This policy outlines how the HRA supports and manages REC members, including those in chairing roles, when issues or serious concerns arise. It provides a transparent framework for addressing matters related to performance, participation in REC meetings, completion of training, and involvement in wider HRA activities.
It explains how concerns will be handled to ensure all REC members are treated fairly and consistently and gives HRA staff clear guidance for responding appropriately. Appendix A lists the types of membership issues covered by this policy.
Although issues with REC membership are rare and usually resolved locally and informally, this document sets out several flexible approaches for addressing concerns promptly and effectively.
The HRA is committed to equality, diversity, and treating all volunteers and staff with dignity and respect. These principles guide the recruitment, support, and management of all individuals who volunteer their time on HRA Committees.
In some cases, the HRA may need to liaise with other organisations. When this occurs, the Head of Approvals Support and Improvement will consult with the relevant senior management and agree what information, if any, should be shared.
The steps outlined in this document provide the standard approach to be followed in most cases. However, the Head of Approvals Support & Improvement retains discretion in the application of this policy and may adapt or vary any member management process where the circumstances reasonably require it. This includes, but is not limited to, situations where a member has breached the volunteer agreement; a member has not followed relevant guidance or HRA policies; an alternative process is necessary to ensure a fair, timely, and proportionate response.
Although designed for REC members in England, this policy may also be applied to REC members across the UK and to members of the Confidentiality Advisory Group (CAG). Detailed procedure will be provided in team working instructions.