Managing individual contracts
Managing the institution's contractual relationships with individual team members.
Supporting team members on secondment
The University of Portsmouth is committed to creating an equitable, developmental and motivating working environment, which values and empowers people at all levels. Secondment opportunities can be an appropriate means of achieving this commitment. The Secondment Policy provides the basis for all formal internal and external secondment arrangements across the University.
The term ‘international secondment’ refers to the temporary transfer of a member of staff from their normal role to do another role on a fixed term basis outside of the UK internationally. The University's International Secondment policy is designed to provide managers and staff with information about the main issues to be considered when seconding a member of staff overseas.
Regrading an existing role
The Regrading Process covers the evaluation of an existing job/role that is currently filled by a member of staff, where it is deemed the role has grown in level of responsibility/competence- find out more about regrading an existing role*.
Dealing with flexible work requests
The Employment Rights Act 1996 gives all employees the chance to request a change to their contractual terms and conditions of employment to work more flexibly. This could be a change in their working pattern, or perhaps the number of hours they work. For more information, read the Right to Request Flexible Working -Guidance
Disclosure and Barring Service Checks (DBS)
The University’s Human Resources (HR) department is responsible for administering DBS checks for staff where they are required for employment purposes.
A Research Passport is the mechanism for non-NHS staff (that is, higher education institution employees who have no contractual arrangement with the NHS) to obtain an Honorary Research Contract or Letter of Access when they propose to carry out research in the NHS.
Managing visa restrictions
Under the Immigration Act 2014, we have a duty to prevent illegal working by carrying out appropriate document checks to confirm that an applicant has the right to work in the UK.
This guidance provides additional guidance for those managers who employ, or are likely to employ, students who are in the UK under a Tier 4 Sponsorship visa. This includes Undergraduate, Postgraduate - Taught and Postgraduate - Research students.
Migrants we sponsor under the points based system (Tiers 2, 4, and 5) have very specific record keeping and reporting rules we must follow.
* Internal only