- Employee Engagement
The Employee Engagement Strategy and Action Plan is the outcome of several months’ consultation of the Employee Engagement Working Group. This group was set up by University Court in March 2016 and convened under the leadership of Professor Margaret Ross (Vice Principal for People Strategy) in May 2016. Its membership was drawn from across all areas of the university and involved staff representatives and stakeholders. The strategy details the key people values, our strategy to enhance and improve employee engagement and a two year action plan to monitor progress.
If you have any queries please contact Dr Anthony Anagboso (HR Specialist Services, University of Aberdeen). Ext 3414 or email: firstname.lastname@example.org
- Staff Relationships
The University of Aberdeen seeks to ensure that its policies and procedures promote equal opportunities for all members of staff and potential members of staff. The following policies provide guidance to all staff regarding personal relationships within the University, in order to avoid any real or perceived conflicts of interest, or misuse of power and authority:
These policies are intended to safeguard staff members’ work relationships and to secure the interests of students within the University.
- Drugs and Alcohol
The primary purpose of this policy is to support staff and to ensure any problems are dealt with effectively and consistently. The University is concerned where the inappropriate use of drugs or alcohol impairs; conduct, safety, work performance or has an adverse impact on colleagues/students.
Individuals are expected to follow the guidelines in the Policy on Drugs and Alcohol by taking personal responsibility and reporting for work free from the adverse effects of alcohol or drugs. Please read the Policy for full details:
Further information is available on the Healthy Working Lives website:
The University provides a smoke free environment for staff, students and visitors. All staff are required to adhere to the Policy on Smoking in the Workplace (this Policy applies equally to electronic alternatives to traditional cigarettes/cigars). Please read the Policy for full details:
Please note all NHS sites in Scotland will be smoke-free. University staff, students, contractors and visitors at Foresterhill are asked to wait until they are off NHS grounds before lighting up (or using electronic alternatives) and smoking shelters will be removed from hospital grounds.
We are committed to supporting anyone who wishes to stop smoking. Smokers who are dedicated to stopping can take advantage of the following services:
- Occupational Health - available to provide advice and support
- Smoking cessation workshops are run on a regular basis
Visit the Healthy Working Lives page or call the Smoking Advice Service helpline 0500 600 332 (Freephone) for further information relating to smoking and advice on how to stop smoking.
- Contact Details
If you have recently changed your name, please scan a copy of the legal document (marriage certificate, deed poll certificate etc) confirming the change to HRESC@abdn.ac.uk. The certificate should be accompanied by an email outlining the change, including your preferred title.
To amend your email account name please contact IT Services (email@example.com).
If you are a holder of a Tier 2 or Tier 4 visa, you are responsible for notifiying us of any changes to your personal contact details including change of name, home address, home and mobile telephone number. There are additional conditions for your visa, for more information please visit the Immigration pages.
The Disciplinary Procedure aims to encourage you to achieve and maintain acceptable standards of conduct and performance. It ensures that a positive and consistent approach to disciplinary issues is adopted at all times.
For further information please read the Disciplinary Procedure, which explains the stages of the process in detail:
The Disciplinary Procedure Flowchart provides a useful summary of the process:
The Grievance Procedure aims to encourage the prompt and effective resolution of such issues or concerns in a constructive, fair and equitable manner.
If you encounter issues or concerns relating to your employment which you wish to have addressed you may choose to raise a Grievance. For further information please read the Grievance Procedure, which explains the stages of the process in detail:
The Grievance Procedure Flowchart provides a useful summary of the process:
Wellbeing at work is central to ensuring that all members of staff are able to undertake the full scope of duties associated with their role. The Capability Procedure aims to provide all members of staff with a clear framework within which any concerns related to capability will be addressed in a constructive, fair and equitable manner.
For further information please read the Capability Procedure, which explains the stages of the process in detail:
We have prepared these guidance documents for managers to provide useful information about the process:
Managers may choose to document and manage performance by preparing and agreeing a Performance Improvement Plan (PIP).
|Discrimination, Harassment and Bullying|
It is the responsibility of all members of staff to behave courteously and respectfully towards each other and to ensure that their behaviour does not cause unnecessary offence or upset. If you consider you have been the victim of bullying or harassment or wish to report an incident of bullying or harassment, you should use the Staffing Policy Against Discrimination, Harassment and Bullying in the Workplace:
The aim of the Policy and Procedure for Hearing an Appeal is to ensure that the University deals with appeals in a fair, consistent and sympathetic manner. It applies to appeals decisions taken under the following University Policies and Procedures:
For further information please read the Policy and Procedure for Hearing an Appeal, which explains the stages of the process in detail: