ࡱ> ` 0bjbj 4 z"xxx777878db8:<,<,<,< =&1>\>0qssssss$hN-xFJ= =FJFJ,<,<ĚJXNXNXNFJvR,<x,<qXNFJqXNXN.}HV"x,<9 /7Jŕ@%LTb|PFLPPx>AXNCkE>>>Mv>>>bFJFJFJFJd-55 Sources of human resources support and advice This information sheet was produced by the South London CVS Partnership for use by local voluntary and community organisations 1. INTRODUCTION As an employer, you may find yourself trying to answer the following questions and many more: How do I draft a contract of employment? What clauses should be in there? What policies do I need? I have a disciplinary situation on my hands how do I proceed? I want to widen the range of benefits available in my organisation where do I start? I want to provide some training for my staff who can help me? If you employ a personnel/Human Resources (HR) specialist, they will be able to assist you. But smaller voluntary organisations rarely have the luxury of being able to employ their own HR specialist! This document describes where you can go for help, on all aspects of employing people. The document covers: Free sources of advice; and Sources of advice you need to pay for. In compiling this document, we have sought the views of members of NCVOs Personnel Network, which is managed by the UK Workforce Hub (see section 2.12. for more information about the Network). Some comments are included in the relevant sections of this document. However, you should note that neither NCVO nor the UK Workforce Hub endorse the views of Personnel Network members or the use of any particular source of HR support; the decision on which resource to use is for individual voluntary organisations to take. It may be helpful to note that the term Workforce includes paid staff, trustees and volunteers. 2. FREE SOURCES OF HR SUPPORT These sources include: Your own networks Your Trustees The Advisory Conciliation and Arbitration Service (Acas) The Department for Trade and Industry (DTI) Your Council for Voluntary Service (CVS) PEACe Business Link The equality commissions Equality Direct The Cranfield Trust VolResource UK Workforce Hub NCVO The Chartered Institute of Personnel and Development (CIPD) Working Families The Health and Safety Executive The Unison Health and Safety website Trade Union Congress (TUC) ProHelp 2.1. YOUR OWN NETWORKS Use your own networks as much as you can! You can share policies, ideas and practice. Consider setting up a group of similar voluntary organisations, or join an existing networking group. Lots of HR issues will be common to several organisations, so share ideas rather than reinvent the wheel! NCVO also has a number of free networks that you can join. See section 2.13. for further information. 2.2. YOUR TRUSTEES Use your Trustees to assist you with HR matters. If you do not have anyone on your Board who has HR expertise, consider appointing someone. In addition, your Trustees may sometimes be able to provide you with example HR documents or HR information from organisations that they work for. 2.3. THE ADVISORY CONCILIATION AND ARBITRATION SERVICE (Acas) Acas is Government funded. It aims to improve organisations and working life through better employment relations. They provide up-to-date information, independent advice, high quality training and work with employers and employees to solve problems and improve performance. Acas sometimes provides free places on its training courses, for very small organisations. It produces a large number of publications on various aspects of managing people, such as guides on discipline, absence, redundancy and performance appraisal. Most of the publications can be downloaded from the Acas website for free. In addition, the Race and Equality Advisory Service (REAS) is a part of Acas; this service provides strategy and advice so that employers can develop and implement policies and practices for racial equality in their workforce. Go to the Acas website at  HYPERLINK "http://www.acas.org.uk" www.Acas.org.uk to find out more about what Acas offers. Alternatively, you can call 08457 47 47 47 or text phone 08456 06 16 00. Comments from the Personnel Network We have used Acas to check up on changes in employment law. Acas is very helpful, but they do not give very specific advice, for example, if an organisation has different terms and conditions to statutory. But if you build up a good relationship with the regional Acas advisers on training events, they can be really helpful. Free sources have proved invaluable in particular Acas as all procedures must follow Acas guidelines. I find Acas helpful for immediate legal advice. Acas is good on practice and day to day processes but wont give you solid legal advice. We have accessed Acas for both training and advice in the past and found both excellent. 2.4. THE DEPARTMENT OF TRADE AND INDUSTRY (DTI) The DTI employment website,  HYPERLINK "http://www.dti.gov.uk/er" www.dti.gov.uk/er, has an employment section, with several useful guides for employers on a variety of employment matters. The website is particularly useful for straightforward guidance on existing and new employment law. It includes, for example, information on the Working Time Regulations, the Transfer of Undertakings Regulations (TUPE), fair and unfair dismissal, and legislation on rights for parents. 2.5. COUNCILS FOR VOLUNTARY SERVICE There are currently around 300 Councils for Voluntary Service (CVS) in the UK. Their national body is  HYPERLINK "http://www.nacvs.org.uk/nacvs/index.shtm" \o "About NACVS" NACVS - the National Association of Councils for Voluntary Services. Your local CVS is Community Links Bromley. They have sample policies and procedures on their website under Downloads that you can adapt to your organisation. 