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Joint Report of the Council and the General Board on the changes required in the University's current employment practices as a result of the European Community Directive on Fixed Term Working

The COUNCIL and the GENERAL BOARD beg leave to report to the University as follows:

Background

1. The European Community Directive on Fixed Term Working will be implemented in the UK by 1 October 2002. The purpose of the Directive is to eliminate the misuse of fixed term contracts (FTCs) in employment through the requirement that fixed-term employees must not be treated less favourably than comparable permanent employees just because they are employed on fixed-term contracts, unless such treatment can be objectively justified. The Employment Bill, which was published on 7 November 2001 and is expected to be approved by mid-July, gives the Secretary of State power to implement the Directive.

2. The Government has drawn up draft Regulations for Employees on FTCs which have been the subject of national consultation and will be laid before Parliament in July for approval by early September 2002. Compliance guidance on the regulations will be issued by the Department of Trade and Industry in due course. The draft regulations provide for:

(i) the right not to be treated less favourably than a comparable employee not on a FTC, unless the treatment is justified on objective grounds;
(ii) the right to receive a written statement of reasons for less favourable treatment;
(iii) the right to be informed of any suitable vacancy in the establishment if the FTC is not renewed;
(iv) the right to claim unfair dismissal where the regulations have been infringed;
(v) the invalidation of any redundancy waiver included in a fixed-term contract which is agreed, extended or renewed after 1 October 2002;
(vi) where an employee is to be engaged on a FTC and the employee has been employed continuously for four years or more on FTC(s), any extension of the contract to be regarded as of indefinite duration, unless the employer can show that the engagement under a FTC is justifiable on objective grounds;
(vii) any period of continuous employment prior to 10 July 2002 to be disregarded.

Implications of the Directive for the University

3. These requirements have fundamental implications for the University's employment practices.

4. The Council and the General Board, on the advice of the Personnel Committee, have agreed proposals in respect of existing practices relating to the use of fixed-term contracts which must be reformed if the requirements of the Directive are to be met. In order to be able to meet the requirements as soon as possible, steps must be taken now to make the necessary changes in Statutes and Ordinances which will allow the Council and the General Board to put in place new arrangements which will comply with the Directive and the regulations. In the unlikely event that the final version of the regulations contains substantive changes on fundamental requirements that bear on the changes proposed in this Report, the Council and the Board will bring forward a second Report proposing any necessary further amendments.

5. The implications for the current practice of appointing and reappointing to University offices and to unestablished posts, including contract research posts, and assistant staff posts for fixed terms are addressed below.

Objective justification for less favourable treatment

6. What 'objective justification' for less favourable treatment will come to mean in practice will depend on case-law as it develops. However, use of a fixed-term contract is likely to be justifiable:

(i) if the purpose of the appointment is to provide replacement cover, for example for an employee who is on maternity leave or where there is a vacancy;
(ii) where the availability of funding is limited, for example if the purpose of the appointment is to carry out work on a research grant or contract which is externally funded and the funds determine the expiry date of the contract (the four-year limit on renewals will not prevent legitimate extension of fixed-term appointments beyond four years, but it is highly probable that renewals for fixed terms will become harder to justify the longer the funding continues);
(iii) if the purpose of the appointment is to undertake a specific project within a specified timeframe;
(iv) if the purpose of the appointment is to provide training;
(v) if the purpose of the appointment is to undertake duties where it is uncertain how existing offices and posts will be affected by a reorganization;
(vi) because of the nature and character of the office or post;
(vii) if an office or post is temporary but there is a prospect that it may be made permanent and it is intended that an appointment to the permanent office or post be made after open competition.

Although there is no restriction on the period of a fixed-term appointment, care clearly needs to be exercised in deciding the length of an appointment. For example if a fixed-term appointment is offered for, say, five years, non-renewal may result in a claim for unfair dismissal if there is no objective justification for the fixed-term nature of the appointment. If renewal is offered for a further fixed-term period without objective justification for the fixed term, the extension of the initial appointment will automatically be deemed of indefinite duration, that is to the retirement age.

To take another example: if an appointment is offered for, say, three years, and is then renewed for a further two years, taking the total period of continuous service over the four-year limit (see paragraph 2), the two-year extension will automatically convert the appointment into a permanent appointment, unless there is an objective justification for the two-year extension.

7. To make an appointment for a fixed term in circumstances where there is an evident on-going need for the office or post or the duties attaching to the office or post is highly unlikely to be justifiable on objective grounds. Moreover, since the recent abolition of the unfair dismissal waiver clause it is no longer possible to rely on its protection to prevent a claim of unfair dismissal resulting from non-renewal of a fixed-term contract beyond its current expiry date.

