Isle of Wight Council

Corporate HR Documents

This group contains required and additional documentation relevant to all personnel and employees who work for the Isle of Wight Council


This manual has been produced with the concept of providing Isle of Wight Council managers, supervisors and other persons with an interest in health and safety, with a source of reference, which will assist them in managing health and safety and enable them to formulate and develop their own in-house safety documentation. It will also ensure that they have access to all the corporate policies and are fully aware of the health and safety management structure and systems for compliance with legislation, which are in operation within the Council.

Although it is now illegal to use asbestos in the construction or refurbishment of any premises, many asbestos containing materials which were used in the past remain in place. It is reassuring that as long as such materials are in good condition and not disturbed or damaged there is no risk and need not be removed. They can, however, become a danger to health if disturbance or damage allows asbestos fibres to be released into the air where people can breathe them in.


The Management of Health and Safety Regulations 1999 require employers to have in place procedures for serious or imminent danger, these procedures will need to take into account the risk of staff being endangered by explosive devices or incendiary devices. The procedures to be followed in the event of a bomb threat should be clearly set out in workplace health and safety policy documents.

 Any area of work, be it plant or building, or any items of equipment which is considered dangerous by an employee should, in the first instance, be reported to his or her immediate supervisor.
If the supervisor is not available, the employee must notify the hazard to the responsible officer for his or her workplace.
After taking the action outlined above, should any employee remain dissatisfied with the action taken by the supervisor or the senior officer he or she may request that the matter be referred to the Health and Safety Section for an opinion. At this stage in the proceedings the employee may also, if he or she so wishes, seek the support of the Trade Union.


The purpose of induction is to introduce new employees to their job and the service for which they work. The sooner the newcomer becomes fully integrated, the quicker they will adapt to their working environment and be able to respond to the demands of the job and their responsibilities.


There is specific legislation concerning the use and maintenance of lifting equipment. The Lifting Operations and Lifting Equipment Regulations (LOLER) 1998 set out a standard to be reached to ensure that lifting operations are carried out in safe manner. It is important that when addressing the requirements of LOLER that the Provision and Use of Work Equipment Regulations (PUWER) (Section 2.37) are also considered. The text printed in bold italics indicates an Approved Code of Practice has been issued for that regulation and managers must ensure they comply with it.

The Manual Handling Operations Regulations 1992 lay down minimum requirements for securing the health and safety of employees who are required to undertake manual handling tasks at work. The extent of an employer’s duty is to avoid manual handling operations, which might involve risk of injury, but where this is not practicable to remove or reduce the risk using risk assessment as a basis for action. In addition to the above, other legislation which is applicable to manual handling includes the Health and Safety at Work Act 1974, the Management of Health and Safety Regulations 1999, and the Provision and Use of Work Equipment Regulations 1998.

This policy should be read in conjunction with the Isle of Wight Council General Health and Safety Policy statement, any Directorate policies and the Health and Safety Training Policy. In order to reduce the number of injuries being sustained by employees and to further managers in complying with the many statutory requirements and associated codes of practice and guidance, this policy has been formally adopted by the Isle of Wight Council.

The Work at Height Regulations 2005 came into effect on the 6 April 2005. The Regulations will apply to all work at height where there is a risk of a fall liable to cause personal injury. There are now no height limits. The Regulations place duties on employers, the self-employed, and any person that controls the work of others (for example Building Managers, Property Services and others who may contract others to work at height, such as window cleaners and builders). The Regulations do not apply to the provision of paid instruction or leadership in caving or climbing by way of sport, recreation, team building or similar activities.

There is a legal duty under the Health and Safety at Work etc Act 1974 to ensure, as far as reasonably practicable, the health and safety of all employees whilst at work. Employers and employees also have a duty to ensure that others are not put at risk by work related driving activities. The Management of Health and Safety at Work Regulations 1999 also apply and require that risk assessment are undertaken for activities with significant risks, and that effective management controls are put in place and implemented. When considering driving safety there are a number of road traffic laws to take into account, including the Road Traffic Act. This policy details how managers should manage occupational driving and details responsibilities.

Policy for schools to follow when organising educational visits.  This is to ensure that schools meet both health and safety requirements but also meet the expectations of the Council's insurers.  This version includes extra detail from our insurers regarding overseas travel.