2.6. PEACe London Voluntary Service Council (LVSC) If your organisation is based in London, you could use PEACe at the London Voluntary Service Council (LVSC). You can look at several documents on the PEACe website for free. PEACe also has a free telephone helpline. The helpline is available on Tuesday, Wednesday or Friday 9.30am-5pm on Tel: 020 7700 8147 or you can email:  HYPERLINK "mailto:peace@lvsc.org.uk" peace@lvsc.org.uk PEACe have a an outreach service for Black, Asian, Minority Ethnic and Refugee (BAMER) Voluntary and Community Organisations. This service is free for organisations with up to 7 employees and includes telephone advice and support and outreach at your organisation. To access this service please contact the BAMER Outreach HR Officer on 020 7700 8124. If you would like support on particular projects from PEACe, there is a charge. You can call the above helpline for further information, or go to their website at  HYPERLINK "http://www.lvsc.org.uk" www.lvsc.org.uk and enter the section entitled PEACe. Comments from the Personnel Network PEACe at LVSC is brilliant for me as a small (6 staff/300k turnover) BME VCS London based organisation. 2.7. BUSINESS LINK The Government website Business Link has some useful information on employment. Go to  HYPERLINK "http://WWW.BUSINESSLINK.GOV.UK" www.businesslink.gov.uk and then click on Employing People. You could also try the Business Link for London website,  HYPERLINK "http://www.businesslink4london.com" www.businesslink4london.com. Whether or not you are based in London, you can register on the website for free and then gain access to fact sheets on a range of human resources matters. Business Link for London also offers a free Business Healthcheck service to organisations in London with up to 250 employees. This is an independent review of your organisation, the aim of which is to: Give you new insight into your business Provide constructive feedback Highlight areas for improvement Generate a plan of action 2.8. THE EQUALITY COMMISSIONS For information and advice about racial, gender or disability equality, you can contact the relevant equality commission, as follows: Commission for Racial Equality (CRE) Tel 020 7939 0000 Fax 020 7939 0001 www.cre.gov.uk Equal Opportunities Commission (EOC) Tel: 0845 601 5901 Fax: 0161 838 1733 www.eoc.org.uk Disability Rights Commission (DRC) Telephone helpline 08457 622 633 Fax 08457 778 878 Textphone 08457 622 644 www.drc-gb.org 2.9. EQUALITY DIRECT Equality Direct is an England-wide advice service for businesses, offering telephone advice about equality issues. You can contact Equality Direct on Tel: 0845 600 3444. 2.10. THE CRANFIELD TRUST The Cranfield Trust offers free consultancy projects to charities involved in addressing issues of poverty, disability or social exclusion and uses a register of over 600 volunteers from the commercial sector who give their time to act as free consultants. Most of our projects fall into the following areas: Business or strategic planning Marketing advice or marketing planning Human resources issues Financial management or planning IT reviews and strategies The Trust holds a register of around 550 volunteers from the commercial sector who give their time to help charities with management issues or problems. The Trust has around 200 active projects a year. The projects covered include human resources. You can contact The Cranfield Trust on Tel: 01794 830 338, Fax 01794 830 340or email:  HYPERLINK "mailto:admin@cranfieldtrust.org" admin@cranfieldtrust.org The Cranfield Trust also has a free specialist internet-based human resources advice service, HRNet, which allows member charities to post questions on human resource issues to a panel of Trust volunteers with specialist HR knowledge. Please note, there are no restrictions regarding the work charities are involved in to use this service. The service also allows members to share information and ideas on employment questions with other members. As questions and answers are received, they are categorised and stored on the website so that an information resource is built up, which can be referred to by members at any time. If you would like to become a member of HRNet, you can contact the HRNet Administrator on Tel: 01794 830 338 Email:  HYPERLINK "mailto:hrnet@cranfieldtrust.org" hrnet@cranfieldtrust.org 2.11. VOLRESOURCE VolResource is a website which gives practical management information for all people involved in charities, voluntary or community organisations. You can access this website by going to  HYPERLINK "http://www.volresource.org.uk" www.volresource.org.uk UK Workforce Hub The UK Workforce Hub is funded by both the Active Community Unit (ACU) and the Sector Skills Development Agency (SSDA). The National Council for Voluntary Organisations (NCVO) hosts the Hub and is also the accountable body. The Hub is working to promote skills development and good employment practice in order to support the recruitment, retention and development of staff, volunteers and trustees in the voluntary and community sector (VCS). The Hub will continue toremain a standards setting body i.e. developing, promoting and implementing VCS specific National Occupational Standards. The website  HYPERLINK "http://www.voluntarysectorskills.org.uk" http://www.voluntarysectorskills.org.uk gives information on the UK Workforce Hub and its work. The Hub does not provide training, but has details of training providers and training courses, including accredited training. It also has free and paid publications covering key issues affecting workplace training and development. The Hub is also responsible for managing three of NCVOs free networks: Personnel Network, which is open to anyone who has responsibility for human resources/personnel within a voluntary organisation. Charity Trainers Network, which is open to anyone who has responsibility for training within a voluntary organisation. Diversity Forum, which is open to anyone who is responsible for promoting and enabling diversity within a voluntary organisation. The main aim of these three networks is to share information and good practice. Each network produces regular email briefings for its members. In addition, each network runs four events a year, with speakers and presentations around relevant topical issues, with an attendance of approximately 35 delegates. Although these events are currently held in London, the Workforce Hub is aiming to work with other organisations, to also run additional events outside London. 