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PER43 - Uniform and dress code
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PER 43
Lincolnshire Partnership NHS Foundation Trust (LPFT)
Uniform and Dress Code
DOCUMENT VERSION CONTROL
Document Type and Title: Uniform and Dress Code Policy
Authorised Document Folder: Personnel
New or Replacing: New
Document Reference: PER43
Version No: 1.1
Date Policy First Written: June 2008
Date Policy First Implemented: April 2009
Date Policy Last Reviewed and Updated: March 2009
Implementation Date: April 2009
Author: Head of HR
Approving Body: WOD
Approval Date: 09 June 2009
Ratifying Body: BOD
Ratified Date: July 2009
Committee, Group or Individual Monitoring JCNC
the Document:
Review Date: June 2010
LPFT PER43 v. 1 April 2009 1
Contents
1. Introduction
2. Purpose
3. Duties
4. Definitions
5. Development of Policies and Procedures (including Equality and Impact
Assessment)
6. Consultation, Approval and Ratification Process
7. Review and Revision Arrangements including Version Control
8. Dissemination and Implementation of a Policy
9. Policy Control including Archiving Arrangements
10. Monitoring Compliance with and Effectiveness of Policies and Procedures
11. References
12. Associated Documentation
LPFT PER43 v. 1 April 2009 2
1. Introduction
1.1 This document has been developed with the guidance and legislation from the
Department of Health and the Health and Safety Executive including:
The Health and Safety at Work Act 1974
The Control of Substances Hazardous to Health Regulations 2002
Management of Health and Safety at Work Regulation 1999
The Employment Equality (Religion or Belief) (Amendment) Regulations
2003
The Sex Discrimination (Gender Reassignment) Regulations 1999
1.2 The possibility of transmitting infections via staff dress is an important issue for
employers, staff and patients. Staff have a responsibility to minimize the potential
to spread healthcare associated infections in line with the Trust Infection Control
Policy. Staff also have a responsibility for their own health and safety at work
and that of their colleagues and patients. Lincolnshire Partnership NHS
Foundation Trust are keen to ensure a consistent approach to standards of dress
(both uniform and non-uniform) that underpins both infection prevention and
control and increases public confidence.
1.3 It is expected that all staff will attend work dressed professionally and
appropriately for their area. It is the responsibility of all staff and managers to
uphold the principles of this policy, with local interpretation remaining the
responsibility of the manager(s).
1.4 Where staff wear their own clothes to work and they are damaged as a direct
result of their work if compensation is awarded this would only be on a plain
replacement cost only (the Trust will not replace very expensive/designer items
at full market cost).
2. Purpose
2.1 The purpose of this policy is to ensure all staff are aware of their responsibilities
to wear appropriate clothing for their role; whether they be in uniform or civilian
dress. The policy is split into two categories:
1 Clinical Staff
Wearing uniform
Not wearing uniform (including community based staff)
2 Non clinical Staff
In clinical areas
In non-clinical areas
2.2 This policy is applicable to all staff employed within the Trust. Specific guidance
will be defined dependant upon the work environment/job role. Some members
of staff will require a more individual approach to their work wear, for example
pregnant women, staff who have a physical disability or medical condition or
LPFT PER43 v. 1 April 2009 3
whose cultural and religious practices need to be respected. (For guidance on
cultural and religious practices, please see Appendix 1).
2.3 Any variation from this policy should be addressed through a documented risk
assessment. This is to be carried out by a line manager, supported by relevant
expertise where necessary e.g. Occupational Health, Infection Control, Health
and Safety Lead and/or Diversity Lead.
