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Category: Policy Update

  • Filming Assistants wanted

    We’re looking to increase our pool of Casual Filming Assistants. The positions will cover periods of filming at the Museum on a ad hoc basis.

    If you are interested in applying for one of these positions, please submit a cover letter detailing why you would like to be a Filming Assistant and why you are right for this role.

    The full job description can be found on the Vacancies page of the intranet.

    Cover letters should be submitted to HR by hand or by emailing [email protected] by the closing date of Fri 7 September at 5pm. 

    Interviews will take place the 2nd or 3rd week of September

  • Change in staff rostering system

    As a result of the implementation of GDPR legislation the owners of WhentoWork, the Museum’s staff rostering system, have decided to withdraw WhentoWork from the European market. This means we will not be able to use it after 30 September 2018.

    Since we were informed of the withdrawal of WhentoWork we have been working hard to find a suitable replacement which meets our needs. After trialling a number of products, the preferred system of the user group was a product called Planday and this is the system that will be implemented.

    The staffing rosters for September and October will be generated on both WhentoWork and Planday. They will be accessible on WhentoWork up to 30 September. Staff will be given access to Planday during September and pop-in training sessions will be put on for staff during week commencing 24 September.  Planday is accessible both via the web and a downloadable application for mobile phones. More information will be provided to staff through team managers over the next few weeks.

  • Ordering stationery and office supplies

    Quality Business Supplies is our preferred supplier for all of the Museum’s purchases of stationery and office supplies.

    To enable the Museum to fully track all orders, purchases should only be made using the Quality Business Supplies online ordering system and not via the telephone.

    The HR/Administration team will ensure that the stationery cupboard is appropriately stocked. If an item is low in stock, please inform the team so they can ensure it is appropriately restocked.

    If you have a purchase requirement for stationery and/or office supplies which is specific for your department, Ben Careless in the HR/Administration team is the dedicated individual to place purchases using the online ordering system. (In his absence, Jordan, Dawn and Michaela can also place orders on the online ordering system). For such purchases, you will be required to raise the necessary Purchase Order on Opera.

    With Quality Business Supplies, we have a contract arrangement with them which gives us added discount on certain items. Therefore it is important that purchases are made from items on the Contract List. The Contract List can be found in the internet in the “How tos and Guides” folder under Documents.

    If you believe that an item which we order regularly is missing from the Contract List, please contact Craig Edmondson.

  • New expenses policy

    The new BCLM expenses policy will go live on Monday 4 June 2018.  It is available on the intranet within the Museum Policies folder here.

    From 4 June all expenses claims need to be made using the new BCLM expense claim form which can also be found within the Museum Documents folder here.

    Once completed and authorised by the appropriate line manager, the form should be passed to the Finance team. Payments will now be paid directly into the claimant’s bank account rather than being paid through payroll.

  • Jonathan Wilson: Deputy Chief Executive (Collections, Learning & Research)

    After a short period of leave, Jonathan Wilson will be leaving the Museum’s employment.  I’ve agreed with Jonathan that he doesn’t need to work his notice period.

    As things stand, I don’t intend to fill the vacancy this leaves us with until I have reviewed our long-term needs.  In these circumstances I’ll be putting in place alternative line-management arrangements for Jonathan’s direct reports, which I expect to last until the end of the year.  I’ll be discussing this with those individuals in the next few days.

    During his time with us, Jonathan showed great enthusiasm for the Museum and its development and I wish him every success and happiness in the future.

    Andrew

  • Staff Consultative Forum – Results

    The nominations for representatives on the Staff Consultative Forum closed on Fri 11 May and we are pleased to announce that Kavita Paul from Sales and Ticketing and Tom Law from the Cleaning Team will be new additions to the Forum.

    Kavita will be representing her constituents in Food & Drink, Retail & Admissions and Tom will be representing Premises, Cleaning & Estates.

    Liz Peters will remain on the Forum but will now be representing Administrative, Specialist & Managerial constituents.

    The full list of your representatives is below/attached and the next meeting of the Forum is due to take place at the end of June. If you have any suggestions or subjects you would like the Forum to discuss then please contact your representative.