2.13. National Council for Voluntary Organisations (NCVO) NCVO has several free services, which the UK Workforce Hub currently manages: NCVO has an online best practice resource for the voluntary and community sector. It is called askNCVO. You can access it at  HYPERLINK "http://www.askncvo.org.uk/hr" www.askncvo.org.uk/hr. Information is updated regularly and includes fact sheets on employment matters. You can receive example HR documents through the NCVO HRBank. These documents have been donated by voluntary and community organisations to share good practice and so that organisations dont have to reinvent the wheel each time they want to develop a policy. Go to  HYPERLINK "http://www.askncvo.org.uk/hrbank" www.askncvo.org.uk/hrbank. You can obtain copies of documents by writing to: UK Workforce Hub, Regents Wharf, 8 All Saints Street, London N1 9RL. Please remember to state clearly which policies you would like (these can also be emailed to you) and remember to include the following information: "I understand that if I want a policy that reflects the latest legislation and is appropriate to my organisation, I will seek specialist legal advice. I understand that if my organisation decides to rely on a document obtained from NCVO's HR Bank, it does so at its own risk. NCVO has produced the Good Employment Guide 2005, priced 25 (17.50 for NCVO members). This Guide has chapters on each stage of employing people, such as how to recruit your first member of staff, staff appraisals and dealing with grievances/disciplinary situations. It includes several sample documents and case studies. 2.14. CHARTERED INSTITUTE OF PERSONNEL AND DEVELOPMENT (CIPD) The Chartered Institute of Personnel and Development (CIPD) is the professional body for those involved in the management and development of people. Some of the website is accessible only to members of the Institute, but there is also considerable information that can be accessed free. You can look at the website  HYPERLINK "http://www.cipd.co.uk" www.cipd.co.uk Tel: 020 86126200 Fax: 020 8612 6201 See also section 3.5.2. 2.15. WORKING FAMILIES Working Families is a campaigning charity that supports and informs working parents and carers. It also works with employers to encourage them to reap the business benefits of helping their employees balance their work and home lives. The Working Families website has a number of useful fact sheets which may help you to draft policies on all types of parental leave, as well as flexible working and other family friendly policies. There is a specific section for voluntary sector employers. You can access the website at  HYPERLINK "http://www.workingfamilies.org.uk" http://www.workingfamilies.org.uk. Alternatively, you can Tel:020 7253 7243 or Fax 020 7253 6253. 2.16. HEALTH AND SAFETY EXECUTIVE (HSE) HSEs role is to help the Health and Safety Commission ensure that risks to peoples health and safety from work activities are properly controlled. The Health and Safety Executive provides information to employers about complying with the law. It has a large number of free publications, including a publication to assist you in drafting a health and safety policy. For further information, see the HSE website  HYPERLINK "http://www.hse.gov.uk" www.hse.gov.uk or call their helpline on Tel: 08701 545 500. 2.17 TRADE UNION CONGRESS (TUC) Trade unions can be a valuable source of help in the workplace. Unions can help attract and retain a high quality workforce through improved conditions, staff participation and communication and training opportunities. Unions provide advice on individual and collective employment rights. Trade unions can help with guidelines for volunteer and paid workers. Theycan provide assistance in many areas, with expertise in pensions, health and safety, employment law, HR and pay issues. They have access to model policies and guidelines on a range of issues like stress, bullying, redundancy, relocation, whistle blowing and diversity. Unions provide access to education and training advice and courses, leading to vocational and professional qualifications. There are over 6,500 union learning representatives in the UK, trained to assist their members to receive relevant training and unions have an important role in developing basic skills in the workplace. The main unions for thevoluntary and community sector are UNISON, T&G, Amicus, Community and Youth Workers Union (CWYU) and the GMB. 2.18. UNISON HEALTH AND SAFETY WEBSITE Unison has a dedicated website for employers in the community and voluntary sector:  HYPERLINK "http://www.unison.org.uk/voluntary/index.asp" http://www.unison.org.uk/voluntary/index.asp 2.19. PROHELP ProHelp has been established by Business in the Community. It is a national network of over 1,000 professional firms who give their time and expertise for free to local community groups and voluntary organisations; there are 40 locally based ProHelp groups across the UK. ProHelp also responds to community needs by providing one-off training events and seminars to community groups on matters such as health and safety, employment law, and business planning. In order to contact your local ProHelp organisation, go to http://www.bitc.org.uk/programmes/programme_directory/prohelp/ or go to the Business in the Community website at  HYPERLINK "http://www.bitc.org.uk" http://www.bitc.org.uk and search for ProHelp, or email: Business in the Community at  HYPERLINK "mailto:information@bitc.org.uk" information@bitc.org.uk or phone 0870 600 2482. 