surgeries and all other care services that support people in their own home or in other places in England are meeting national standards.

3 We also look after the rights of people who need extra support to stay safe including people who are detained under the Mental Health Act who use services are at the heart of all that we do and our commitment to understanding them has been the key to our success. We do this by: Setting Standards of quality and safety that people have a right to expect whenever they receive care. Registering care services that meet our standards. Monitoring, inspecting and regulating care services to make sure that they continue to meet the standards. Protecting the rights of vulnerable people, including those whose rights are restricted under the Mental Health Act. Listening to and acting on your experiences. Involving the public and people who receive care in our work and Working in partnership with other organisations and Local We Do We make sure health and social care services provide people with safe, effective, compassionate, high-quality care and we encourage care services to improve.

4 Who We AreMay 20144 Staff Handbook Challenging all providers, with the worst performers getting the most attention. Making fair and authoritative judgments, supported by the best information and evidence. Taking appropriate action if care services are failing to meet the standards. Carrying out in-depth investigations to look at care across the system. Reporting on the quality of care services, publishing clear and comprehensive information, including performance ratings to help people choose care. CQC wants to support managers and employees to strive to uphold the highest standards of personal and professional conduct and behave in an ethical and professional manner. In line with CQC s values and behaviours we want to encourage a culture where all employees are treated with respect, display integrity, and value equality and diversity.

5 Code of ConductMay 20145 Staff HandbookAs an employee or person working on behalf of the Care Quality Commission (CQC) in any capacity, permanent, temporary, secondment or agency, you must not discuss confidential matters outside the organisation unless you have the express permission of the Chief Executive or the information is in the public the course of your employment/time with the CQC you may have access to information concerning the medical or personal affairs of vulnerable people, children, patients or Staff both within agencies/care providers or the CQC whether in manual or computerised form. Such records and information are Strictly Confidential and unless acting on the instructions of an authorised officer, on no account must information concerning any of the above, be divulged or discussed except in the performance of normal duty.

6 In addition, records or computerised systems must never be left in such a manner that unauthorised persons can obtain access to them and must be kept in safe custody. Original manual records should not be removed from CQC offices, and if this is required, a copy should be taken and a log kept so that information can be tracked. All information taken off CQC premises remains strictly confidential, and should not be left unattended at any statutory provisions, Data Protection Act 1998, Copyright, Designs and Patients Act 1988 and the Computer Misuse Act 1990 apply to the security of confidential information, such provisions must be strictly complied with. Any breach of these requirements will be treated as a serious disciplinary offence, which could lead to dismissal/immediate removal from the premises, and/or legal and Security StatementMay 20146 Staff HandbookPay datesOur standard pay date is the 19th of each month.

7 The only times when this will change is if the 19th falls on a weekend or Bank Holiday, in which case the pay date is brought forward to the first preceding working table below shows the salaries and grades applicable to Staff who work for frameworkLondon frameworkA 49,593 - 59,288 54,138 - 63,833B 37,043 - 44,313 41,588 - 48,858C 29,503- 34,244 34,048- 38,789D 24,796- 28,213 29,341 - 32,758E 22,064 - 24,737 26,609 - 29,282F 19,027 - 21,364 23,572 - 25,909G 14,979 - 16,253 19,524 - 20,798 Our payroll provider is outsourced to NHS Shared Business Services (NHS SBS). NHS SBS provides finance and accounting services to over 100 NHS Trusts and half a million NHS you have any queries relating to your pay you should contact NHS Shared Business Services directly. SBS contact details are as follows;Hours of Business: Monday - Friday, 8am - 5pm Telephone: 0303 123 1144 Email: To assist SBS in dealing with your query successfully, you will need the following information; Your name Your assignment number/payroll number- which can be found on your payslip The name of your organisation Pay Information and Grade StructurePayroll Information May 20147 Staff HandbookAnnual Leave Qualifying period - None CQC Benefit - 27 days plus bank holidays.

8 This goes up to 29 days after three years service, and days after five years service. Statutory benefit - 20 days plus bank holidays. Average benefit (from other employers) 25 days Special LeaveCQC s special leave policy covers a range of absences for which Staff can apply: Dependent s/carer s leave Domestic emergencies leave Bereavement leave Disability leave Jury service or acting as a witness Public duties leave Parental leave Sabbatical for pursuing a personal interest Medical and dental appointments To help Staff understand the process, we have a policy document on our corporate policy register and a procedure and guidance document for Staff available on the CQC , Paternity and Adoption LeaveThe full CQC policy on maternity, paternity and adoption can be found on our corporate policy register , some maternity, paternity and adoption benefits under the policy include.

9 A pregnant employee is entitled to 26 weeks maternity leave, regardless of service. Contractual EntitlementsMay 20148 Staff Handbook An employee adopting is entitled to 26 weeks adoption leave Employees with parenting responsibilities for a new-born child, or newly placed for adoption, are entitled to three weeks paternity leave, which must be completed within 56 days of the child s birth, or placement for adoption. An employee is entitled to return to the same job on the same terms and conditions or if this is not practical/possible, to suitable alternative employment. Our procedure for arranging maternity, paternity or adoption leave and a guide for managers and employees is available on the CQC CQC, permanent Staff are eligible for a wide range of non-contractual benefits.

10 The list of benefits available to Staff is available on the intranet and a brief explanation of each can be found below:Childcare VouchersCQC provides a childcare voucher scheme to help Staff save money on childcare costs (via Computershare).Childcare vouchers are a recognised payment method for registered childcare and they are easy to set up and use. Registered childcare providers can include nursuries, nannies, au pairs, cr ches, holiday schemes, childminders, out of school clubs and that provided by qualifying independent scheme offers savings on childcare costs of up to 1,196 per parent, per year, through reduced tax and National Insurance contributions in their salary. This equates to up to 2,392 per family each note: Changes to childcare voucher legislation from April 2011, mean that higher rate tax payers will only be eligible to receive 28 per week in childcare vouchers - rather than the maximum of 55 per week - unless they are already in an existing BenefitsMay 20149 Staff HandbookCycleschemeCQC has signed up to the Government s cyclescheme, encouraging people to cycle to work by subsidising the cost of buying a bike and accessories.