8. Poor performance or unsatisfactory conduct will not justify non-renewal of a fixed-term contract unless addressed through the appropriate disciplinary procedure.

9. The Council and the General Board propose that, in all cases where there is no objective justification for making a fixed-term appointment, appointments to University offices or to an assistant staff post be to the retiring age, and that, where appropriate, the appointment be subject to confirmation on satisfactory completion of an appropriate probationary period.

10. The current practice of making appointments on a fixed-term basis does not include provision for confirmation of appointment on satisfactory completion of a probationary period within the fixed term of the appointment. It is also therefore proposed that in cases where the duration of the contract makes it practicable, FTCs should be subject to confirmation at the end of an appropriate period of probation.

Probationary period

11. The probationary scheme which has been approved by the Council and the General Board for the holders of academic-related offices and posts is described in Annex 1. The scheme does not apply to assistant staff. Consideration is being given to this and Heads of institutions will be informed of developments in due course.

12. A probationary scheme for the holders of academic offices and posts will be published in due course in the context of a Report of the General Board on the structure of academic offices.

University offices

13. Changes to the Statutes and Ordinances are necessary in most cases where provision is made for appointment and reappointment for a fixed term to a substantive office, unless there is an objective justification for retaining the provision specific to the office for making fixed-term appointments, for example offices established on external funds or to provide training. All relevant University authorities have been consulted on the changes considered necessary and account has been taken of the responses received in framing the detailed recommendations of this Report.

(i) University offices included in the Statutes

14. No change is required in relation to the majority of the offices referred to in the Statutes. In the case of the Principal Officers, the Librarian, the Director of the Fitzwilliam Museum, appointment is to the retiring age and there is currently no provision for making an appointment for any specified initial or probationary period. In the case of Professors and Readers the existing statutory provisions allow both for appointment to the retiring age and for fixed-term periods; no change is therefore necessary. Statute D, II, 2 (the Vice-Chancellor) and D, IV, 2 (the Pro-Vice-Chancellors) will not require amendment since it should be possible to justify the existing arrangements on the basis of the nature and character of these offices, that is the particular leadership requirements needed from time to time and the desirability of appointing from different academic constituencies. There is also a likely justification for maintaining the status quo in respect of Proctors since it is desirable in a Collegiate University for these appointments to be drawn from different Colleges from time to time. No change is required in relation to the offices specified in D, V (The High Steward, Deputy High Steward, and the Commissary) and D, VII (the Orator).

Statute D, XVII, 6 and 7 (University Lectureships) does not prohibit treating the initial period of appointment as a probationary period but it is obviously desirable that the Statute should refer explicitly to probation; this will be addressed in a separate Report. In the case of University Senior Lectureships, no change is necessary in relation to Statute D, XVIII, since at present it is not possible to appoint to this office other than through the annual promotions exercise. If it is decided that it should be possible to appoint to University Senior Lectureships through open competition, the current relevant statutory provisions for University Lectureships will, in all respects, apply to University Senior Lectureships including appointment and no change will therefore be necessary.

15. Consideration may need to be given to Statute D, XIX (University Assistant Lecturers) in the light of the outcome of the current consultation on senior academic career structure and promotion, in relation to the suggestion that the office of University Assistant Lecturer be abolished. As it is not possible to harmonize the timetable of this review with the timetable for implementing the proposals in this Report, any relevant changes to Statute D, XIX, will be a matter for a separate Report.

(ii) University offices included in Ordinances

16. Many of these are academic-related offices. In some cases, the regulations only allow for appointment and reappointment for a period up to five years at a time and contain no provision in the relevant regulations for reappointment to the retiring age, for example Computer Officers in Grades III and IV, Technical Officers. In other cases similar regulations apply but with a provision allowing also for the possibility of reappointment to the retiring age, for example Senior Technical Officers, Computer Officers in Grades I and II. The regulations for a few offices stipulate a maximum limit of tenure, for example Clinical Lecturers, Residents in the Department of Clinical Veterinary Medicine, Lectors. The current practice of making limited-term appointments on the ground that the main purpose of the office is essentially to provide a training opportunity is expected to be justifiable.

17. With the exception of 'training' offices, it is proposed that all the provisions in the Ordinances for making appointments and reappointments for limited periods be rescinded and replaced by a generally applicable provision in the General Regulations for University Offices (Statutes and Ordinances, p. 641) which will provide for appointment to be made to the retiring age, subject to confirmation on completion of an appropriate probationary period. It is also proposed that there be included in the General Regulations a regulation which empowers the competent authority to approve appointments to University offices for fixed terms where such appointments may in particular circumstances be justified on objective grounds (see paragraph 6 above).

New appointments

18. If the recommendations of this Report are approved, it is proposed that, with immediate effect, all appointments be made on the basis of the new arrangements.

Treatment of existing staff

(i) University officers

19. No special arrangements are necessary for dealing with the reappointment of those University officers who are currently in an initial period of appointment and who, under the relevant Statute or Ordinance, will be reappointed to the retiring age if their performance is satisfactory.

The position of University Lecturers and the holders of other offices specified in Schedule J, whose duties are primarily concerned with teaching and research, will be addressed in a separate Report (see paragraph 12).

Heads of institutions should review the position of all University officers with a view to determining whether or not there is objective justification for their continuing to hold appointments on a fixed-term basis. Advice should be sought from the relevant Personnel Consultant as necessary. Where no objective justification exists, the University officer should be offered a contract of indefinite duration subject to the completion of a probationary assessment under the scheme outlined in Annex 1. It is expected that the great majority of University officers currently on fixed-term contracts where there is no justification for the fixed-term nature of the appointment will fall into this category.

Where there is a concern that an individual may not be successful in passing the probationary assessment, he or she should be reassured that the remaining period of tenure of their existing contract of employment will be treated as an extension of the period of probation and that within that period probationary assessments will be made with a view to establishing whether or not the officer may be offered a contract of indefinite duration.

Such cases should be discussed with the relevant Personnel Consultant.

(ii) Unestablished (including contract research) and assistant staff

20. In addition to the above, Heads of institutions will be advised to review the length of continuous employment of unestablished and assistant staff currently holding fixed-term contracts and to discuss with the relevant Personnel Consultant the position of any member of staff whose current tenure and any possible future extension does not meet any of the criteria for objective justification specified in paragraph 6.

21. Abolition of certain University offices

In their response to the consultation on the detailed recommendations of this Report, the Council of the School of Physical Sciences suggested the abolition of the offices of Assistant in Research, Assistant Technical Officer, Senior and Junior Assistant Observer, and Curator of Aerial Photography. The General Board will consult with relevant authorities and institutions on these suggestions with a view to bringing forward proposals to the Regent House in due course.

22. If the proposals contained in this Report are approved, implementation guidance will be issued in due course to Faculties, Departments, and other institutions.

23. Accordingly, the Council and the General Board recommend:

That approval be given to the proposals in this Report, and that the following Ordinances be amended, with immediate effect, as set out in Annexes 2A-2C:

Annex 2A General Regulations for University officers

Annex 2B Special Regulations for University officers

Annex 2C Regulations for University officers listed under specific institutions

22 July 2002ALEC N. BROERS, Vice-ChancellorS. LEATON GRAYG. A. REID
 TONY BADGERIAN LESLIEJEREMY SANDERS
 JOHN BOYDPAUL LEWISM. SCHOFIELD
 PETER GODDARDA. M. LONSDALELIBA TAUB
 D. A. GOODJAMES MATHESONR. E. THORNTON
 GORDON JOHNSON 

10 July 2002ALEC N. BROERS, Vice-ChancellorH. A. CHASEPETER LIPTON
 TONY BADGERKATIE CHILDSA. C. MINSON
 P. J. BAYLEYANDREW CLIFFM. SCHOFIELD
 N. O. A. BULLOCKS. LEATON GRAYS. J. YOUNG

ANNEX 1

PROBATIONARY ARRANGEMENTS FOR STAFF IN ACADEMICALLY RELATED GRADES

1. Nature and purpose of probation

1.1 Probation is a formal arrangement at the start of an appointment, whereby individual members of staff demonstrate their suitability for a particular job within a set timescale and Heads of institutions1 carry out induction, monitor and review performance, and provide guidance and training.

1.2 It applies to the holders of all University offices not listed in Schedule J and those appointed in an unestablished capacity in comparable grades.

Consideration is also being given to arrangements for probation in respect of University assistant staff and for those holding academic offices and comparable unestablished posts. (See paragraphs 11 and 12 of the main body of the Joint Report of the Council and the General Board on the changes required in the University's current employment practices as a result of the European Community Directive on Fixed Term Working). Where doubt arises as to whether an academic-related or academic scheme of probation would apply in a particular case, the matter will be decided by the Council or General Board, as appropriate, on the advice of the Personnel Committee.