3. SOURCES OF HR SUPPORT THAT YOU PAY FOR These sources include: Consultants External HR companies Other voluntary organisations Membership organisations Employment lawyers In-house HR staff The various sources of advice are outlined below. 3.1 CONSULTANTS If you have a specific project that you need to undertake, then using an HR consultant may be the right approach for you. Examples of projects might be: Developing a new pay and benefits structure Reviewing and updating your employment policies Undertaking a diversity audit Designing and delivering training for your organisation Undertaking a specific investigation Drafting a staff handbook You may want to develop a longer-term relationship with a consultant, so that they become more familiar with your organisation and you can contact them on ad hoc HR advice when you need it. This can be cheaper than engaging an employment lawyer, and may be more cost-effective for smaller organisations than engaging an employee to provide HR advice. A consultant may provide specialist advice in one area. For example, if you have someone on long-term sick leave, you may consult an occupational health consultant. To find consultants who are experienced in the voluntary and community sector, you can review the NCVO Directory of Approved Consultants (updated annually), which is free to all NCVO members. If you do not have a copy, you can order one from NCVO on Freephone 0800 2 798 798, from their website at  HYPERLINK "http://www.ncvo-vol.org.uk" www.ncvo-vol.org.uk or from textphone 0800 01 88 111. All consultants in the Directory have successfully undergone NCVOs approval process, having been assessed against five standards: operational standards; contract capability; delivery process; delivery and output evaluation; and continuous improvement. As part of the approval process, NCVO takes up reference checks on the consultants. Comments from Personnel Network members In situations of long-term sickness, we use the occupational health department at the Royal Free Hospital. Consultants are used, for example for a review of a salary system. We use consultants for in-house reviews of functions. Have benefited from using outside consultants to facilitate staff away days. 3.2. EXTERNAL HR COMPANIES External HR companies specialise in providing outsourced employment services for organisations. Most provide a range of employment support, such as an employment law helpline, employment tribunal services, briefings and assistance with new policies and legislative changes. You could try organisations such as: Peninsula at  HYPERLINK "http://www.peninsula-uk.com" www.peninsula-uk.com Croner HR at www.croner. co.uk BusinessHR at www.businesshr.net XpertHR at XpertHR.co.uk Ceridian Centrefile (see below) The organisations have a variety of services at different fee levels. NCVO members can access a range of outsourced HR services, offering all organisations, but particularly those which may lack a dedicated HR resource, cost effective solutions to help manage their employees. Ceridian Centrefile are offering discounts on a range of professional services to match your organisation's requirements from basic advice through to more comprehensive HR solutions, ensuring that your organisation is legally compliant. The followingservices are available: Help and advice on ensuring that you have the right systems and processes in place to manage your employees Ad hoc telephone advice and support via a 'Business Support Helpline' on issues such as Health & Safety or VAT The provision of arange of standard forms, policies and guidelines for HR functions To discuss your HR requirements, and to find out more, contact: Ceridian Centrefile Telephone0800 068 1781 or email HYPERLINK "mailto:ncvo@ceridian.com" \o "follow this link to email Ceridian Centrefile"  HYPERLINK "mailto:ncvo@ceridian.com" ncvo@ceridian.com Comments from the NCVO Personnel Network Our payroll is calculated and transmitted in house, with an external supplier providing payslips etc. Our organisation uses Peninsula. They have ensured that documentation is appropriate and changes when it should. This has encouraged us to implement appropriate systems. They have given individual support in relation to correct actions at times of redundancy and ill health situations. There is a wealth of (different qualities of) web based support BUT that individual advice and guidance and scrutiny of action and letters provides the level of protection our trustees have a right to expect. I subscribe to Croners updates. We have an external payroll agent which works well as we dont have the specialised knowledge or software to run this in-house. This is a reasonable cost and we get a prompt service. We subscribe to an employment helpline which also offers a website and handbooks. We find this valuable and a useful first point of reference for queries less expensive than going to a lawyer. The website has model documents and procedures. My main source is Xpert HR a web based information service on things HR. I have worked in HR for almost 20 years and this is the best source of HR information I have come across to date. 3.3. OTHER VOLUNTARY ORGANISATIONS A small number of voluntary organisations may provide HR support to other organisations. Contact your local CVS (Council for Voluntary Services) to find out about any such services in your area. Comments from Personnel Network members We have our own in-house HR capacity and provide payroll services to small voluntary organisations in our region. We are developing this service further. My organisation has recently begun to deliver an HR service to a smaller London-based charity. 