[{"data":1,"prerenderedAt":-1},["ShallowReactive",2],{"detail-sidebar-cat-1-en-105":3,"doc-seo-255823-105":53,"doc-detail-255823-en":126},{"code":4,"msg":5,"data":6},0,"success",[7,14,19,24,29,34,39,44,49],{"id":8,"doc_module":9,"doc_module_name":10,"category_name":11,"show_sort_weight":12,"slug":13},11,1,"Template","Presentations",90,"presentations",{"id":15,"doc_module":9,"doc_module_name":10,"category_name":16,"show_sort_weight":17,"slug":18},12,"Resumes",80,"resumes",{"id":20,"doc_module":9,"doc_module_name":10,"category_name":21,"show_sort_weight":22,"slug":23},14,"Invoices",70,"invoices",{"id":25,"doc_module":9,"doc_module_name":10,"category_name":26,"show_sort_weight":27,"slug":28},15,"Posters",60,"posters",{"id":30,"doc_module":9,"doc_module_name":10,"category_name":31,"show_sort_weight":32,"slug":33},16,"Social Media",50,"social-media",{"id":35,"doc_module":9,"doc_module_name":10,"category_name":36,"show_sort_weight":37,"slug":38},17,"Forms",40,"forms",{"id":40,"doc_module":9,"doc_module_name":10,"category_name":41,"show_sort_weight":42,"slug":43},18,"Letters",30,"letters",{"id":45,"doc_module":9,"doc_module_name":10,"category_name":46,"show_sort_weight":47,"slug":48},21,"Paper Templates",5,"papers-templates",{"id":50,"doc_module":9,"doc_module_name":10,"category_name":51,"show_sort_weight":4,"slug":52},158,"General","general-158",{"code":4,"msg":54,"data":55},"ok",{"site_id":56,"language":57,"slug":58,"title":59,"keywords":60,"description":61,"schema_data":62,"social_meta":119,"head_meta":121,"extra_data":123,"updated_unix":125},105,"en","acting-up-temporary-promotion-guidelines-hrg02-updated","Acting up/ Temporary Promotion Guidelines - HRG02 - Updated","","Acting up/temporary promotion guidelines (HRG02) define the SEL ICB processes for recognising and approving additional responsibilities undertaken when a senior team member is absent due to long-term sickness or an unfilled vacancy. The policy sets out eligibility, decision responsibilities for line managers, approval and payroll steps, and time limits for temporary arrangements. 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VRP approval must be documented before the line manager confirms the acting up/responsibility allowance or completes the staff change form for payroll.","https://schema.org",{"og:url":78,"og:type":120,"og:title":59,"og:site_name":91,"og:description":61},"article",{"robots":122,"canonical":78},"index,follow",{"doc_id":124,"site_id":56},255823,1789293547,{"code":4,"msg":5,"data":127},{"doc_id":124,"user_id":128,"nickname":88,"user_avatar":129,"doc_module":9,"category_id":40,"category_name":41,"doc_title":59,"doc_description":61,"doc_content":130,"file_id":131,"file_url":132,"file_type":133,"file_size":134,"view_count":15,"is_deleted":4,"is_public":9,"is_downloadable":9,"audit_status":9,"page_count":135,"language":136,"language_code":57,"site_id":56,"html_lang":57,"table_of_contents":137,"faqs":138,"seo_title":139,"seo_description":61,"update_tm":125,"read_time":73},549768064778,"https://ap-avatar.wpscdn.com/davatar_6f874abed73319feea01a86fa6f0fab8","Acting up/ temporary promotion guidelines (HRG02)– updated to reflect additional recruitment controls during the management cost reduction programme  \n2023/24  \nV0.1  \nThis is a controlled document. Whilst this document may be printed, the electronic version posted on the intranet is the controlled copy. Any printed copies of the document are not  \ncontrolled.  \n\n| Target Audience | Unitary Board members, committee members and all staff working for, or on behalf of, the ICB and on the ICB’s payroll, inline with their contract of employment. |\n| --- | --- |\n| Brief Description (max 50 words) | These guidelines set out the SEL ICB processes to follow to recognise the additional responsibilities that an individual may undertake outside of their normal role in the absence of a senior member of their team due to long term sickness or an unfilled vacancy. |\n| Action Required | The Chief of Staff will ensure that the requirements of this policy are implemented.