1.3 A probationary period relates to a particular job and will normally be introduced on initial appointment to the University or where individuals move from one job to another with substantially different or additional duties and responsibilities. A Head of institution may ask the appointing body2 to waive the requirement for probation where there is clear evidence that an individual is capable of performing the duties of the post satisfactorily. This is most likely to arise when members of staff are transferring to another Department or related area, for example from one administrative job to another where the duties of their new appointment are of a very similar nature to their previous appointment.

1.4 Normally, instances of misconduct will be dealt with separately in accordance with the relevant disciplinary procedures.

2 Length of the probationary period

2.1 A probationary period will be agreed by the appointing body and will vary according to the length of appointment. Most appointments will be for an indefinite period (until retirement) but temporary appointments for a fixed term may be needed, for example to cover the absence of a permanent member of staff during maternity leave or to complete a specific project within a set time.

2.2 The probationary period will be standard for all appointments, as follows:

Period of appointment probationary period

indefinite period (until retirement) 9 months

2-3 years 6 months

less than 2 years 3 months

3 . Responsibilities during the probationary period

3.1 There are responsibilities for both parties during the probationary period. New members of staff will need to demonstrate that they have the capability to undertake the duties of the role to which they have been appointed. Heads of institutions, or their authorized deputies, will, in turn, need to be proactive in setting out the requirements of the job, monitoring progress, and identifying areas where further training and development are needed.

3.2 The Personnel Division will provide written guidance on the framework for assessing the various stages of the probationary period. This will include induction (see section 4.1) and regular progress reviews (see section 4.2) using proforma documentation for recording progress. Advice from the Personnel Consultant should be sought at an early stage if there are serious concerns about performance.

3.3 The Head of institution will make an overall assessment of the individual's performance towards the end of the probationary period and, where this has been satisfactory, will confirm the appointment.

3.4 Where the Head of institution is not able to confirm that probation has been completed satisfactorily, the appointing body, on a recommendation from the Head of institution, will agree what action is appropriate at the end of the probationary period. The range of actions available to the appointing body will be as follows:

(i) to extend the probation where more time is needed to assess performance, or
(ii) to authorize the termination of the appointment where performance is unsatisfactory.

4. How the probationary period will be managed in practice

4.1 Induction

4.1.1 It is important that the foundations for good working practices are established at the outset. Newly appointed staff will undergo a structured induction programme within the first few weeks of taking up appointment. (A checklist of what to include in induction is currently being developed by the Personnel Division.)

4.1.2 The person most familiar with the requirements of the job (the line manager or immediate supervisor) will usually have delegated responsibility from the Head of institution for carrying out induction, monitoring performance, and providing guidance on a day-to-day basis. In practice, this is likely to include:

(i) ensuring that member of staff knows and understands the main responsibilities of the post,
(ii) setting out which particular areas of work are to be given priority,
(iii) drawing attention to deadlines,
(iv) outlining the standards of work required,
(v) highlighting any areas where particular care or sensitivity is needed,
(vi) ensuring that the member of staff has sufficient information and sources of immediate help and support to take forward the agreed tasks,
(vii) being available to give informal advice on an on-going basis,
(viii) assessing training and staff development needs based on the requirements of the job,
(ix) preparing a training action plan in consultation with the member of staff,
(x) arranging for regular progress reviews.

4.2 Formal assessment of performance

4.2.1 The purpose of assessments at various stages of probation is twofold. They are a means of demonstrating and building on progress made. They also ensures that, in the event of any problem arising, there are clear indications of the difficulties that have arisen and the steps taken to attempt to resolve them.

4.2.2 The format for the progress review will normally be as set out below. The level of detail will vary according to individual circumstances. Where appropriate for certain members of staff the advice of the Personnel Committee will be sought. Where performance and progress is clearly satisfactory the formal record is likely to be brief. A more detailed record will be made where specific improvements are needed.

(i) the line manager reviews with the member of staff the work done to date or since the last review, addressing competence in carrying out particular duties and capability to perform at a level that meets the operational requirements of the department;
(ii) the member of staff comments on progress to date and specify any areas in which further information or assistance is needed;
(iii) the line manager sets objectives for the next stage of work;
(iv) the line manager discusses training and staff development needs with the member of staff, taking the lead in identifying and agreeing a specific action plan.