3.4. MEMBERSHIP ORGANISATIONS 3.4.1 THE WORK FOUNDATION The Work Foundation, formerly called the Industrial Society, provides a variety of membership options. As a corporate member, your organisation could access services which include the following: Employment law helpline. Knowledge resource (on line) and library. Best practice guidelines and policy support. E-mail alerts. Discounted employment law seminars. For further information, go to the Work Foundations website at  HYPERLINK "http://www.theworkfoundation.com" www.theworkfoundation.com, or Tel: 0870 165 6700 or Fax 0870 165 6701. Comments from Personnel Network members We are members of the Work Foundation and they also have an employment helpline to support their members. We are members of the Work Foundation very useful for seminars, employment law helpline (not so good), useful library. 3.4.2. CHARTERED INSTITUTE OF PERSONNEL AND DEVELOPMENT (CIPD) If you are a member of the Chartered Institute of Personnel and Development, you can download a variety of documents from their website  HYPERLINK "http://www.cipd.co.uk" www.cipd.co.uk. In addition, you can use the CIPD legal advice line. There is an annual fee for membership of the CIPD. For information about joining, please go to their website. See also section 2.14. above. Comments from Personnel Network members I use the CIPD legal advice line. I am a CIPD member so have access to their free legal helpline and their website. 3.4.3. CHARITYSKILLS CharitySkills is a not-for-profit organisation providing a range of resources forvoluntary sector organisations. These include seminars, helplines and training. There is a charge for membership. Full members of CharitySkills can also have access to the CS/Croner Business Support helpline; this includes an employment helpline. See the CharitySkills website at  HYPERLINK "http://www.charityskills.org" www.charityskills.org or contact them by post at PO Box 43520, London SW15 1WZ. 3.5. EMPLOYMENT LAWYERS Employment lawyers can be used for specific legal problems, such as: Dealing with an employment tribunal claim Advice on dealing with specific employee relations problems Advice on updating your policies and practices to comply with changing employment law. Employment lawyers should be able to give you written advice on specific legal problems that may face you. However, employment lawyers are normally the most expensive of all your options, so it is best to only use them for specific legal matters, such as an employment tribunal claim or dispute. To find a suitable employment lawyer, you could ask your contacts or your local Council for Voluntary Service for recommendations. As with consultants above, you may wish to select a firm of employment lawyers with whom you can develop a long-term relationship. Comments from Personnel Network members I use an employment lawyer, should issues get to tribunal. I attend all the free meetings of employment law and HR issues run by lawyers. Employment lawyers can be helpful but if they do not know the organisation well enough this can be confusing (especially within the voluntary sector!) and of course, the cost is a drawback! We use lawyers for tribunals and for a health check of policies and contracts. Given we have limited funds I would only use the organisational solicitors if I absolutely had to. We have used an employment lawyer to assist in a grievance case and a redundancy case. This was essential support but came at a high price also the advice given wasnt 100% accurate!!! We are currently using lawyers on a disciplinary matter it is proving very expensive but that said, the parties concerned are proving difficult so it will be worth it. My organisation has paid employment lawyers to look over our grievance and disciplinary processes re: Acas changes and to tie these into revised contracts. These are such fundamental documents that I think it was money well spent. Employment lawyers beneficial for advice on complex issues restructuring; redundancy; non-standard contract issues. Employment Lawyers for difficult cases and/or where we need specific advice. 3.6. IN-HOUSE HR STAFF If you have reached a size where you wish to consider employing specifically to provide HR expertise (you may have, for example, up to 100 staff), if so, then you will need to consider the skills you require. One option is to engage someone on a full-time basis who is able to undertake general HR activities such as: Issuing employment contracts Liaising with payroll Keeping staff records Dealing with sickness absence and absence records Recruitment administration including placing advertisements Supporting managers in the interviewing process Administering the termination of employment. If you would like more senior assistance, but have a limited budget, you could consider engaging a more senior individual on a part-time basis. They might be able to: Provide support and advice on workforce planning* Provide advice and information on employee relations situations Handle recruitment for your organisation Advise on pay and benefits matters Advise on good employment practices that encourage diversity Deliver training courses Supervise an HR administrator Employing an HR specialist can be best value for money if your organisation is of a size where the individual will be fully employed. If not, outsourcing your HR support to a firm or to a consultant may still be more cost-effective. * Planning how to best use the skills of your workforce, even if you only have 1 or 2 paid staff and maybe a few volunteers, is essential in helping your organisation achieve its mission and goals. An HR specialist can help you forward plan your organisations needs. This means your recruitment and retention getting the right skills into your organisation, and keeping them. They can help identify how you reward your workforce eg relatively generous