2.4 The overall aim of this policy is to:
Promote a standard of uniform and dress that is both professional and
complies with good practice
Ensure practice complies with legal requirements as per Introduction
section 1.1
Ensure the prevention and control of infection is core in our service
provision
Inspire public confidence
3. Duties
3.1 The Board of Directors is accountable for:
Ensuring the Policy is applied throughout the Trust through its Chief
Executive, Directors, Managers and Employees
Review in consultation with Staff Side Representatives the effectiveness
of the Policy
Approve the policy, including revisions which may be influenced by
national guidelines
3.2 Managers are responsible for:
Ensuring that all their staff are made aware of this Policy and their
individual responsibilities under the Policy
Ensuring staff are consulted with and local agreements achieved
Ensure that they and their staff comply with requirements of this Policy
and associated Procedures and Guidance
The health, safety and security of our staff, visitors and service users,
must be a prime consideration of the Trust at all times. When this is
compromised through inappropriate work attire, the line manager has the
authority to send the employee home to change into more appropriate
wear. In these circumstances, the employee will not be paid for the
duration of their absence. This will be handled sensitively with reasons
given by the line manager
3.3 Staff are responsible for:
Ensuring they are aware of and comply with the Policy and locally agreed
arrangements
LPFT PER43 v. 1 April 2009 4
4. Definitions
None.
5. Development of Policies and Procedures
All staff should be aware of HS21 - Smoke Free Policy
5.1 Dress Code for Clinical Staff Wearing Uniform (Clinical Environment Only)
The guidelines below in section 5.1.1 are to read in conjunction with sections 1 –
4 of this policy.
5.1.1 Uniform Guidelines
Uniform sleeves (including white coats) are to be worn above the elbow
Neck ties are not to be worn
Cardigans, if worn, are to be removed when carrying out any clinical
procedure. Cardigans are to be either navy blue or black, laundered in
accordance with infection control guidance. Cardigans will not be
provided by the Trust
The uniform will consist of trousers and/or culottes and tunic. (NB; tax
deductions apply to shoes to tights)
Uniform is to be clean and changed daily (or when soiled) and laundered
in accordance with Trust Infection Control Policy HS18
Clinical staff must not be seen in external public places wearing uniform
whilst on duty, unless with prior agreement of their manager e.g. escort
duty
All staff must be encouraged to change into or out of their uniform where
facilities are provided before coming on/going off duty
Where this is not possible staff are permitted to travel between home and
work in their uniform but it must be fully covered by a coat
In line with health and safety directives, each staff member must be
pro-active in reducing the transmission of infection through their clothing
Active cross-contamination through individual neglect, will not be viewed
favourably and could lead to formal disciplinary action
5.1.2 Personal Protective Equipment (PPE)
The use of personal protective equipment, including aprons, must be
based on a risk assessment
Plastic aprons must be worn when undertaking any activity where there is
a risk of clothing becoming contaminated with blood or bodily fluids
Aprons must be discarded appropriately
On removal of apron, hands should then be washed and dried or
decontaminated with an antimicrobial hand gel, as per Trust Infection
Control Policy HS18
Gloves are to be worn in line with Trust Glove Policy HS20
LPFT PER43 v. 1 April 2009 5
If a member of staff indentifies the need for additional personal protective
equipment, they must raise it immediately with the line manager
Plastic aprons are to be used when carrying out both clean and dirty
procedures, to be changed in accordance with Trust Health and Safety
Policy
In the event of a declared pandemic flu, staff will be expected to wear
respirators (provided by the Trust)
5.1.3 Hair
Hair must be clean, neat, tied back and off the face and collar
Fastenings should be discreet and without adornment
Beards and moustaches must be neatly trimmed
5.1.4 Jewellery
Stoned rings (including engagement rings) and wristwatches must not be
worn when undertaking clinical activities. In the event that the item can
not be removed, it should be completely covered by a plaster, changed
daily or when soiled
Plain band rings are permitted
Jewellery must be discreet and appropriate and not cause offence or be a
health and safety hazard
Items of jewellery that create the potential for an act of violence or the
possibility for entanglement (e.g. large hoops in earlobes) the item must
be removed during working hours
In the event of colleagues needing to wear medic alert items at all times,
a risk assessment must be undertaken with recommendations made and
followed
5.1.5 Badges
Identity badges should be accessible and worn at all times whilst on duty
5.1.6 Footwear
Uniform footwear should be black
Footwear should be flat and supportive where manual handling and
control and restraint procedures are a requirement of the role
Footwear should encompass the whole foot
Sandals, flip-flops and other open-style footwear must not be worn
Footwear must be clean and in good repair
Open toed shoes in clinical areas are not permitted due to the passing of
infections
5.1.7 Tattoos
Visible tattoos are to be discouraged and where present must not be
offensive to others. Where they are deemed to be offensive they must be
appropriately covered
LPFT PER43 v. 1 April 2009 6
5.1.8 Nails
Nails should be clean, short and without nail varnish
Acrylic/false nails are not to be worn
5.1.9 Make-up
Make-up should be kept to a minimum
5.2 Dress Code for Clinical Staff Not Wearing Uniform (Including In-patient ,
Day Hospital and Community Areas)
These guidelines are to be read in conjunction with point 1 – 4 policy
5.2.1 General Dress Code
5.2.1.1 Whilst this policy seeks to identify the highest level of expectation, it is
recognised that in certain therapeutic areas, a more liberal approach may be
acceptable.