4.2.3 Progress reviews take place at appropriate intervals - it is suggested that these be weekly during the first month and then monthly if progress is satisfactory - to enable the member of staff to take on progressively more responsibility in accordance with the requirements of the job. The tone of the reviews should be constructive, giving positive feedback on what has been done well and helpful advice on how to make improvements and/or develop aspects of the job. However, where progress has been unsatisfactory, the line manager, in consultation with the Head of institution, will need to specify the nature of the concerns and the improvements needed, together with details of how these will be achieved. For example, this may involve making appropriate adjustments to the level of supervision, advice, and/or support given to the member of staff.

4.2.4 Each progress review is documented, however briefly, with copies signed and retained by the Head of institution, line manager, and individual member of staff. If, at any stage, a third party contributes formally to the progress review this should be recorded and signed accordingly.

4.2.5 When the Head of institution makes the final overall assessment of performance during probation, the decision to confirm appointment or recommend to the appointing body alternative action (see section 3.4 above) will be based on the progress review documentation.

4.2.6 If, exceptionally, during probation, the performance of the individual is clearly unsatisfactory and likely to remain so, the Head of the institution may recommend to the appointing body that the probationary period be curtailed to enable early termination of the appointment.

4.3 Mentoring

4.3.1 At the start of the probationary period, new members of staff will be assigned a mentor by the Head of institution. The mentor will act as an impartial 'sounding board', not linked to the formal progress review process, and may contribute informally to the preparation of a training and staff development action plan.

5. What is the procedure at the end of probation?

5.1 Approximately two months before the date on which the probationary period is due to end, the Personnel Division will remind Heads of institutions of the need to make a final overall assessment of the performance of the member of staff. This means that progress reviews for short fixed-term appointments would need to be in place from a very early stage.

5.2 Where performance during probation has been satisfactory, the Head of institution will notify the Personnel Division that the appointment is confirmed and the central staff record will be amended accordingly. It will be for the Head of institution to inform the member of staff concerned that probation has been satisfactorily completed.

5.3 Where there have been concerns about the performance of the member of staff, these will have been raised and addressed in the regular progress reviews. Where the concerns have been addressed and the performance has reached a satisfactory level, the action will be as in 5.2 above.

5.4 In some instances progress towards successful completion of probation may have been hampered by circumstances beyond the control of all parties, for example where the member of staff has been absent from work for a substantial period during probation. Where this is the case and there is the prospect of a satisfactory outcome to probation, the Head of institution can recommend to the appointing body an extension of probation. At the end of that period, if progress reviews have been satisfactory, the action will be as in 5.2 above.

5.5 In the event that performance is judged not to be satisfactory, despite the remedial actions agreed at the progress reviews, the Head of institution will inform the individual that the recommendation to the appointing body will be the termination of the appointment. Once a decision to dismiss has been made by the appointing body, the member of staff will be given notice (see 6 below).

5.6 If the appointment is terminated, the member of staff will have the right to appeal, either under the provisions of Statute U, V, or in accordance with the disciplinary and grievances procedures for unestablished appointments, as appropriate. The member of staff will be notified in writing of the right to appeal at the time that formal notice of dismissal is given.

6. The period of notice required during the probationary period

6.1 The period of notice given by the member of staff or by the Head of institution following a decision to terminate the appointment during the probationary period under this scheme will be four weeks or statutory notice, if longer.

7. Monitoring performance once the probationary period is over

7.1 The appraisal process provides a formal means of carrying out continuing performance review. The first appraisal will take place at the end of the probationary period once a decision has been made to confirm appointment and will be part of an ongoing annual appraisal/review process. As this process is intended to be forward-looking, the appraiser will agree objectives and an action plan, in line with the strategic and operational needs of the institution, that will address longer-term personal training and development needs identified. Updated guidance on appraisal will be issued in due course by the Personnel Division.

ANNEX 2A

GENERAL REGULATIONS FOR UNIVERSITY OFFICERS

(Statutes and Ordinances, p. 641)

Regulation 1.

By relettering sub-paragraphs (d)-(g) as (j)-(m), amending cross-references accordingly, and by inserting the following new sub-paragraphs:

(d) Appointments to a University office shall be to the retiring age, subject to the satisfactory completion of a probationary period.
(e) The competent authority may waive the probationary period in a particular case.
(f) The competent authority may authorize the establishment of an office for a fixed term provided that there is objective justification for such authorization and shall decide what constitutes objective justification. Notwithstanding Regulation 1(d), the Appointments Committee may make an appointment for a term commensurate with the period for which the office has been established, subject to the satisfactory completion of a probationary period.
(g) The period of probation for a University office shall be determined by the competent authority.
(h) The responsible person, as defined by Statute U, III, 1, shall decide whether or not the holder of a University office not included in Schedule J has successfully completed the probationary period. If confirmation is not straightforward, the responsible person shall refer the matter to the relevant Appointments Committee, who will decide whether the officer's probationary period shall be extended or the appointment terminated.
(i) An officer whose appointment has been terminated under section (h) above may appeal under the provisions of Statute U, V.