annual leave entitlement, flexible working or job-sharing. They can help plan the training and development of your workforce - helping and supporting your workforce to develop different skills either within their current role or skills that will take them to another role, is a important way of keeping people motivated and valued. They can also help you to manage performance as being able to evaluate and measure how your staff are performing is about managing people well, supporting staff and identifying any skills gaps. If you want to advertise for HR staff, you could try the specialist publications: People Management and Personnel Today. Both publications carry a number of job advertisements. You can contact the recruitment advertising team at People Management on Tel: 020 7880 6234 or e-mail  HYPERLINK "mailto:recruitment@peoplemanagement.co.uk" recruitment@peoplemanagement.co.uk. For advertising in Personnel Today, call the Advertising Manager on Tel: 020 8652 8103 or e-mail  HYPERLINK "mailto:louise.rees@rbi.co.uk" louise.rees@rbi.co.uk 4. FURTHER IDEAS? If you have further ideas about good sources of HR support, we would like to hear from you! Contact Lai-Har Cheung, Employment Practice Manager at the UK Workforce Hub, by emailing:  HYPERLINK "mailto:Lai-Har.Cheung@ncvo-vol.org.uk" Lai-Har.Cheung@ncvo-vol.org.uk For more information or guidance Community Links Bromley provide information, guidance and signposting on all aspects of running a voluntary and community organisation. For more information, see our website at www.communitylinksbromley.org.uk. Peter Dyer, Head of Organisational Development tel: (020) 8315 1917 fax: (020) 8315 1924 email: Peterd@communitylinksbromley.org.uk     Community Links Bromley Information Sheets Commun-./?]^Ne&'exٵjU=U/jh8h8CJOJQJU^JaJ)jh8h8CJOJQJU^JaJ,h8h856CJOJQJ\]^JaJh85CJOJQJ^JaJ&h8h856CJOJQJ^JaJ h8h8CJOJQJ^JaJ#h8h85CJOJQJ^JaJ#h8h8CJOJQJ\^JaJh85CJOJQJ^JaJ$hyP8CJ OJQJ^Jh8CJ OJQJ^J./  i YI & FEƀFgd8I & FEƀFgd8gd8$a$gd8gdyP8   Y k!I & FEƀFgd8I & FEƀFgd8I & FEƀFgd8Y Z " # ]fI & FEƀFgd8I & FEƀFgd8gd8 ]^uvfI & FEƀFgd8I & FEƀFgd8gd8$k!I & FEƀFgd8I & FEƀFgd8I & FEƀFgd8$*8Qk!I & FEƀ&gd8I & FEƀ&gd8I & FEƀFgd8Qauk!I & FEƀ& gd8I & FEƀ& gd8I & FEƀ&gd8k!I & FEƀ& gd8I & FEƀ& gd8I & FEƀF gd8*k!I & FEƀ&gd8I & FEƀ&gd8I & FEƀ&gd8*EMNe%&exzgd8gd8 dd[$\$gd8h^hgd8I & FEƀ&gd8 & Fgd8kCu+[\<aWX.!!"x5$7$8$9DH$gd8gdGr dd[$\$gd8gd8k+[xy<`adzǡljǡp[B[B1jh8h8CJOJQJU^JaJmH sH (h8h8CJOJQJ^JaJmH sH 1h8h8B*CJOJQJ^JaJmH phsH /jh8h8CJOJQJU^JaJ#h8h85CJOJQJ^JaJ&h8h856CJOJQJ^JaJ h8h8CJOJQJ^JaJ)jh8h8CJOJQJU^JaJ$h8h80JCJOJQJ^JaJVW.%-.BMuvз{g{YK{K{6{6)jh8h8CJOJQJU^JaJhGrCJOJQJ^JaJhf_CJOJQJ^JaJ&h8h85CJOJQJ\^JaJ h8h8CJOJQJ^JaJ+hGrB*CJOJQJ^JaJmH phsH (h8h8CJOJQJ^JaJmH sH 1h8h8B*CJOJQJ^JaJmH phsH 1jh8h8CJOJQJU^JaJmH sH ,h8h80JCJOJQJ^JaJmH sH  !!!!!!!!!!!"9"""##<#ǹǂn\#h8h85CJOJQJ^JaJ&h8h856CJOJQJ^JaJ/jh8h8CJOJQJU^JaJ hGrhGrCJOJQJ^JaJhGrCJOJQJ^JaJh8CJOJQJ^JaJ h8h8CJOJQJ^JaJ)jh8h8CJOJQJU^JaJ$h8h80JCJOJQJ^JaJ"9"""""}#~#$$q%r%gd8Qx5$7$8$9DC$EƀFH$gd8x5$7$8$9DH$gd8 dd[$\$gd8 <#=#>#U#V######$$$$$r%%ҿҮdM7+h8h85CJOJQJ^JaJmH sH ,h8h80JCJOJQJ^JaJmH sH 7j:h8h8CJOJQJU^JaJmH sH (h8h8CJOJQJ^JaJmH sH 1jh8h8CJOJQJU^JaJmH sH h8h8CJOJQJ^JaJ$h8h80JCJOJQJ^JaJ)jh8h8CJOJQJU^JaJ/jUh8h8CJOJQJU^JaJr%%%dP & FddEƀF[$\$gd8I & FEƀFgd8%%%&&&&&&&'E'T'U'w'x'''''((*Ǻ}iRi@R#h8h86CJOJQJ^JaJ,h8h8>*B*CJOJQJ^JaJph&h8h856CJOJQJ^JaJ*h8h856B*OJQJ\^Jph-h8h856>*B*OJQJ\^Jphh8h856OJQJ^Jh8h8OJQJ^J h8h8CJOJQJ^JaJ(h8h8CJOJQJ^JaJmH sH #h8h85CJOJQJ^JaJ%%%&&&&&&&]XXXXSSSgd8gd8P & FddEƀF[$\$gd8P & FddEƀF[$\$gd8 &&&'2'T'U'x''''''^(_((((()$a$gd8GC$Eƀ:gd8gd8gd8)) *0*]L$ & FEƀFa$gd8L$ & FEƀFa$gd8$a$gd80*G*h*eL$ & FEƀFa$gd8L$ & FEƀFa$gd8h***,.O/a//c0d0u0^I & FEƀF .gd8gd8gd8L$ & FEƀFa$gd8 *+++,,,,,/,y,~,p-//1/2/3/K/L/O/ǴtctOc@cth8h80JOJQJ^J'j/h8h8OJQJU^J!jh8h8OJQJU^Jh8h8OJQJ^J&h8h85OJQJ\^JnH tH  h8h8OJQJ^JnH tH h8h8OJQJ\^J$h8h80JCJOJQJ^JaJ)jh8h8CJOJQJU^JaJ h8h8CJOJQJ^JaJ#h8h8CJOJQJ\^JaJO/a//00H0I0J0`0a0c0v00W1X1222 3 335363W447708888ϺϢ}}Ϻe}}Q&h8h85CJOJQJ\^JaJ/jh8h8CJOJQJU^JaJ#h8h8CJOJQJ\^JaJ$h8h80JCJOJQJ^JaJ/jh8h8CJOJQJU^JaJ)jh8h8CJOJQJU^JaJ h8h8CJOJQJ^JaJh8h8OJQJ^J#h8h85CJOJQJ^JaJu0v0X12W4X44"5] & F ddEƀF[$\$^`gd8gd8gd8"5567C>gd8] & F ddEƀF[$\$^`gd8] & F ddEƀF[$\$^`gd877/808~8899:;h\S`gd8 & F gd8I & FEƀ&gd8gd8GC$Eƀkgd8 88'9(9)9>9?9A9::::::::<=^>_>>Ѵѐsѐ\G5#h8h85CJOJQJ^JaJ(h8h8CJOJQJ^JaJmH sH ,h8h80JCJOJQJ^JaJmH sH 8jh8h8B*CJOJQJU^JaJph h8h8CJOJQJ^JaJ$h8h80JCJOJQJ^JaJ8jh8h8B*CJOJQJU^JaJph)h8h8B*CJOJQJ^JaJph2jh8h8B*CJOJQJU^JaJph;e;;;<<==^>_>`>>>??Q@R@S@j@GC$Eƀkgd8 & Fgd8gd8`gd8>>4???@@@@@@9@Q@R@S@k@"B}B~BBŚy^G,h8h8>*B*CJOJQJ^JaJph5jh8h8>*B*CJOJQJU^JaJphh8h8CJOJQJ^J#h8h85CJOJQJ^JaJ$h8h80JCJOJQJ^JaJ/jh8h8CJOJQJU^JaJ)jh8h8CJOJQJU^JaJ(h8h8CJOJQJ^JaJmH sH h8h8CJOJQJ^JaJj@k@WAXA"B#BCCC=C>CCGC$Eƀ6Fgd8gd8gd8 BBBBBBBCCCC=CDDEEEEEE1EƳƢ|jS5ƳS;j h8h8>*B*CJOJQJU^JaJph,h8h8>*B*CJOJQJ^JaJph#h8h85CJOJQJ^JaJ&h8h856CJOJQJ^JaJ#h8h8CJOJQJ\^JaJ h8h8CJOJQJ^JaJ$h8h80JCJOJQJ^JaJ5jh8h8>*B*CJOJQJU^JaJph;j h8h8>*B*CJOJQJU^JaJphCCDDAEBEbE=Fjcxgd8GC$Eƀ:gd8gd8GC$Eƀkgd81E2E@EAEBEbE=F>FFFFFFHGIGJGGGսlU@-U-U@-U@$h8h80JCJOJQJ^JaJ)h8h8B*CJOJQJ^JaJph-h8h80JB*CJOJQJ^JaJph,h8h80J56OJPJQJ\]^J(h8h80J56OJQJ\]^J&h8h85CJOJQJ\^JaJ h8h8CJOJQJ^JaJ/h8h85>*B*CJOJQJ^JaJph/h8h80J5CJOJQJ^JaJmH sH #h8h8CJOJQJ\^JaJ=F>FFFJGG]H)IIIIIJJKwLgd8 dd[$\$gd8gd8 xgd8 & Fgd8IxC$EƀSgd8GG\H]H'I(I)IlIIII,J-JgJhJiJJJJJJ֧햄oWoDo5h85CJOJQJ^JaJ$h8h80JCJOJQJ^JaJ/jU h8h8CJOJQJU^JaJ)jh8h8CJOJQJU^JaJ#h8h85CJOJQJ^JaJ h8h8CJOJQJ^JaJ3h8h80J6B*CJOJQJ]^JaJph)h8h8B*CJOJQJ^JaJph-h8h80JB*CJOJQJ^JaJph$h8h80JCJOJQJ^JaJJJKKwL#M$MHMIMJM`MaMMMMMMMNNN.NiN꿯pp[I#h8h85CJOJQJ^JaJ(h8h85B*OJQJ^JaJphf#h8h80J5OJQJ^JaJ.j~ h8h85OJQJU^JaJ(jh8h85OJQJU^JaJh8h85OJQJ^JaJ h8h8CJOJQJ^JaJ3h8h80J5B*CJOJQJ\^JaJph)h8h8B*CJOJQJ^JaJphwLNN.NENSNjNNNNNNN OONddC$Eƀk[$\$gd8 & Fdd[$\$gd8 dd[$\$gd8gd8 dC$gd8iNjNNNNNN OSSSSS T TUUVVVBXCXlXmXnXXXXXXXXX۴ۜ۴qZZZ,h8h8>*B*CJOJQJ^JaJph/j&h8h8CJOJQJU^JaJ$h8h80JCJOJQJ^JaJ/jQ h8h8CJOJQJU^JaJ)jh8h8CJOJQJU^JaJ#h8h85CJOJQJ^JaJ h8h8CJOJQJ^JaJ&h8h856CJOJQJ^JaJ OOP]P & FddEƀ:[$\$gd8P & FddEƀ:[$\$gd8P PXP]P & FddEƀ&[$\$gd8P & FddEƀ:[$\$gd8XP}PPQRaS]QQQ dd[$\$gd8P & FddEƀ&[$\$gd8P & FddEƀ:[$\$gd8aSUUVYVVVVXX5XXXXXXYFYgd8gd8 dd[$\$gd8NddC$Eƀ:[$\$gd8XXFY*[\\\\\,]/]U]V]g]h]i]]]bbgccddeϺϤzzgSASA#h8h85CJOJQJ^JaJ&h8h856CJOJQJ^JaJ$h8h80JOJQJ^JmH sH $h8h80JOJQJ^JmH sH -jh8h80JOJQJU^JmH sH *h8h80J5OJQJ\^JmH sH (h8h8CJOJQJ^JaJmH sH h8h8OJQJ^JmH sH h8h8CJOJQJ^JaJh8h8CJOJQJ^JFYZ*[[\\\i]]]_``abbgcc+d,dddddegd8gd8 dd[$\$gd8 dd[$\$gd8 & Fdd[$\$gd8gd8eeeUT & FHddEƀF[$\$^Hgd8T & FHddEƀF[$\$^Hgd8ee fUT & FHddEƀF[$\$^Hgd8T & FHddEƀF[$\$^Hgd8 f2ffgggg;hiij\jqjrjkkk^lgd8 dd[$\$gd8T & FHddEƀF[$\$^Hgd8erfsfffffffffgggg;hhѺтmYHYH6H#h8h85CJOJQJ^JaJ h8h8CJOJQJ^JaJ&h8h856CJOJQJ^JaJ(h8h8CJOJQJ^JaJmH sH ,h8h80JCJOJQJ^JaJmH sH @jh8h8B*CJOJQJU^JaJmH phfffsH -h8h80JB*OJQJ^JmH phfffsH 6jh8h80JB*OJQJU^JmH phfffsH $h8h80JOJQJ^JmH sH hhhhhhhii\jrjkk l l l"l#l^lwloootu4z7zٚوpو_وK&h8h86CJOJQJ]^JaJ h856CJOJQJ^JaJ/jh8h8CJOJQJU^JaJ#h8h85CJOJQJ^JaJ&h8h856CJOJQJ^JaJ$h8h80JCJOJQJ^JaJ/jh8h8CJOJQJU^JaJ h8h8CJOJQJ^JaJ)jh8h8CJOJQJU^JaJ^lwlll"mQP & FddEƀF[$\$gd8P & FddEƀF[$\$gd8 dd[$\$gd8"mzmnoopap!qtqqrCs-tttuuMv dd[$\$gd8P & FddEƀF[$\$gd8Mvjvv]P & FddEƀF[$\$gd8P & FddEƀF[$\$gd8vvv]P & FddEƀF[$\$gd8P & FddEƀF[$\$gd8vw4w]P & FddEƀF[$\$gd8P & FddEƀF[$\$gd84wbw x;xQP & FddEƀF[$\$gd8 dd[$\$gd8P & FddEƀF[$\$gd8;x|xx]P & FddEƀF[$\$gd8P & FddEƀF[$\$gd8xxy y?y)z~NBB dd[$\$gd8P & FddEƀ&[$\$gd8 & Fdd[$\$gd8P & FddEƀ0&[$\$gd8~~{ 3>?`ajl(gdfgdyegd8gd&gdf} dd[$\$gd8NddC$EƀN&[$\$gd8TUwxz  !3<=?һ몕}j[Ij#h8h85CJOJQJ^JaJh85CJOJQJ^JaJ$h8h80JCJOJQJ^JaJ/jh8h8CJOJQJU^JaJ)jh8h8CJOJQJU^JaJ h8h8CJOJQJ^JaJ,h8h80JCJOJQJ^JaJmH sH 1jh8h8CJOJQJU^JaJmH sH (h8h8CJOJQJ^JaJmH sH ?W_ayfhjln҂"(6D~п￝{{{f^Z^Z^Z^ZhfjhfU(h8h&CJOJQJ^JaJmH sH  h8hyeCJOJQJ^JaJ h8h91CJOJQJ^JaJ h8hrCJOJQJ^JaJ h8hfCJOJQJ^JaJ h8hf}CJOJQJ^JaJh8CJOJQJ^JaJ h8hyP8CJOJQJ^JaJ h8h&CJOJQJ^JaJ?gdfgd& $dNgd# &dPgd# $%>?Z[⛱ކm(h8h&CJOJQJ^JaJmH sH h&hf h&h&0JOJQJmH sH +jeh&h&OJQJUmH sH %jh&h&OJQJUmH sH h&OJQJmH sH h# OJQJmH sH Uhh&h&OJQJmH sH h&h&OJQJmH sH ity House, South Street, Bromley BR1 1RH Tel: 020 8315 1900 Fax: 020 8315 1924 Email:  HYPERLINK "mailto:admin@communitylinksbromley.org.uk" admin@communitylinksbromley.org.uk Web: www.communitylinksbromley.org.uk 21h:p# / =!"#$% DyK www.acas.org.ukyK 0http://www.acas.org.uk/DyK www.dti.gov.uk/eryK 2http://www.dti.gov.uk/erDyK www.lvsc.org.ukyK 0http://www.lvsc.org.uk/DyK WWW.BUSINESSLINK.GOV.UKyK @http://www.businesslink.gov.uk/DyK www.businesslink4london.comyK Hhttp://www.businesslink4london.com/DyK hrnet@cranfieldtrust.orgyK @mailto:hrnet@cranfieldtrust.orgDyK www.volresource.org.ukyK >http://www.volresource.org.uk/DyK (http://www.voluntarysectorskills.org.ukyK Rhttp://www.voluntarysectorskills.org.uk/DyK www.askncvo.org.uk/hryK :http://www.askncvo.org.uk/hrDyK www.askncvo.org.uk/hrbankyK Bhttp://www.askncvo.org.uk/hrbankDyK www.cipd.co.ukyK .http://www.cipd.co.uk/DyK "http://www.workingfamilies.org.ukyK Fhttp://www.workingfamilies.org.uk/DyK www.hse.gov.ukyK .http://www.hse.gov.uk/)DyK -http://www.unison.org.uk/voluntary/index.aspyK Zhttp://www.unison.org.uk/voluntary/index.aspDyK http://www.bitc.org.ukyK 0http://www.bitc.org.uk/DyK www.ncvo-vol.org.ukyK 8http://www.ncvo-vol.org.uk/DyK www.peninsula-uk.comyK :http://www.peninsula-uk.com/DyK www.theworkfoundation.comyK Dhttp://www.theworkfoundation.com/DyK www.cipd.co.ukyK .http://www.cipd.co.uk/DyK www.charityskills.orgyK <http://www.charityskills.org/DyK louise.rees@rbi.co.ukyK :mailto:louise.rees@rbi.co.ukDyK #admin@communitylinksbromley.org.ukyK Tmailto:admin@communitylinksbromley.org.uk8@8 &Normal_HmH sH tH L@L & Heading 1$@&5CJOJQJmH sH JJ & Heading 4$<@&5CJ\aJN@N & Heading 5 <@&56CJ\]aJH@H & Heading 6 <@&5CJ\aJDA@D Default Paragraph FontRiR  Table Normal4 l4a (k(No List4@4 &Header  !4 @4 &Footer  !6U@6 & Hyperlink >*B*phPB@"P yP8 Body Text"6CJOJQJ]^JaJmH sH NP@2N yP8 Body Text 2CJOJQJ^JaJmH sH :OA: 8Strong15CJ0\aJ0phӂV^@RV 8 Normal (Web)dd[$\$CJaJmH sH tH *W@a* 8Strong5\FOrF 8textdd[$\$CJaJmH sH tH *O* 8text1CJaJ.X@. 8Emphasis6]dOd 8introddd[$\$)B*CJOJQJ^JaJmH ph33fsH tH *O* 8 bodytext1{{ ./iYZ"#]^uv$*8Qau*EMNe   % & e x z kCu+[\<aWX.9}~qr2TUx^ _ !! "0"G"h"""$&O'a''c(d(u(v(X)*W,X,,"--.///000~001123e3334455^6_6`66677Q8R8S8j8k8W9X9":#:;;;=;>;;;<<A=B=b==>>>>>J??]@)AAAAABBCwDFF.FEFSFjFFFFFFF GGGH HXH}HHIJaKMMNYNNNNPP5PPPPPPQFQR*SST\TiUUUWXXYZZg[[+\,\\\\\]]]] ^2^^____;`aab\bqbrbccc^dwddd"ezefgghah!itiijCk-lllmmMnjnnnno4obo p;p|pppq q?q)rvv{w x3x>y?y`yay5z6zzzzzzzzzzzzz?{{{{{{{{00000000 0 0 0 0 000000 0 00000000 0 0 0 0 0 0 0 0 0 0  0  0  0  0  0 0 0 0 0000000000H00e 0e 0e 0e 0e 0e 0e 0e 0e 0e 0e 0e 0e 0e 0e 0e 0e 0e 0e 0e 0e 0e 0e 0e 00e 0e 0e 0e 0e 0e 0e 0e 0e 0e 0e 0e 0e 0e 0e  0e  0e  0e  0e 0e 0e 0e 0e 0e 0e 0e 0e 0e 0e 0e 0e 0e 0e 0e 0e 0e 0e 0e 0e 0e 0e 0e 0e 0e 0e 0e  0e  0e  0e  0e  0e 0e 0e 0e 0e 0e 0e 0e 0e  0e 000000 0 0 0000000 00 000000000 000000000000000000000000000000 0 0 0 0 0 0000000000000 0 0 0 0 0 00000 0 0 0 0 0 00000000000000000000000 0 0 0000000000000000000 0 0 0 0 0000000000000000000 0 0 00000000000000000 0 0 0 0 0 0 00 0 0 0 0 0 0 000000000X000000@0y00@0y00@0y00@0y00@0@0@0@0@0@0y0000&..{w x3x>y?yay{{00H{0 K7y0 y0{0y0{0y0Uy0{0y00y00y00P{00 ::!!!$<#%*O/8>B1EGJiNXeh?BOPQSU[\`bdfhikpuv Y ]$Q*"r%%&)0*h*u0"57;j@C=FwLOPXPaSFYee f^l"mMvvv4w;xx~CEFGHIJKLMNRTVWXYZ]^_acegjlmnoqrstwxyz{|}~Dxu=U#$$'2'K'(I(`(* +5+0(1>1222788}:::<==,BhBB#EIE`EEEEKK LBPmPPT,U-U.UUUgUr^^^```c d"dwTwwwwxxxy1>1>1>1222 = =BvD{5m4kn4 mo4,np4 lnq4 nr4ns4 ,ot4lou4 ov4,w4 lx4y4 z4,{4 l|4 }4~4 ,4l444,4 l44 4,4 l4 44,4 l4 44 ,4 l444 ,4 l4 44,4 l4 44 ,4 l4 44,4l44OO((^!"$d(d()///#3#3p6p6}6@@CCMMN NV ` ``?d?dMdTd6z { {{!{{      !"#&$%'(*)+.,-/03124  UU..  i!"$f(f()///%3%3y666@@CCNNNNV`#`#`KdSd\d\d@z{ {({({{  !"