5.2.1.2 The decision to adopt certain aspects of this policy lies with the local line
management, who in choosing to not adopt all elements, must carry out regular
and comprehensive risk assessments to ensure health and safety and infection
control systems and are maintained to the highest levels
5.2.1.3 All staff should ensure that their appearance is neat, tidy and appropriate to the
environment in which they are working.
5.2.1.4 In most cases denim is not acceptable and if in agreement with the line manager,
should only be worn if clean and in good order. The wearing of denim is to meet
therapeutic needs.
Staff should not wear the following types of clothing which are considered
unprofessional and inappropriate. (This list is not exhaustive).
Shorts (unless knee length and of formal trouser style)
Transparent or low cut blouses, dresses, t-shirts or shirts
Clothing with tears, rips or holes
Crop tops and low-waisted trousers exposing midriff
Logos must be discreet and inoffensive
5.2.2 Personal Protective Equipment (PPE)
The use of personal protective equipment, including aprons, must be
based on a risk assessment
Plastic aprons must be worn when undertaking any activity where there is
a risk of clothing becoming contaminated with blood or body fluids
Aprons must be discarded appropriately
On removal of apron, hands should then be washed and dried or
decontaminated with an antimicrobial hand gel, as per Trust Policy
LPFT PER43 v. 1 April 2009 7
Gloves are to be worn in line with Trust Glove Policy HS20
If a member of staff identifies the need for additional personal protective
equipment, they must raise it immediately with the line manager
Plastic aprons are to be used when carrying out both clean and dirty
procedures, to be changed in accordance with Trust Health and Safety
Policy
In the event of a declared pandemic flu, staff will be expected to wear
respirators (provided by the Trust)
5.2.3 Hair
Hair must be clean and neat
Fastenings should be discreet
Beards and moustaches must be neatly trimmed
5.2.4 Jewellery
If in an in-patient or day hospital environment, the following guidance is to be
followed. However, more lenience can be shown in consultant with line
manager’s if in the community.
Stoned rings (including engagement rings) and wristwatches must not be
worn when undertaking clinical activities. In the event that the item can
not be removed, it should be completely covered by a plaster, changed
daily or when soiled
Plain band rings are permitted
Jewellery must be discreet and appropriate and not cause offence or be a
health and safety hazard
Items of jewellery that create the potential for an act of violence or the
possibility for entanglement (e.g. large hoops in earlobes) the item must
be removed during working hours
In the event of colleagues needing to wear medic alert items at all times,
a risk assessment must be undertaken with recommendations made and
followed
5.2.5 Badges
Identity badges should be accessible and worn at all times whilst on duty
in In-patient or Day Hospital or Community visiting areas. Community
staff must have their identity badges with them at all times, but are
exempt from wearing them at all times
5.2.6 Footwear
Footwear should encompass the whole foot
Sandals, flip-flops, high heels or stilettos and other open-style footwear
must not be worn
Footwear must be clean and in good repair
Open toed shoes in clinical areas are not permitted due to the passing of
infections
LPFT PER43 v. 1 April 2009 8
5.2.7 Tattoos
Visible tattoos are to be discouraged and where present must not be
offensive to others. Where they are deemed to be offensive they must be
appropriately covered. It is the manager’s discretion whether visible
tattoos are allowed in non-clinical areas, however, any objection must be
demonstrated as objective and justified
5.2.8 Nails
If in an in-patient of day hospital environment, the following guidance is to be
followed. However, more lenience can be shown in consultation with line
manager’s if in the community.