ANNEX 2B

SPECIAL REGULATIONS FOR UNIVERSITY OFFICERS

(Statutes and Ordinances, pp. 655-702)

Provision in these regulations relating to appointment and reappointment for periods other than to the retiring age require amendment as indicated below. No changes in relation to the existing regulations for Clinical Lecturers (p. 694) and Lectors (p. 697) are necessary as objective justification may be argued for retaining the fixed-term nature of these appointments.

Assistant Directors of Development Studies (p. 692)
By deleting Regulation 3 and renumbering subsequent regulations.

Assistant Directors of Research and Senior Assistants in Research (p. 693)
Regulation 1.
By deleting the latter part of this regulation from 'for such periods' to the end.

Assistants in Research (p. 694)
Regulation 2.
By deleting the final sentence.

Principal Computer Officers, Senior Computer Officers, and Computer Officers (p. 695, and see also Reporter, p. 646)
Regulation 4.
By deleting provisos (a) and (b).

Senior Language Teaching Officers (p. 696)
Regulation 2.
By deleting the final sentence.

Language Teaching Officers (p. 697)
Regulation 2.
By deleting the final sentence.

Librarians for certain Faculties, Departments, and other Institutions (p. 697)
By deleting Regulation 3 and renumbering subsequent regulations.

Senior Assistant Observers and Junior Assistant Observers (p. 699)
Regulation 1.
By deleting the last three sentences.

Secretaries and Superintendents of Faculties, Departments, and other institutions under the supervision of the General Board (p. 699)
By deleting Regulations 4 and 6 and renumbering subsequent regulations.

Senior Technical Officers (p. 701)
By deleting Regulation 4 and renumbering subsequent regulations.

Technical Officers (p. 702)
By deleting Regulation 3 and renumbering subsequent regulations.

Assistant Technical Officers (p. 702)
Regulation 2.
By deleting the final sentence.

ANNEX 2C

OTHER UNIVERSITY OFFICES WHOSE REGULATIONS ARE INCLUDED IN THE REGULATIONS FOR THE RELEVANT INSTITUTION

Provision in these regulations relating to appointment and reappointment for periods other than to the retiring age will require amendment as follows:

A. Council Institutions

Unified Administrative Service (Reporter, p. 25)
All officers

Regulation 5.
By amending the regulation so as to read:

5. The duties of the various offices and their conditions of service shall be determined by the Council.

Accommodation Syndicate (p. 134)
Secretary
Regulation 3.
By deleting the last two sentences.

University Theatre Syndicate (p. 141)
Manager
Regulation 5.
By deleting from the first sentence the words 'for such periods not exceeding five years as the Council shall determine'.

Kettle's Yard (p. 146)
Director and Assistant to the Director
Regulation 9.
By deleting the first two sentences.

Fitzwilliam Museum (p. 632)
Senior Keeper, Keeper, Senior Assistant Keeper, Assistant Keeper, Museum Assistant in Research
Regulation 15.
By deleting the second and third paragraphs and the first sentence of the last paragraph.

Hamilton Kerr Institute (p. 635)
Director
Regulation 7.
By deleting the last paragraph.

Assistant to the Director
Regulation 8.
By deleting the second and third sentences.

University Centre (p. 636)
General Manager
Regulation 3.
By deleting the words 'for such periods as shall be determined by the Committee, subject to the approval of the Council'.

Development Office (p. 637)
Development Director
By deleting Regulation 2 and renumbering subsequent regulations.

University Farm (p. 637)
Director
By deleting Regulation 2 and renumbering subsequent regulations.

University Health Services (p. 637)
Dental Officer, Counsellor Grades I and II
By deleting Regulation 3 and renumbering subsequent regulations.

Wolfson Industrial Liaison Office (p. 639)
Director of Industrial Liaison
By deleting Regulation 2 and renumbering subsequent regulations.

Telecommunications Manager (p. 900)
By deleting Regulation 3 and renumbering subsequent regulations.