#%&$'(*)+-.,/02314 _4*urn:schemas-microsoft-com:office:smarttagscountry-regionhttp://www.5iantlavalamp.com/Z2*urn:schemas-microsoft-com:office:smarttags PlaceTypehttp://www.5iantlavalamp.com/Z1*urn:schemas-microsoft-com:office:smarttags PlaceNamehttp://www.5iantlavalamp.com/i*urn:schemas-microsoft-com:office:smarttagsStreet/http://www.5iantlavalampft-com:office:smarttagsn*urn:schemas-microsoft-com:office:smarttags PostalCode0http://www.5iamas-microsoft-com:office:smarttagsh-*urn:schemas-microsoft-com:office:smarttagsCity0http://www.5iamas-microsoft-com:office:smarttagsV5*urn:schemas-microsoft-com:office:smarttagsplacehttp://www.5iantlavalamp.com/k *urn:schemas-microsoft-com:office:smarttagsaddress0http://www.5iamas-microsoft-com:office:smarttagsV#*urn:schemas-microsoft-com:office:smarttags PersonNamehttp://www.microsoft.com 54521545-5-5-5--5-###54#-5-45521544551125521 -# --.zzzzzzzzzzzzz{{{{   N X ""%%E)P)33333377::CCNNPPS(Saajj-llyyyvzzzzzzzzzzzzzzzz%{-{M{X{{{{333333333333333333333333z?$*e!"d(v('6`6BB.FFGGH HXHHS*S]]]2^Mnnnoo p|ppq?qzzzzzzzzzzzzzzz{{{{{%,--zzzzzzzzzzzz{{{,i$0) .] v=yB ! 22C'ro E`a-njPQ'T琪J=- z".v(684?-$7!Epl7 r=HXE9>FjGUJPdxJNV1hStݞ:cyT@eVT-KZ =][1V`_XHdmRWt:-mc#wxqUy?~^`CJOJQJo(^`CJOJQJo(opp^p`CJOJQJo(@ @ ^@ `CJOJQJo(^`CJOJQJo(^`CJOJQJo(^`CJOJQJo(^`CJOJQJo(PP^P`CJOJQJo(hhh^h`OJQJo(hHh88^8`OJQJ^Jo(hHoh^`OJQJo(hHh  ^ `OJQJo(hHh  ^ `OJQJ^Jo(hHohxx^x`OJQJo(hHhHH^H`OJQJo(hHh^`OJQJ^Jo(hHoh^`OJQJo(hHhhh^h`OJQJo(hHh88^8`OJQJ^Jo(hHoh^`OJQJo(hHh  ^ `OJQJo(hHh  ^ `OJQJ^Jo(hHohxx^x`OJQJo(hHhHH^H`OJQJo(hHh^`OJQJ^Jo(hHoh^`OJQJo(hH hh^h`OJQJo(^`OJQJo(hH^`OJQJ^Jo(hHopp^p`OJQJo(hH@ @ ^@ `OJQJo(hH^`OJQJ^Jo(hHo^`OJQJo(hH^`OJQJo(hH^`OJQJ^Jo(hHoPP^P`OJQJo(hH^`.^`.pLp^p`L.@ @ ^@ `.^`.L^`L.^`.^`.PLP^P`L.h^`OJQJo(hHh^`OJQJ^Jo(hHohpp^p`OJQJo(hHh@ @ ^@ `OJQJo(hHh^`OJQJ^Jo(hHoh^`OJQJo(hHh^`OJQJo(hHh^`OJQJ^Jo(hHohPP^P`OJQJo(hH0^`0o( 0^`0o(.0^`0o(..0^`0o(... 88^8`o( .... 88^8`o( ..... `^``o( ...... `^``o(....... ^`o(........h^`OJQJo(hHh^`OJQJ^Jo(hHohpp^p`OJQJo(hHh@ @ ^@ `OJQJo(hHh^`OJQJ^Jo(hHoh^`OJQJo(hHh^`OJQJo(hHh^`OJQJ^Jo(hHohPP^P`OJQJo(hH hh^h`OJQJo(^`CJOJQJo(^`CJOJQJo(opp^p`CJOJQJo(@ @ ^@ `CJOJQJo(^`CJOJQJo(^`CJOJQJo(^`CJOJQJo(^`CJOJQJo(PP^P`CJOJQJo(h^`OJQJo(hHh^`OJQJ^Jo(hHohpp^p`OJQJo(hHh@ @ ^@ `OJQJo(hHh^`OJQJ^Jo(hHoh^`OJQJo(hHh^`OJQJo(hHh^`OJQJ^Jo(hHohPP^P`OJQJo(hHh^`OJQJo(hHh^`OJQJ^Jo(hHohpp^p`OJQJo(hHh@ @ ^@ `OJQJo(hHh^`OJQJ^Jo(hHoh^`OJQJo(hHh^`OJQJo(hHh^`OJQJ^Jo(hHohPP^P`OJQJo(hH hh^h`OJQJo(h ^`OJQJo(h pp^p`OJQJo(oh @ @ ^@ `OJQJo(h ^`OJQJo(h ^`OJQJo(oh ^`OJQJo(h ^`OJQJo(h PP^P`OJQJo(oh   ^ `OJQJo(h^`OJQJo(hHh^`OJQJ^Jo(hHohpp^p`OJQJo(hHh@ @ ^@ `OJQJo(hHh^`OJQJ^Jo(hHoh^`OJQJo(hHh^`OJQJo(hHh^`OJQJ^Jo(hHohPP^P`OJQJo(hHh pp^p`OJQJo(h @ @ ^@ `OJQJo(oh ^`OJQJo(h ^`OJQJo(h ^`OJQJo(oh ^`OJQJo(h PP^P`OJQJo(h   ^ `OJQJo(oh ^`OJQJo(h^`OJQJo(hHh^`OJQJ^Jo(hHohpp^p`OJQJo(hHh@ @ ^@ `OJQJo(hHh^`OJQJ^Jo(hHoh^`OJQJo(hHh^`OJQJo(hHh^`OJQJ^Jo(hHohPP^P`OJQJo(hHh^`OJQJo(hHh^`OJQJ^Jo(hHohpp^p`OJQJo(hHh@ @ ^@ `OJQJo(hHh^`OJQJ^Jo(hHoh^`OJQJo(hHh^`OJQJo(hHh^`OJQJ^Jo(hHohPP^P`OJQJo(hH^`OJQJo(hH^`OJQJ^Jo(hHopp^p`OJQJo(hH@ @ ^@ `OJQJo(hH^`OJQJ^Jo(hHo^`OJQJo(hH^`OJQJo(hH^`OJQJ^Jo(hHoPP^P`OJQJo(hH^`CJOJQJo(^`CJOJQJo(pp^p`CJOJQJo(@ @ ^@ `CJOJQJo(^`CJOJQJo(^`CJOJQJo(^`CJOJQJo(^`CJOJQJo(PP^P`CJOJQJo(h ^`OJQJo(h ^`OJQJo(oh pp^p`OJQJo(h @ @ ^@ `OJQJo(h ^`OJQJo(oh ^`OJQJo(h ^`OJQJo(h ^`OJQJo(oh PP^P`OJQJo( hh^h`OJQJo(h^`OJQJo(hHh^`OJQJ^Jo(hHohpp^p`OJQJo(hHh@ @ ^@ `OJQJo(hHh^`OJQJ^Jo(hHoh^`OJQJo(hHh^`OJQJo(hHh^`OJQJ^Jo(hHohPP^P`OJQJo(hHh^`OJQJo(hHh^`OJQJo(hHhpp^p`OJQJo(hHh@ @ ^@ `OJQJo(hHh^`OJQJ^Jo(hHoh^`OJQJo(hHh^`OJQJo(hHh^`OJQJ^Jo(hHohPP^P`OJQJo(hHhhh^h`OJQJo(hHh88^8`OJQJ^Jo(hHoh^`OJQJo(hHh  ^ `OJQJo(hHh  ^ `OJQJ^Jo(hHohxx^x`OJQJo(hHhHH^H`OJQJo(hHh^`OJQJ^Jo(hHoh^`OJQJo(hHh^`OJQJo(hHh^`OJQJ^Jo(hHohpp^p`OJQJo(hHh@ @ ^@ `OJQJo(hHh^`OJQJ^Jo(hHoh^`OJQJo(hHh^`OJQJo(hHh^`OJQJ^Jo(hHohPP^P`OJQJo(hHh ^`OJQJo(h pp^p`OJQJo(oh @ @ ^@ `OJQJo(h ^`OJQJo(h ^`OJQJo(oh ^`OJQJo(h ^`OJQJo(h PP^P`OJQJo(oh   ^ `OJQJo(h^`.h^`.hpLp^p`L.h@ @ ^@ `.h^`.hL^`L.h^`.h^`.hPLP^P`L.J=-yBZEpl7=][0) PQ'] Hdc#wjGr=C'qUy?-$7xJNRWtJ !9>z".hS(6_a-@eV,i:cyTȟti\PEbмtvx82mmH"=                                                                                                                              hXH|ґENJ\lb7                                                                #"%q f*&91%57yP8-KzN/RPmbWohW.\(ld5p_uf}yer8ErufGr&{Wd.apf# f_$~{{{{@----(z{{@@@@@Unknown Wendy RankenNCVOLai-Har Gz Times New Roman5Symbol3& z Arial5& zaTahomaU Arial Unicode MSArialA& LogosSymbol7&  Verdana?5 : Courier New;Wingdings"1h*FfRnh>Rnh>!4dzz 2qHX ?&CHARITY ACCOUNTS                          Oh+'0p   , 8 DPX`hCHARITY ACCOUNTS Normal 4Microsoft Office Word@ @tt6@JRnh՜.+,D՜.+,H hp  Community Links>z CHARITY ACCOUNTS Title  8@ _PID_HLINKSA >T&mailto:Lai-Har.Cheung@ncvo-vol.org.ukd( Qmailto:louise.rees@rbi.co.ukd>CN*mailto:recruitment@peoplemanagement.co.ukdEKhttp://www.charityskills.org/d{#Hhttp://www.cipd.co.uk/dWE"http://www.theworkfoundation.com/d?Bmailto:ncvo@ceridian.comd??mailto:ncvo@ceridian.comd T<http://www.peninsula-uk.com/d;h9http://www.ncvo-vol.org.uk/d v6mailto:information@bitc.org.ukd'$3http://www.bitc.org.uk/dI0-http://www.unison.org.uk/voluntary/index.aspd'm-http://www.hse.gov.uk/d!`*#http://www.workingfamilies.org.uk/d{#'http://www.cipd.co.uk/dF$!http://www.askncvo.org.uk/hrbankdJ !http://www.askncvo.org.uk/hrd\)http://www.voluntarysectorskills.org.uk/d1~http://www.volresource.org.uk/d( mailto:hrnet@cranfieldtrust.orgd8 mailto:admin@cranfieldtrust.orgdtz$http://www.businesslink4london.com/d<! http://www.businesslink.gov.uk/d8- http://www.lvsc.org.uk/dd mailto:peace@lvsc.org.ukdR)http://www.nacvs.org.uk/nacvs/index.shtmdEhttp://www.dti.gov.uk/erd=2http://www.acas.org.uk/df *mailto:admin@communitylinksbromley.org.ukd  !"#$%&'()*+,-./0123456789:;<=>?@ABCDEFGHIJKLMNOPQRSTUVWXYZ[\]^_`abcdefghijklmnopqrstuvwxyz{|}~Root Entry FpnData t1TableРWordDocument4 SummaryInformation(DocumentSummaryInformation8CompObjq  FMicrosoft Office Word Document MSWordDocWord.Document.89q