Nails should be clean and short and without nail varnish
Acrylic/false nails are not to be worn
5.2.9 Make-up
Make-up should be kept to a minimum
5.3 Dress Code for Admin and Support Staff Based in Clinical Areas
5.3.1 General Principles
5.3.1.1 Whilst this policy seeks to identify the highest level of expectation, it is
recognised that in certain therapeutic areas, a more liberal approach may be
acceptable.
5.3.1.2 The decision to adopt certain aspects of this policy lies with the local line
management, who in choosing to not adopt all elements, must carry out regular
and comprehensive risk assessments to ensure health and safety and infection
control systems are maintained to the highest levels.
5.3.1.3 All staff should ensure that their appearance is neat, tidy and appropriate to the
environment in which they are working.
Staff should not wear the following types of clothing which are considered
unprofessional and inappropriate. (This list is not exhaustive).
Shorts (unless knee length and of formal trouser style)
Transparent or low cut blouses, dresses, t-shirts or shirts
Tracksuits
Clothing with tears, rips or holes
Crop tops and low-waisted trousers exposing midriff
Logos must be discreet and inoffensive
The health, safety and security of our staff and service users, must be a prime
consideration of the Trust at all times. When this is compromised through
LPFT PER43 v. 1 April 2009 9
inappropriate work attire, the line manager has the authority to send the
employee home to change into more appropriate wear. In these circumstances,
the employee will not be paid for the duration of their absence. This will be
handled sensitively with the reasons given by the line manager.
5.3.2 Personal Protective Equipment (PPE)
If any personal protective equipment is supplied for a member of support
staff, it is expected that it will be worn/used at all appropriate times, during
the course of the individuals work
If any additional resources are required to allow a job to be done safely,
then it is the responsibility of the staff member to raise it with their line
manager
5.3.3 Hair
Ideally, long hair should be tied back for safety purposes
Fastenings if worn, should be discreet
Beards and moustaches should be neatly trimmed
5.3.4 Jewellery
Jewellery must be discreet and appropriate and not cause offence or be a
health and safety hazard
If entering a clinical environment, any items of jewellery that creates the
potential for an act of violence or the possibility for entanglement (e.g.
large hoops in earlobes) the item must be removed during working hours.
5.3.5 Badges
Identity badges should be accessible and worn at all times whilst on duty
5.3.6 Footwear
Open toed shoes in clinical areas are not permitted due to the passing of
infections
Footwear should encompass the whole foot
Sandals, flip-flops and other open-style footwear must not be worn
Footwear must be clean and in good repair
5.3.7 Tattoos
Visible tattoos are to be discouraged and where present must not be
offensive to others. Where they are deemed to be offensive they must be
appropriately covered. It is the manager’s discretion whether visible
tattoos are allowed in non-clinical areas, however, any objection must be
demonstrated as objective and justified
LPFT PER43 v. 1 April 2009 10
5.3.8 Nails
If in an in-patient or day hospital environment, the following guidance is to be
followed. However, more lenience can be shown in consultation with the line
manager if in the community.
Nails should be clean and short
Acrylic/false nails are not to be worn
5.4 Dress Code For Support, Administration and Management Staff Not Based
in Clinical Areas
5.4.1 General Principles
5.4.1.1 Whilst this policy seeks to identify the highest level of expectation, it is
recognised that in certain corporate or non-clinical areas, a more liberal approach
may be acceptable.
5.4.1.2 The decision to adopt a certain aspect of this policy lies with the local line
management, who in choosing to not adopt all elements, must carry out regular
and comprehensive risk assessments to ensure health and safety are maintained
to the highest levels.
5.4.1.3 All staff should ensure that their appearance is neat, tidy and appropriate to the
environment in which they are working
Staff should not wear the following types of clothing which are considered
unprofessional and inappropriate. (This list is not exhaustive).