B. General Board Institutions

Provision in these regulations relating to appointment and reappointment for periods other than to the retiring age will require amendment as indicated below. No change is necessary in relation to the existing regulations for Graduate Trainees in the University Library (p. 620) or Resident in the Department of Clinical Veterinary Medicine (p. 595) as objective justification may be argued for retaining the fixed-term nature of these appointments.

Institute of Continuing Education (p. 127) as amended by the recent Report, (Reporter, 2000-01, p. 1004)
Senior Staff Tutor, Tutor, Assistant Tutor
Regulation 4.
By deleting the second, third, and fourth sentences.
Catering Manager
Regulation 6.
By deleting from the second sentence the words 'for such periods as the Council, after consultation with the Board shall determine'.

Curator of Aerial Photography (p. 143)
Regulation 1.
By deleting the words 'and shall be for a period or periods not exceeding five years at a time'.

School of Biological Sciences
Secretary of the School (p. 542)
By deleting Regulation 2 and renumbering Regulation 3 accordingly.

School of the Physical Sciences
Secretary of the School of Physical Sciences (p. 543)
By deleting Regulation 2 and renumbering Regulation 3 accordingly.

School of Technology
Secretary of the School (p. 544)
By deleting Regulation 2 and renumbering Regulation 3 accordingly.

Museum of Archaeology and Anthropology (p. 559)
Senior Assistant Curator and Assistant Curator
Regulation 8.
By deleting the last sentence.

McDonald Institute for Archaeological Research (p. 561)
Deputy Director
Regulation 5.
By deleting the words 'and shall be for a period or periods determined by the General Board on the recommendation of the Managing Committee'.

Faculty of Biology (p. 564)
Director of Medical and Veterinary Education
Regulation 1.
By deleting the words 'shall be for periods not exceeding 5 years at a time and'.

Institute of Biotechnology (p. 565)
Director
Regulation 1.
By deleting the last sentence.

Museum of Classical Archaeology (p. 567)
Curator
Regulation 1.
By amending the first sentence so as to read:
There shall be a University office of Curator of the Museum of Classical Archaeology, which shall be held in conjunction with another University office. Appointments and reappointments to the Curatorship shall be made by the Committee for the Museum.

School of Clinical Medicine
Secretary of the Clinical School (p. 570)
By deleting Regulation 2 and renumbering Regulation 3 accordingly.

Institute of Public Health (p. 572)
Director
Regulation 1.
By inserting the following words at the end of the regulation:
', which shall be held in conjunction with another University office'.

Positron Emission Tomography (PET) Scientific Services (p. 573)
Director
By deleting Regulation 2 and renumbering subsequent regulations accordingly.

Centre for Advanced Religious and Theological Studies (p. 574)
Graduate staff of the Centre
Regulation 5.
By deleting the second sentence.

Sedgwick Museum (p. 576)
Curator (full-time), Senior Assistant Curator, Assistant Curator
Regulation 3(b).
By deleting the words ', and shall be for such periods not exceeding 5 years at a time as the Appointments Committee shall determine; provided that the General Board shall have power, on the recommendation of the Appointments Committee, to authorize the reappointment to the retiring age of a person who has held either the office of Curator of the Museum or the office of Senior Assistant Curator of the Museum continuously for not less that five years'.

Department of Applied Economics (p. 577)
Director
By deleting Regulation 2 and renumbering subsequent regulations accordingly.
Deputy Director and Senior Research Officer
Regulation 3.
By deleting the second sentence.
Special Appointment, Research Officer, and Junior Research Officer
Regulation 4.
By deleting the words 'and shall be for periods not exceeding five years at a time, to be determined by the Appointments Committee, subject to any limit of tenure that may have been specified by the General Board under Regulation 5'.
Regulation 5.
By deleting this regulation and renumbering subsequent regulations accordingly.

Department of Engineering (p. 580)
Senior Design Engineer, Design Engineer, and Electronic Engineer
Regulation 1.
By deleting the last two sentences.

Whipple Museum (p. 582)
Curator
Regulation 2.
By deleting the second sentence.

Agricultural Economics Unit (p. 584)
Director
By deleting Regulation 2 and renumbering subsequent regulations accordingly.

Cambridge Centre for Housing and Planning (p. 585)
Director
Regulation 2.
By inserting at the beginning of the regulation the words 'If the office is held concurrently with another University office'.

Institute of Criminology (p. 587)
Director
Regulation 1.
By deleting the words 'but not on reappointments'.
Regulation 2.
By deleting this regulation and renumbering subsequent regulations accordingly.