    Constituency Staff Representative

     
    Administrative, Specialist & Managerial. Josefine Frank

    Liz Peters

     
    Demonstrators

     

    		 Sheila Chamberlain-Hyett
    Food & Drink, Retail & Admissions Joy Oliver

    Kavita Paul

     
    Learning

     

    		 Peter Harrold
    Premises, Cleaning & Estates. Maria Chetwynd

    Tom Law

     

  • GDPR – New Policies & Procedures Live

    In advance of the changes in data law that come into play this Friday 25 May, we’ve updated our existing data protection policies and procedures and added some new ones.

    These can be found in the Museum Documents section of the intranet and include:

    • Data Protection Policy
    • Privacy Policy
    • Retention & Destruction of Records Policy
    • Data Subject Request Procedure
    • Personal Data Breach Procedure

    Please familiarise yourself with these new policies and in particular, the procedures that accompany them.

    An overview of the policies and procedures linked to the General Data Protection Regulation (GDPR) will be provided at the next staff and volunteer briefing on Monday 11 June at 9am in Hall 2.

     

    You can read more about GDPR on the Information Commissioner’s Office website

  • Staff Consultative Forum- Elections

    The Staff Consultative Forum is now looking to elect new members. Would you like to be part of the forum and represent your colleague’s views in order to make a difference?

    If so why not put your name forward?

    We are looking for representatives in the following areas:

    • Administrative, Specialist & Managerial  x1        
    • Demonstrators    x1                                                       
    • Food & Drink, Retail & Admissions   x1                      
    • Learning  x1                                                                
    • Premises, Estates and Cleaning   x1                         

    Apart from the Chief Executive and members of the Senior Leadership Team, all employees, whether they are full-time, part-time, seasonal or casual, are eligible to stand for election as staff representatives.  Staff who are also members of a trade union can, of course, stand for election, but not in the capacity of a trade union steward, and as such, must represent the views of all of their constituents.

    The main duties and responsibilities of elected staff representatives include:

    • attending meetings of the Forum;
    • consulting with, and representing the views of their constituents;
    • reporting back to constituents Forum decisions and deliberations.

    Meetings take place quarterly are chaired by the Chief Executive.

    If you would like to be considered as a Staff Representative you will need somebody to propose your nomination and the name of another staff member who seconds your nomination. You will then need to complete and all sign the nomination form and either send it to Lucy Bennett, Head of Human Resources. [email protected] or leave in the HR pigeon hole in Rolfe Street or at Reception.

    All nominations must be received by 5 pm on Friday 11th May 2018.

    Once all nominations have been received, if we have multiple candidate nominations for a single role then elections will be held over the following two weeks, more details on this will follow.

    Unsure about which constituency you fall under? Check the Constituencies paper saved on the Intranet (Museum Documents/HR/SCF Constituencies).

    Nomination Form

  • Annual Leave

    If you have not already received an annual leave card for the 2018-19 holiday year, they are available from your line manager.

    All staff should continue to record their annual leave requests on the annual leave card for their manager to authorise. In addition, this year, managers will also record the annual leave on a department spreadsheet.

    When booking annual leave you should follow the procedures below, as detailed in the staff handbook:

    – All annual leave must be booked with your line manager. Time off cannot be guaranteed until it is agreed with your line manager.

    – Where rostering is required, annual leave should be booked at least eight weeks in advance for staff. Annual leave required with less than eight weeks’ notice will only be agreed in exceptional circumstances.

    – All other staff are required to provide at least twice the length of annual leave notice at the time required off i.e. if you wish to have one week’s annual leave, you should provide two weeks’ notice. If you book more than two weeks leave in one go, one months’ notice must be provided.

    – When arranging annual leave, your line manager will need to ensure adequate cover remains within your team or area of work during your absence.

    – With the above in mind, annual leave within your team will be authorised on a first come first served basis with consideration of the business needs of the Museum.

    – We understand there are times whereby you are unable to take all your annual leave within the leave year. In these circumstance consideration will be given to staff carrying over a maximum of 5 days annual leave (pro-rata for part-time staff), to be used by the end of April. This will be at the discretion of the Head of Human Resources or the functional Deputy Chief Executive. Staff will not be paid for any untaken leave.

     

     

  • Policy Update

     

    The policies on Fraud, Bribery and Gifts & Gratuities have now been uploaded and can be found under Museum Documents/ Policies.