Shorts (unless knee length and of formal trouser style)
Transparent or low cut blouses, dresses, t-shirts or shirts
Tracksuits
Clothing with tears, rips or holes
Crop tops and low-waisted trousers exposing midriff
Logos must be discreet and inoffensive
5.4.2 Personal Protective Equipment (PPE)
If any personal protective equipment is supplied for a member of support
staff, it is expected that it will be worn/used at all appropriate times, during
the course of the individuals work
If any additional resources are required to allow a job to be done safely,
then it is the responsibility of the staff member to raise it with their line
manager
5.4.3 Jewellery
Jewellery must be discreet and appropriate and not cause offence or be a
health and safety hazard
LPFT PER43 v. 1 April 2009 11
5.4.4 Badges
Identity badges should be accessible and worn at all times
5.4.5 Footwear
Footwear should be flat and supportive where manual handling is a
regular requirement of the role
Footwear should encompass the whole foot
Sandals, flip-flops and other open-style footwear must not be worn
Footwear must be clean and in good repair
5.4.6 Tattoos
It is the manager’s discretion whether visible tattoos are allowed in non-
clinical areas, however any objection must demonstrated as objective and
justified
5.5 Formal Action
5.5.1 Regular and/or deliberate disregard for this policy and principles will be
discussed within Supervision and could lead to formal disciplinary action
6. Consultation, Approval and Ratification Process
Consultation feedback will be maintained as per COR11 and appropriate
amendments made to policy before approval.
The policy will be approved and ratified as laid out in COR11.
7. Review and Revision Arrangements including Version Control
Corporate and Legal Services will maintain a version control sheet, as per
COR11.
8. Dissemination and Implementation of a Policy
This policy will be disseminated as per COR11.
This policy will be put on the agenda for the Director of Operations meeting and
following that disseminated through the Corporate Induction.
9. Policy Control including Archiving Arrangements
Corporate and Legal Services will retain a copy of each policy for a minimum of
10 years in line with the recommendations contained within ‘Records
Management NHS Code of Practice’ (2006)
LPFT PER43 v. 1 April 2009 12
10. Monitoring Compliance with and Effectiveness of Policies and Procedures
Systems Monitoring and/or Audit
Criteria Measurables Lead Officer Frequency Reporting to Action
Plan/Monitoring
Systems in place to ensure that Policy Criteria for Policy Lead As required WOD Head of HR
Leads follow the process outlined in preliminary by policy
this Guidance document approval are met review
as per check list in
Appendix 1
Systems in place in Corporate and Database showing Head of Quarterly Audit and Monitoring and
Legal Services for: status of all Corporate Assurance Action Plan
Distribution (including version current policies and Legal Committee
control) Services
Monitoring
Implementation
Timely review of all policies and
procedures
Archiving/Retention/Destruction
of policies
Systems in place to ensure no Number of Head of Quarterly Information Monitoring/Action
duplication creating risk proposed policies Corporate Management Plan
not authorised and Legal and
due to information Services Technology
contained Committee
elsewhere
All occurrences of non-compliance will Nos and Head of HR Monthly WOD Head of HR
be recorded outcomes will
measured
LPFT PER43 v. 1 April 2009 13
Standards/Key Performance Indicators
TARGET/STANDARDS KEY PERFORMANCE INDICATOR
All managers and staff follow guidelines Where deficiencies are identified an action
within this policy plan will be drawn up to address same
11. References
The Health and Safety at Work Act 1974
The Control of Substances Hazardous to Health Regulations 2002
Management of Health and Safety at Work Regulation 1999
The Employment Equality (Religion or Belief) (Amendment) Regulations 2003
The Sex Discrimination (Gender Reassignment) Regulations 1999
12. Associated Documentation
Appendix 1 Religion and/or Beliefs
LPFT PER43 v. 1 April 2009 14
Appendix 1
RELIGION AND/OR BELIEFS
The Employment Equality (Religion and Belief) Regulations, which came into force in
December 2003, mean that it is unlawful to discriminate against individuals because of
their religion, religious belief or similar philosophical belief. Lincolnshire Partnership
NHS Foundation Trust values the diversity of its staff and aims to create an environment
where the beliefs of all, whether cultural, religious, non-religious or philosophical, are
respected.
The Trust welcomes the variety of appearance brought by individual styles and choices.
The wearing of items arising from particular religious/cultural norms (for example, saris,
turbans, skullcaps, kippahs and clerical collars) is seen as part of this welcome diversity.
