Employee Handbook V5 2018

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part one probationary policy c All employees are required to complete a probation period. We make every effort during recruitment to ensure that we recruit people with the right skills and competence for their role. The purpose of the probationary period is to give us a further opportunity to find out whether you are suited to the role. During this period we will ensure that you have regular discussions with your line manager to review progress. If you successfully complete your probation period, your appointment will be formally confirmed by HR. If this is not the case, we may either extend your probation period or give you notice to terminate your employment. You can find all the details you need in the Probationary Policy
developing you p Our continuing success as a company depends on recruiting, engaging and developing the right people who have the skills, knowledge and experience to deliver our services to the highest standard job opportunities If a job opportunity arises within the FRG it will be advertised internally in the first instance. You have the opportunity to apply for the role. Selection for the role will follow the recruitment and selection guidelines below. recruitment and selection Recruitment and Selection is of paramount importance to the continued success of the FRG. We aim to ensure, as far as reasonably possible, the best people are recruited and the recruitment process is free from bias and discrimination. When a vacancy arises essential and desirable requirements will be produced alongside a job description and person specification. To be successful at the short listing stage, applicants must meet all of the essential criteria. Due to the nature of the industry in which we work, recruitment may also be carried out on a referral basis, if the candidate meets the criteria we are looking for. training The Fuller Research Group believes in developing its people. We offer a range of internal and external training to ensure that you have the skills and knowledge necessary to your job. This starts with your induction, and mentoring from your colleagues and manager, through to online courses and external training when you need it. For further information please see our Training Policy. feedback and review We believe that consistent and timely feedback throughout the year is important for your development, so you will receive this all the time from managers and colleagues alike You will also have an annual Opportunity and Development review, which is a more formal place to discuss your progress and set objectives for the coming year. For more information please see our Opportunity and Development Policy. Selection for employment, promotion and training will be on the basis of aptitude and ability.
Page 1 and 2: employee handbook A guide to your t
Page 3 and 4: getting the most from your employee
Page 5 and 6: who we are... The Fuller Research G
Page 7 and 8: people hr People hr is the system w
Page 9: salary payments and deductions Wage
Page 13 and 14: p supporting you our people policie
Page 15 and 16: eing absent from work If you need t
Page 17 and 18: ecoming a parent p Whether you are
Page 19 and 20: p getting to work (adverse weather/
Page 21 and 22: We’re positive about mental healt
Page 23 and 24: HR will email you the relevant ques
Page 25 and 26: c c c other employment and outside
Page 27 and 28: p p using personal devices at work
Page 29 and 30: data protection p data protection a
Page 31 and 32: We also need to pass relevant data

Employee Handbook V5 2018

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