\u003Cbr>The ICB Governance Team will establish and maintain a corporate register of all policies and their status and will ensure that the policy is appropriately reflected on the members and staff zone. |\n\nDocument Information:  \n\n| Title /Version Number/(Date) |  |  |  | Acting up/ temporary promotion guidelines |  |\n| --- | --- | --- | --- | --- | --- |\n| Accountable Executive |  |  |  | Chief of Staff |  |\n| Responsible Post holder/Policy Owner |  |  |  | Director of Human Resources and Organisational Development |  |\n| Date Approved |  |  |  |  |  |\n| Approved By |  |  |  |  |  |\n| Review Date |  |  |  | September 2024 |  |\n| Author |  |  |  | Director of Human Resources and Organisational Development |  |\n| Stakeholders engaged in development or review |  |  |  | HR department, Trade Unions (UNISON, UNITE, MIP, RCN) |  |\n| Equality Anaysis |  |  |  | Equality Analysis\u003Cbr>This Policy is for all staff employed by the ICB. This document has been assessed for equality impact on the protected groups, as set out in the Equality Act 2010. This document demonstrates South East London ICB’s commitment to create a positive culture of respect for all individuals, including staff, patients, their families and carers as well as community partners.\u003Cbr>The intention is, as required by the Equality Act 2010, to identify, remove or minimise discriminatory practice in the nine named protected characteristics of age, disability , sex, gender reassignment, pregnancy and maternity, race, sexual orientation, religion or belief, and marriage and civil partnership. It is also intended to use the Human Rights Act 1998 and to promote positive practice and value the diversity of all individuals and communities. |  |\n| Contact details for further information |  |  |  | Human Resources Department |  |\n| Relevant legislation and documents |  |  |  | Agenda for Change Part 3 Section 14 Equality Act 2010\u003Cbr>Employment Rights Act 1996 |  |\n| Document Review Control Information |  |  |  |  |  |\n|  | Version | Date | Reviewer Name(s) | Comments |  |\n|  | V0.1 | June 2023 | Angela Paradise | Updated to reflect additional recruitment controls to be used during the management cost reduction programme 2023/24 . |  |\n|  |  |  |  |  |  |\n\nContents  \n1.0 Principles ........................................................................................................ 4  \n2.0 Approvals/Payroll ........................................................................................... 4  \n3.0 Duration of temporary arrangement .............................................................. 5  \n4.0 Remuneration & Band/Years of Service ....................................................... 5  \n5.0 Confirmation into Post ................................................................................... 5  \n6.0 Honorarium .................................................................................................... 6  \n7.0 Contract .....................................................................................","cbCaicvSSZoRIgmZ","https://ap.wps.com/l/cbCaicvSSZoRIgmZ","pdf",301665,6,"English","# Principles\n## Acting up eligibility and appropriate use\n# Approvals/Payroll\n## CEO approval, Vacancy Review Panel (VRP) documentation, staff change form and payroll","[{\"question\":\"When can acting up/temporary promotion opportunities arise?\",\"answer\":\"They can arise from a vacancy created by a leaver or a new post during recruitment, or to provide cover for long-term leave such as sickness or maternity/adoption, or short-term increases in work demand.\"},{\"question\":\"Who is responsible for deciding whether temporary promotion/acting up is appropriate?\",\"answer\":\"The line manager decides in consultation with the HR service, considering whether work can be postponed, whether objectives require a specified employee or can be shared, and whether an employee is competent for the duties.\"},{\"question\":\"What approvals are required before acting up or a responsibility allowance is confirmed?\",\"answer\":\"The Chief Executive Officer must approve the request before it goes to the Vacancy Review Panel (VRP). VRP approval must be documented before the line manager confirms the acting up/responsibility allowance or completes the staff change form for payroll.\"}]","Acting up/ Temporary Promotion Guidelines - HRG02 - Updated | PDF"]