Our policies and procedures
Current written protocols, policies and procedures for delivering our services and responsibilities.
Dudley CCG Policy Development
Policies & Procedures for Conduct of Business and Service Provision
- Code of Conduct
- Conflict of Interest Policy (Including Gifts & Hospitality) V4.3.1
- Complaints Policy – V7.4
- Counter Fraud Bribery and Corruption Policy V2.0
- Freedom of Information Policy V5.1
- Procurement Strategy V2.0
- Risk Management Framework V2.1
- Service User Policy V1.3
- Standards for Business Conduct Policy V3.0
- Whistleblowing Policy V2.1
- Continuing Healthcare Policy
- Continuing Healthcare Policy Adults V1.3
- Continuing Healthcare – Choice & Resource Allocation Policy V1.0
- Children’s and Young People – Continuing Care Policy V1.3
- Cryopreservation of Gametes Prior to Treatment for Malignancy Commissioning Policy V1.2
- Decommissioning Policy V1.0
- Ethical Framework for Priority Setting and Resource Allocation V2.0
- Evidence Based Interventions Commissioning Policy V2.0 (incorporates the Aesthetics Surgery and PLCP Policy)
- Serious Incident Reporting and Management Policy V 2
- Treatment of Infertility Policy V2.2.1
- Clinical Guidelines are held on NHS Dudley Joint Medicines Formulary
- Individual Funding Requests (IFR) Collaborative Commissioning Policy V3.0
- Collaborative Commissioning Policy Index
- The Ethical Framework V2.1
- NICE Guidance V2.1
- Patients Changing Responsible Commissioner V2.1
- In-Year Service Developments V2.1
- Patients Leaving Industry Supported Trials V2.1
- Patients Leaving a CCG Funded Trial V2.1
- Patients Leaving NC Trials V2.1
- Trial of Treatment V2.1
- Defining the Boundaries July 18
- Annual Leave Policy V2.1
- Bullying and Harassment Policy V2.0
- Capability and Performance Policy V2.0
- Disciplinary Policy V2.0
- Dudley CCG Recognition Agreement
- Flexible Working Policy V2.0
- Grievance Policy V2.0
- Health and Safety Policy V3.0
- Honorary Contract, Work Experience, Apprentice and Graduate Payments Policy V4.0
- Induction & Integration Policy V2.1
- Lone Working Policy V2.0
- Long Service Award Policy V2.0
- Management of Change Policy V2.0
- Maternity, Paternity and Adoption Leave Policy V2.0
- Off Payroll Workers V2.1
- On-Call Payment Policy V2.0
- Organisational Development Plan 2014-16
- Overpayment or Underpayment of Salary Policy V1.1
- Pay Protection Policy V2.0
- Recruitment Policy and Guidance V2.1
- Restricted Honours Policy V2.0
- Retirement Management Policy V2.0
- Sickness Policy V2.0
- Smoke Free Policy V2.0
- Dudley “Tone of Voice” Guidance
- Special Leave Policy V2.0
- Staff Dress Code Policy V2.0
- Staff Movement Policy V3.0
- Stress Management Policy V2.0
- Study Leave Policy V2.1
- Substance Misuse Policy V2.0
- Suspension and Removal Policy for Office Holders V2.0
- Travel and Expenses Policy V2.0
- Values Based PDR Proposal V2.0
Equality & Diversity Policies
Dudley CCG, led by its Governing Body, is committed to considering equality and diversity in everything it does. As a public sector body, the CCG has a statutory requirement to meet the legal duties as set out within the Equality Act 2010 and Human Rights Act 1998. In addition, there is a legal duty (within the Health and Social Care Act 2012) to have regard to the need to reduce inequalities in access to health and to health outcomes.
Please see our Equality and Inclusion Policy here.
Our staff are therefore fully committed to promoting the following in relation to all aspects of its operation, for staff and local people:
- Eliminating unlawful discrimination, harassment and victimisation and/or any other unlawful conduct
- Advancing equality of opportunity
- Fostering good relations
CCG Commitment to the Workforce Race Equality Standard (WRES)
Implementation of the Workforce Race Equality Standard (WRES) is a requirement for NHS commissioners and NHS provider organisations.
NHS Dudley CCG employs less than 150 members of staff, and therefore is not required to produce detailed staff profiles by protected characteristics. This protects the privacy of employees as any profiles of protected characteristics would allow individuals to be identified.
In fulfilling its legal duties, the CCG has committed to having due regard to the WRES, and will use it as a force for driving change, both as an employer and as a commissioner of services.
All of the CCG’s internal workforce policies have been developed in line with current legislative requirements, including the Equality Act 2010. These policies cover the recruitment, selection and appointment process as well as all aspects of working for the CCG.
For providers where the CCG are lead commissioners, a review of both the template submissions and the action plans will be undertaken to gain assurance that the health economy as a whole is committed to taking action.
We exercise our functions with due regard to the needs of the protected characteristic groups which are: age, disability, gender reassignment, race, religion or belief, sex, sexual orientation, marriage and civil partnership and pregnancy and maternity. Click here for more information.
We also undertake our duties with full regard to the need to reduce inequalities between patients in access to health services and the outcomes achieved. This means making sure that services are provided in an integrated way (across health and social care), identifying where health inequalities exist and putting in place plans to tackle these.
Equality Delivery System 2 (EDS2)
The CCG is also committed to using the NHS Equality Delivery System 2 (EDS2) to identify areas of progress and areas where further work is needed. Out latest EDS2 version can be found here.
- For more information about equality and diversity in the CCG contact Neill Bucktin, Director of Commissioning
Considering Health Inequalities in our Planning
Dudley CCG has identified particular clustered population groups and used these to inform both its own planning processes and the procurement of a new service model designed to take a more preventative approach to addressing health needs and health inequalities, see here
The CCG’s Operational Plan for 2018/19 identifies those areas to be focussed on. This highlights the evidence of the National Audit Office on the high impact interventions designed to have an impact on health inequalities (page 16) and the CCG’s corresponding performance. Obesity, physical activity smoking and alcohol are areas of focus (pp 18 – 24).
The CCG’s outcomes framework identifies issues relating to vulnerable groups – e.g. housing and employment for those with learning disabilities and mental health problems – hard to reach groups.
The Operational Plan for 2019/20 has been informed by the Director of Public Health’s Annual Report and its focus on life course. The CCG will be developing outcome measures in relation to school readiness as a means of addressing the needs of those with the worst health outcomes.
Data Protection, Records Management & Caldicott Guardian Policies
- EMIS Web Governance Policy
- Fair Processing Notice (FPN)/ Privacy Notice – Version 14
- How we use your information leaflet
- Information Governance Handbook (Currently Under Review)
- Information Governance Policy
- Information Risk Management Policy
- Information Security Policy
- Data Protection and Confidentiality Policy
- Records Management Policy
Dudley Clinical Commissioning Group is required to participate in the Audit Commissions National Fraud Initiative. This exercise is run every two years and requires the matching of electronic data held by the CCG. The National Fraud Initiative (NFI) explains the details of the exercise in full.
If you have any questions regarding this exercise please contact your Local Counter Fraud Specialist, Lisa Hines by emailing Lisa.Hines@cwaudit.org.uk