Hello team,
Here we are at the very end of October and here are some updates for you as line managers...
Policy Updates
As we mentioned last month we are now working through our policies to make sure that they are up to date and fit for purpose. With that in mind, please do take some time to read through the newest updates and discuss them with members of your team as appropriate. Each policy has a small section at the back which tells you what changes have been made. Here are the updated policies for October:
- Staff Handbook - updates have been made to the vision, policy information now reflecting the newest versions and some updates to wording.
- Disciplinary Procedure and Grievance Procedure - there haven't been any process updates for these procedures, updates have been around grammar and use of language.
To view any of our other policies, follow this link.
People and Culture six monthly report
Every six months as People and Culture we pull together a report which is shared with Leadership Team and Senior Leadership Team. This report highlights some of the feedback we have had through pre-probation meetings and exit interviews and this time gives insight into leave and recruitment. Here are some key take aways from the report:
- Supportive Culture: The feedback highlights a deeply supportive and values-driven environment where colleagues, managers, and leadership are approachable, caring, and empowering. Many staff feel valued, encouraged, and part of something meaningful.
- Growth Opportunities: Many team members have experienced personal, professional, and spiritual growth during their time with the organisation, with positive impacts on their confidence, wellbeing, and faith.
- Recruitment: There are lots of ways in which team members hear about our roles and us as an organisation. These include personal conversation, emails, Christian Jobs website and social media. Often it is a mix of many things; be encouraged that whilst you may not see the fruit in the moment of a conversation or presentation lots of these are part of someone's bigger story!
- Inductions: New team members shared they felt well supported as they started in their new roles. The importance of shadowing opportunities throughout the induction (not just at the start) was seen to be helpful.
Leadership Development Programme
Those who have been given a space on the Leadership Development Programme have now been informed of this so, if you had a team member that applied please do check in with them.
Annual Leave Allowances
Very soon, our annual leave allowance for 2026/2027 will go live! This will mean that you and your team will be able to book in any holidays that are planned between April 2026 and March 2027. During the 26/27 year Easter occurs twice (it is in March in 2027) and therefore the full time equivalent for annual leave next year is 38 days for the year (accounting for the two extra bank holidays). In the leave year 27/28 the full time equivalent will then be 34 days.
As line managers, please remind your team members to book off bank holidays and the Chirstmas closure (25th-31st December), for their working days. If someone in your team is wanting to work on a non-Christmas bank holiday or one Christmas closure days, they need to speak with you first and confirm what work will be done (this work should not need IT / national team support and not be visiting families) Pages 11 and 12 of the Staff Handbook give you some more information on this.
SPOTLIGHT - Types of Leave
Each month we want to remind you about something that you may need to know as a line manager. This month we want to remind you about the different types of leave that team members may ask about. There are quite a few reasons why someone may be off so take some time to read through the chart below and familiarise yourself with this article for more details in terms of length given for each type of leave. If you have any questions, please do reach out, we will be happy to chat to you about it.
| Type of Leave/ absence | Main Aspects |
| Annual Leave | The allowance given to each employee to take time for holidays inclusive of bank holidays and Christmas closure. |
| Family leave policies | This includes maternity, paternity, adoption and shared parental leave |
| Fostering and supported lodging leave | Some additional leave allocation available to employees to attend training or meetings relating to their fostering or supported lodgings role. |
| Compassionate leave | Discretionary leave that may be used in times of ‘family’ illness, distress and bereavement. |
| Dependents leave | Paid leave to care for a dependent during an emergency. |
| Carers leave | Unpaid leave to provide or arrange care for dependents with a long term care need. |
| Unpaid leave | This can be requested for a variety of circumstances in addition to their leave allowance. |
| Dentist and doctors appointments | These should be arranged outside of your working hours. Where this is not possible (such as a hospital appointment) leave may be given. |
| Unauthorised absence | When an employee doesn't turn up for work without an explanation |
Thanks so much for reading this, please do be sure to have a read through the edition which will go out to all staff in the next day or so.