Checklist to assist in identifying the type of adjustments that can be
made to meet the HSE Management Standards
Ref ………………………………
Standard to aim
for
Potential
adjustments to meet
the standard:
DEMANDS
Can the task be
Employees indicate
redesigned?
that they are able to Can adjustments be
cope with the
made to the working
demands1 of their
hours or patterns?
jobs; and
Can changes be made
Systems are in place
locally to respond to to the way resources
are managed or
any individual
allocated?
concerns.
Can further training be
provided?
Can changes be made
to the work
environment?
Other?
CONTROL
Employees indicate
that they are able to
have a say about the
way they do their
work; and
Systems are in place
locally to respond to
any individual
concerns
1
………………………………
 if
relevant
Agreed action:
Can the job design be
altered to give more
control over pace or
organisation of the
work?
Can adjustments be
made to the working
hours or patterns?
Are employees
encouraged to develop
new skills and use
initiative?
Can further training be
provided?
Other?
Further advice on support for disabled staff can be sought from UCL’s Equal
Opportunities Co-ordinator http://www.ucl.ac.uk/hr/equalities/
Review
date:
Standard to aim
for
Potential
adjustments to
meet the standard:
SUPPORT
Are opportunities
Employees indicate
available to raise and
that they receive
resolve issues2?
adequate
Are systems in place
information and
to give and receive
support from their
regular feedback3?
colleagues and
Does the employee
superiors; and
Systems are in place know how to access
locally to respond to UCL policies and
procedures relevant
any individual
to their concerns?
concerns.
Does the employee
know how to access
the resources
necessary to do their
job?
Can further training
be provided?
Does the employee
know how to access
support systems
provided by UCL4?
Other?
Role
Employees indicate
that they understand
their role and
responsibilities and
Systems are in place
locally to respond to
any individual
concerns.
 if
relevant
Agreed action:
Are opportunities
available to raise and
resolve issues5?
Can the job design
be altered to provide
better role clarity and
ensure conflicting
demands are
minimised?
Are systems in place
to clarify
expectations?
E.g. Team meetings, regular ‘one to one’ meetings
UCL Policy on Appraisal and staff review
4
UCL Employee Assistance Programme, Counselling Service, Unions, Departmental Equal
Opportunities Liaison Officers, Harassment Advisers
5
E.g. Team meetings, regular ‘one to one’ meetings
2
3
Review
date:
Are systems in place
to give and receive
regular feedback6?
Other?
Standard to aim
for
Potential
adjustments to
meet the standard:
Relationships
Are opportunities
Employees indicate
available to raise and
that they are not
resolve issues7?
subjected to
Is conflict identified
unacceptable
and addressed at an
behaviours, e.g.
early stage?
bullying at work; and
Systems are in place Does the employee
locally to respond to know how to access
UCL policies and
any individual
procedures relevant
concerns
to their concerns?
Does the employee
know how to access
support systems
provided by UCL8?
Other?
Change
Employees indicate
that the organisation
engages them
frequently when
undergoing an
organisational
change; and
Systems are in place
locally to respond to
any individual
concerns.
6
Agreed action:
Are employees
consulted on
proposed changes in
a timely manner
where possible?
Is the employee
provided with further
information to help
understand the
reasons for change,
if required?
Are systems in place
to provide employees
with information on
the probable impact
of change on their
jobs?
Are systems in place
UCL Policy on Appraisal and staff review
E.g. Team meetings, regular ‘one to one’ meetings
UCL Employee Assistance Programme, Counselling Service, Unions, Departmental Equal
Opportunities Liaison Officers, Harassment Advisers
7
8
Review
date:
to make employees
aware of timescales
for change?
Can further training
be provided?
Does the employee
know how to access
support systems
provided by UCL9?
Other?
9
UCL Employee Assistance Programme, Counselling Service, Unions, DEOLOs, Harassment
Advisers