Judge Institute of Management Studies (p. 589)
Director of the Institute
Regulation 2.
By deleting in the first sentence the words ', and shall be for such periods not exceeding five years at a time as the Syndicate shall determine'.

Director of M.B.A. Course
Regulation 4.
By deleting the last sentence.

Herbarium
Senior Assistant Curator and Assistant Curator (p. 592)
Regulation 6.
By deleting the second sentence.

Museum of Zoology
Senior Assistant Curator and Assistant Curator (p. 596)
Regulation 3.
By deleting the third sentence.

Botanic Garden (p. 598)
Director
Regulation 5.
By deleting sub-paragraph (b).

Centre of African Studies (p. 600)
Graduate Staff
Regulation 4.
By deleting the second sentence.

Centre for Research in Arts, Social Sciences, and Humanities (p. 602)
Deputy Director
Regulation 4.
By inserting at the beginning of the second sentence the words 'If held concurrently with another University office,'.

University Biomedical Support Services (p. 603)
Director
By deleting Regulation 4 and renumbering subsequent regulations accordingly.
Deputy Director and Assistant Director
Regulation 5.
By deleting the word 'reappointments'.

ESRC Centre for Business Research (p. 605)
Director
Regulation 2.
By inserting at the beginning of the second sentence the words 'If held concurrently with another University office,'.

Assistant Director
Regulation 5.
By inserting at the beginning of the regulation the words 'If held concurrently with another University office,'.

University Computing Service (p. 609)
Director
By deleting Regulation 3 and renumbering subsequent regulations accordingly.

Deputy Director
Regulation 8.
By deleting the second and third sentences.

Centre for Applied Research in Educational Technologies (p. 610, amended Reporter, p. 254)
Director
Regulation 2.
By deleting the second and third sentences.
Assistant Directors (Reporter, p. 255)
Regulation 4.
By inserting at the beginning of the third sentence the words 'If held concurrently with another University office,'.

Research Centre for English and Applied Linguistics (p. 610)
Officers
By deleting Regulation 4 and renumbering subsequent regulations accordingly.

Interdisciplinary Environmental Centre (p. 613)
Regulation 1.
By deleting in the second sentence the words 'on each initial appointment but not on reappointment', and the last sentence.
Regulation 3.
By inserting at the beginning of the third sentence the words 'If held concurrently with another University office,'.

Centre of International Studies (p. 615)
Assistant Directors of Studies in International Relations
By deleting Regulation 6 and renumbering subsequent regulations accordingly.

Language Centre
Director (p. 616)
By deleting Regulation 7 and renumbering subsequent regulations accordingly.
Senior Language Adviser and Language Adviser (p. 617)
Regulation 10.
By deleting the words ', and shall be for such periods not exceeding five years at a time as the Committee of Management shall determine; provided that' and sub-paragraphs (a) and (b).

Centre of Latin-American Studies (p. 618)
Graduate Staff
Regulation 4.
By deleting the second sentence.

University Library (p. 621)
Deputy Librarian, Senior Under Librarian, Under Librarian, Assistant Under Librarian, Assistant Library Officer
Regulation 5.
By deleting the first and second sentences and the first part of the final sentence.

Isaac Newton Institute (p. 626)
Deputy Director
Regulation 4.
By inserting at the beginning of the second sentence the words 'If held concurrently with another University office,'.

Centre of Middle Eastern and Islamic Studies (p. 629)
Graduate Staff
Regulation 4.
By deleting the second sentence.

Melville Laboratory for Polymer Synthesis (p. 629)
Director
By deleting Regulation 3 and renumbering subsequent regulations accordingly.

Centre of South Asian Studies (p. 631)
Secretary-Librarian
Regulation 4.
By deleting the second sentence.
Graduate Staff
Regulation 5.
By amending the second sentence so as to read 'The maximum tenure of a holder of this office shall be five years'.

Cambridge Programme for Industry, (Reporter, 2000-01, p. 1004)
Director and staff
Regulation 6.
By deleting the second sentence.

Cambridge Endowment for Research in Finance (Reporter, 2001-02, p. 240)
Director
By deleting Regulation 2 and renumbering subsequent regulations accordingly.

1 The term Head of institution as used throughout this document applies to Heads of Departments, Chairmen of Faculty Boards not divided into Departments (including Modern and Medieval Languages), and the administrative Heads of all other institutions.

2 The body specified in Statutes and Ordinances as having authority for making an appointment to an office.


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Cambridge University Reporter, 24 July 2002
Copyright © 2011 The Chancellor, Masters and Scholars of the University of Cambridge.