The job summary is used with our Generic Role Profiles to describe the specific tasks and duties of a job.  It also contains the qualifications, skills and experience expected for a job at that pay grade.  Please refer to the short guidance notes to help preparing a job summary.

This policy outlines the Council's approach to health and safety in regards to new and expectant mothers. This policy should be read in conjunction with the Council's general maternity policy.


The code sits alongside all other council policies and outlines standards for Isle of Wight council employees, to follow in their day-to-day work. The code reproduces points of principle which have applied in local government for very many years but it also deals with challenges that employees might well face.

This document outlines the IWC values and expected behaviours for staff and leaders across the organisation.

It is to be used in conjunction with the People Performance Management guidance to help managers to have regular discussions with their staff about performance and behaviour.

Southbound - towards Newport - traffic management arrangements at St Mary's roundabout, from January 2020.

A press release issued in December 2019 providing an update on the improvements works at St Mary's roundabout.

Traffic management map for St Mary's roundabout from April until June 2020.

The identification of hazards and the assessment of risks are key parts of the Isle of Wight Council’s policy for securing good standards of health and safety and a statutory requirement under the Management of Health and Safety at Work Regulations 1999. Risk assessment will be carried out on an ongoing basis and to be effective it is important that all council employees understand and co-operate, wherever they can, in the process of risk assessment.

The purpose of risk assessment is to find out if the council is managing health and safety effectively and to see if improvements can be made. The assessments will cover the tasks undertaken by staff, procedures, plant, substances and workplaces.

This document outlines and answers the most frequently asked questions surrounding the CVDA process, it also contains links to necessary webpages and explains how the CVDA's are processed and how the information is used. 

This document outlines how internal and external Council staff members fill out and complete a CVDA application form. It includes links to the relevant web pages, outlines how the information is used and other relevant information. 

Facilities time data for Trade Unions for the period from 1 April 2019 to 31 March 2020, separated into centrally employed and education employed.

A Policy statement on the Isle of Wight Council's commitment to fair treatment; including an overview on the disclosure process.  

Facilities time data for Trade Unions for the period from 1 April 2021 to 31 March 2022, separated into centrally employed and education employed.

Health and Safety Policy Statement signed 05/01/2023 by Wendy Perera - Chief Executive - Isle of Wight Council.

All Council premises, where the Council is the employer, are required by law to display the Health and Safety Policy Statement. This statement is reviewed annually.

It is the responsibility of managers or Premises Liaison Officers (PLO's) at each premises to ensure that up to date copies of the policy statement are displayed on a notice board where it can be easily seen and read. Only one policy statement needs to be on display per premises. Generally, this will be displayed next to the health and safety law poster.

From 2017, Gender Pay Gap Legislation requires any organisation that has 250 or more employees to publish a report showing how large the pay gap is between male and female employees.  The pay gap is the difference between the average (mean or median) earnings of men and women, expressed as the percentage of women’s earnings compared to men’s earnings.

Information about living on the Isle of Wight and working for the Isle of Wight Council 

From 2017, Gender Pay Gap Legislation requires any organisation that has 250 or more employees to publish a report showing how large the pay gap is between male and female employees.  The pay gap is the difference between the average (mean or median) earnings of men and women, expressed as the percentage of women’s earnings compared to men’s earnings.

The purpose of this policy is to provide an open and transparent framework that ensures clarity, fairness and consistency in the remuneration of our workforce and in doing so will also meet the requirements of Section 38 of The Localism Act 2011, which requires local authorities to publish a pay policy statement which has to be adopted by full council by 31 March each year. This policy sets out the council’s approach to the pay of its workforce for the financial year 1 April 2022 to 31 March 2023.

Details of the role, responsibilities and person specification for the role of Strategic Director Of Childrens Services 

The Isle of Wight Council wants to meet the aims and commitments set out in its equality policy. This includes not discriminating under the Equality Act 2010 and building an accurate picture of the make-up of the workforce in encouraging equality and diversity.

The organisation needs your help and co-operation to enable it to do this, but completing this form is voluntary. The information collected will remain confidential and will be used for monitoring purposes only.

Digital booklet containing recruitment information for potential applicants considering the position Strategic Director of Childrens Services on the Isle of Wight. September 2023