“We have developed a Phasing Back to Campus Pathway 2021 which is in line with the NI Executive’s Pathway Out of Restrictions document. We are currently in Phase One which means that for many, there is no change to the way that you work. However, increasingly work will need to be carried out on campus as we prepare for September, with staff carrying out this essential work required to revert to on-campus working. Heads of School and Directors will be responsible for identifying this essential activity and will give those colleagues required to return a two-week lead time." Joanne Clague, Registrar and Chief Operating Officer.

Access the Registrar's full message here.

The P&C COVID FAQs cover a range of topics including: self-isolation, return to campus, remote working and accessibility, dependants, absence reporting etc. Staff are asked to regularly review the  which are being updated on an ongoing basis with the latest information.

In anticipation of further announcements from the NI Executive in relation to the easing of restrictions, we have developed a Phasing Back to Campus Pathway 2021 which is in line with the NI Executive’s Pathway Out of Restrictions document.

The Equality, Diversity and Inclusion (EDI) Considerations around Staff Returning to Campus guidance has been developed setting out specific considerations that managers should be aware of when planning for a Return to Campus.

It is important that we all play our part in protecting our campus community and limiting the spread of the virus in Northern Ireland by behaving appropriately and with consideration at all times. To help protect everyone, all staff and students are asked commit to our Campus Community Pledge.

This is a challenging time for all staff and it is now more important than ever for all colleagues to take care of their mental, as well as physical, health. Visit the COVID-19 Staff Wellbeing page and access the COVID Staff Health and Wellbeing Guide, for support and guidance.

There are many resources, internal and external, offering tips, guidance and tools to staff, leaders and managers while working remotely. A selection of these resources is available on the Remote Working Support for Staff and Managers page.

Annual Personal Development Review (PDR) meetings should normally take place between June and September and, given the pandemic, discussions about priorities and workload may already be underway. All staff are encouraged to formalise or extend these discussions through the PDR process where possible. It can be agreed between the Reviewer and the Reviewee that the formal meeting takes place outside the normal June to September period where this is helpful. Read more on the Annual Personal Development Review (PDR) meeting here.

The University recognises that future academic progression decisions will take into account the work set for this year and will allow managers to consider the impact of the pandemic particularly on those with caring responsibilities, as well as acknowledging any special efforts that staff have made to address challenges that have specifically arisen as a result of the crisis.

Workload Allocation Guidance has been developed and includes principles which should underpin our approach to workload allocation. The guidance takes into account the impact of COVID on workload allocation and recognises the pressures that staff might face at this time. Heads of School should consider these pressures and what mitigations might be put in place, identifying team members might face particular challenges and need additional support and flexibility, including support to postpone particular work streams without any detriment.

Where a recruitment need arises, hiring managers should discuss the necessary approval mechanisms with a member of the HR Business Partnering team in the first instance before proceeding. Managers may be required to submit a business case for approval at Faculty/Professional Services level.

It is recognised that, depending on the nature of their work, some staff may have skills, knowledge and capacity within their work hours to contribute further by undertaking new or additional tasks. The portal therefore enables staff and their managers to view the portal identifying tasks which the member of staff can complete, giving opportunities to contribute in supporting other areas of the University. Access the staff and manager Connect Task Portal Guidance here.

The University is actively engaged in supporting the national and regional response to the COVID crisis. There are already a number of employees who are involved in activities that directly support the fight against coronavirus, including supporting patient care and carrying out COVID related research. It is recognised that for the foreseeable future, there will be others who wish to get involved. Support will be given to staff who wish to volunteer in their local communities and health services, and also those staff who wish to take up secondments, with organisations who are supporting research and testing efforts. Access the staff and manager External Volunteering and Secondment Opportunities Guidance here.

Learning and Development (L&D) for all staff is now available through online delivery to ensure that staff can continue with their personal development at this time. In addition, to Queen's LinkedIn Learning offer, new online workshops are available as part of the Learning for All programme and resources have been collated to support staff and managers while working remotely. Further information can be found on the Learning and Development webpages.