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In response to requests from staff and the Staff Disability Network, the University have developed a tool called a ‘Tailored Adjustments Plan’ (TAP).  The TAP provides a framework for discussion in relation to reasonable adjustments. These may be required to support employees in their work at the University as a result of a disability or long term health concern or to remove barriers in the workplace which may be preventing them from working to their potential.

What is a TAP?

A TAP is a living record of workplace adjustments relating to supporting an individual with a disability and/or long term health condition which is agreed between an employee and their line manager.

The purpose of the TAP is to:

• Provide employees and their line managers with a structure for discussions about workplace adjustments;
• Ensure that the employee and line manager have a formal record of what has been agreed;
• Minimise the need to re-negotiate adjustments each time the employee changes jobs or job roles, is re-located, or is working with a new line manager.

This plan can be reviewed and amended as necessary with the agreement of both the employee and line manager:

• At any regular one-to-one meeting;
• At a return to work meeting following a period of sickness absence;
• At appraisal or performance review meetings (PDRs – where these are conducted by the line manager);
• Before a change of job or duties or introduction of new technology or ways of working;
• Before or after any change in circumstances for either the University/School/Function or the employee.

  Expert advice from third parties, such as Occupational Health Services, HR Advisory Services, Access to Work, or Digital Technology Services (DTS), may be needed before changes can be agreed and implemented. Line managers who need help in deciding whether or not an adjustment is ‘reasonable’ should contact their HR Partner or HR Advisor for advice.

  A TAP conversation allows an employee to;

• Explain the impact of a disability or health condition and how it affects them at work;
• Suggest workplace adjustments that will make it easier for them to do their job;
• Offer further information from their doctor, specialist, or other expert (where relevant);
• Request an assessment by Occupational Health Services, Access to Work, or another expert;
• Review the effectiveness of the adjustments agreed;
• Explain any change in their personal circumstances;
• Be reassured that their line manager knows what to do if they become unwell at work and who to contact if necessary;
• Know how and when the line manager will keep in touch if they are absent from work because of illness or a disability-related reason.

   

  A TAP conversation allows a line manager to:

• Understand how a particular employee’s disability or health condition affects them at work;
• Explain the needs of Department/School/Function;
• Explain the University’s policy on attendance and in relation to making reasonable adjustments in the workplace;
• Recognise signs that an employee might be unwell and know what the employee wants you to do in these circumstances including who to contact for help;
• Know how and when to stay in touch if the employee is off sick;
• Consider whether or not the employee needs to be referred for an assessment by an occupational health or another adviser to help both parties understand what adjustments could be effective;
• Review the effectiveness of the adjustments already agreed;

• Explain any organisational changes which may impact the employee’s job role.

If colleagues have any feedback on how we can improve the usage and functionality of the TAP form this would be very welcome. Please contact Rachel Thorns, HR Partner to share any feedback or to make suggestions for improvement.