On a regular basis, requests are made for staff to receive an advance on their pay. Broadly thesefall into two categories, advances due to delays in managers processing appointment forms andcases of hardship.

To provide a clear understanding of how the calculator can be used to work out annual leave entitlements depending on the employee's service years and dates entered for alculation.

The guidelines for using the annual hours agreements are intended to complement existing terms and conditions of employment within the NHS Kernow Clinical Commissioning Group (KCCG. All annualised hour agreements will remain in accordance with existing contracts of employment and conditions of service and agreements will be subject to annual review.

Guidance for Line Managers and KCCG Staff when completing Appraisal and setting objectives

Term Time only contracts may be used to cover either the provision of services to establishments/service providers where there is only a need to provide those services during term time e.g. special schools or other educational establishments, or where it may be beneficial toemployees who have responsibility for the care of children

This guidance has been designed to ensure that managers understand the importance of personal files and their security. Under the Data Protection Act 1998 and InformationGovernance, it is imperative that any attributable data is kept secure and confidential and is only accessible to authorised persons.

Homeworking guidance for managers

To ensure that every new member of staff has a local induction to their new role in NHS Kernow Clinical Commissioning Group and to the workplace environment.

Guidance when choosing an off-payroll resource

This report proposes arrangements to address the situation whereby members will have served their term of office and therefore potentially be eligible for reappointment,or there will be a need to recruit a replacement. A process exists for the recruitment of members and requirements for all Governing Body members are set out in the Constitution; the proposals in this paper will add to these.

ESR is a national, integrated workforce management system used in the majority ofNHS organisations in England and Wales and pays approximately 1.2 millionemployees. Staff information is not shared between Trusts/organisations and is onlyviewable within the individual organisation that the staff member works (or whereshared service arrangements exist).

To set out NHS Kernow's commitment to standards of best practice in recruitment and selection and to identify theresponsibilities of those involved in the recruitment process to ensure that they operate in a fair, open and equitable manner, free from discrimination and in line withthe Nolan principles.This document outlines guidance that managers should follow to assist with effective recruitment and to comply with the NHS Employment Check Standards. The process and principals set out in this guidance should be followed for allrecruitment processes. Any perceived need to take an alternative approach should only be considered following agreement from H.R.

The purpose of this management guidance note is to:ensure that the Line Manager, Secondee and organisation is aware of their responsibilities and appropriate documentation that needs to be completed for allindividuals who undertake a secondment opportunity.

To ensure that there is a consistent approach to the salary offered to 'New Starters' with Kernow Clinical Care Commissioning Group (NHS Kernow) and those being promoted, this protocol sets out the approach agreed by NHS Kernow.

As part of the continuous evaluation of the recruitment and retention of employees,when an employee's notice of resignation is received, the manager must ensurethat the employee receives a copy of the termination/Leavers Questionnaire andexplanation letter.