We use cookies on our website to provide you with the best possible user experience. Disabling these cookies may prevent our site from working efficiently. To find out more about our cookies read our privacy policy.

Performance & Behaviour

The HR Department is committed to managing the performance and behaviour of all our employees by giving the necessary support and guidance to encourage and enable them to perform effectively and to the best of their ability. 

The University accepts that it has a responsibility, through its Departments and Faculties, to make clear to its staff what is required of them and to provide guidance and/or training. Below are the relevant Managing Performance & Behaviour policies and procedures.

 

Capability procedure

The University is committed to ensuring that employees are given the necessary support and guidance to encourage and enable them to perform effectively and to the best of their ability.  Through the University's recruitment procedures every effort is made to ensure that new staff have the appropriate skills and abilities or a clear, demonstrated potential to achieve these, for the roles they are recruited to fulfil.


Code of conduct

This Code of Conduct and Disciplinary Rules provide guidance on the standards of behaviour that the University expects of its employees.  Breach of the Code and Rules may result in disciplinary sanction, so it is important that all employees carefully read this Code and Rules.

Conducting an investigation

The University has a number of formal employee procedures where undertaking investigations are integral to the process involved. These include, but are not limited to, the Disciplinary, Grievance and Dignity at Work procedures.

Consensual relationships

This policy seeks to maintain professional standards of conduct and safeguard the interests of students and staff in the event of a consensual relationship developing between a member of staff and a student.

 

Disciplinary policy

These disciplinary procedures help to ensure that the University's standards of conduct are adhered to and that employees are treated fairly and consistently.

 

Dignity at work procedure

The University is committed to ensuring a working and learning environment in which the dignity of individuals is respected. Any form of harassment is, therefore, unacceptable. This Procedure supports the University Dignity at Work Policy Statement and has been developed to provide detailed procedures for dealing with concerns or complaints of harassment, bullying or inappropriate behaviour raised by members of staff.

 

Dignity at work

The University requires that all staff behave towards colleagues, managers and other members of the community in an appropriate manner in accordance with the principles of the statement.

 

Email etiquette

Guidance notes on email etiquette.

 

Grievance procedure

The aim of a grievance procedure is to enable any member of staff to have her/his grievance heard and to seek a redress as appropriate.  The intention is that grievances should be settled quickly and fairly and should be first dealt with as close to their source as possible.

 

Performance Development Review (PDR)

All permanent staff at York St John need to have a Performance Development Review (PDR). This should happen once a year, with ongoing review throughout the year to discuss progress. PDRs for most staff will ideally be carried out between November and March each year.

 

Probation

The University currently operates a procedure whereby all new ancillary staff must satisfactorily complete a six-month probationary period before their employment is secured. The probationary period is an essential performance management tool and shall be used to full affect.

The University currently operates a procedure whereby all new support staff must satisfactorily complete a 12-month probationary period before their employment is secured. The probationary period is an essential performance management tool and shall be used to full affect.

The arrangements for induction, mentoring and probation aim to welcome academic staff to the University of York St John and ensure that they are aware of the expectations of them and given appropriate support and encouragement to realise these to the full. 

 

Social Media policy

This policy covers the publication of and commentary on social media by employees which relates to York St John University. Within this context, social media is any facility for online publication and commentary, including (but not exclusively) blogs, wikis, and social networking sites such as Facebook, Twitter, LinkedIn, and YouTube.

 

Whistleblowing

This procedure encourages staff who believe that an individual's or group of individuals' behaviour will result in fraud, crime, a threat to health and safety, including public safety issues or a miscarriage of justice to disclose the matter to the University using internal channels.
 

Useful links