Where staff are working directly in a therapeutic environment with service users, the
Trust expects that veils which cover the face will not be worn. This is a justifiable
expectation, based on evidence of the importance of non-verbal communication and, in
particular facial expression in the development of a trusting and therapeutic alliance.
Special requirements for uniforms as a result of religious or cultural obligations will be
supplied provided they comply with health and safety and infection control precautions
and Section 1.8 Headscarves can be worn but these must be changed and laundered
daily, must be unadorned and shoulder length only. The wearing of turbans is supported
on religious grounds only. Both must be well secured to prevent frequent adjustment
and be laundered in accordance with Trust Infection Control Policy HS18
GENDER REASSIGNMENT
A person who disassociates with their assigned gender role and has a gender identity of
that of the opposite genetic sex. This individual completely alters their body through
hormone treatment and sex reassignment surgery in order to align their appearance with
their gender identity. Boston Bells (2008)
The Sex Discrimination (Gender Reassignment) Regulations 1999 clarify UK law relating
to gender reassignment. They are a measure to prevent discrimination against
transsexual people on the grounds of sex in pay and treatment in employment and
vocational training. The effect of the Regulations is to insert into the Sex Discrimination
Act 1975 a provision which extends the Act, insofar as it refers to employment and
vocational training, to include discrimination on gender reassignment grounds. Thus, for
the purposed of employment and vocational training, discrimination on grounds of
gender reassignment constitutes discrimination on grounds of sex, and is contrary to the
Sex Discrimination Act. Employers who breach the Sex Discrimination Act 1975 in
respect of discrimination on gender reassignment grounds will be liable in the same
manner they would, for example, for discrimination against a woman on the grounds of
sex.
It is good practice to allow enough flexibility in the dress code to accommodate the
process of transition from one sex to the other.
LPFT PER43 v. 1 April 2009 15
Good Practice Example:
M was working as a sales assistant when she began her transition to female. Her
employer discussed the possibility of temporary redeployment out of the public gaze, but
M preferred to remain with her team. The company dress code was therefore relaxed
along similar lines as for Muslim women and other groups, giving M flexibility over hair
length and style, jewellery and make-up, prior to the point at which she felt comfortable
in a skirt rather than trousers and without reference to any specific point of change of
social gender. For a period some customers perceived her as female and others as
male, but M felt happy to accept this, and indeed used the perceptions of customers as
an indicator of when to begin presenting as unequivocally female.
DISABILITY
The Disability Discrimination Act 2005 defines disability as a ‘physical or mental
impairment which has a substantial long-term adverse effect on his/her ability to carry
out normal day to day activities’.
The Act gives rights to disabled people – those with a ‘physical or mental impairment
which has a substantial and long-term adverse effect on the ability to carry out normal
day to day activities’. From 14 April 2003, if you have been certified as blind or partially
sighted by a consultant ophthalmologist, or if you are registered as blind or partially
sighted with a local authority, you will automatically be regarded as disabled for the
purposes of the act (although this does not apply to Northern Ireland).
A person is only protected by the DDA if they meet the definition of disability set out in
part 1 of the DDA, or if they have a history of such a disability.
Reasonable flexibility and sensitivity to the employee’s disability allowed in the dress
code to all employees, while meeting the Trust standard of Dress code.
LPFT PER43 v. 1 April 2009 16
PER43 v1
STAGE 1 - Screening to establish if the proposed function has any relevance to any equality
issue and/or minority group
Directorate: Function to be Assessed: Existing or New Function: Assessment Date:
Human Resources Review of Uniform an Dress Code Policy Existing Function 9 February 2009
1. Briefly describe the aims, objectives To review the policy to ensure it meets necessary standards and benchmarks
and purpose of the function:
2. Who is intended to benefit from this It is intended for all staff, providing clear guidelines as to acceptable practice in
function, and in what way? what to wear in a clinical and non-clinical setting, meeting national guidelines with
regard to infection control etc.
3. What outcomes are wanted from this An up to date policy that meets the guidance and legislation from the DOH and HSE
function?
4. What factors/forces could/ contribute/ N/A
detract from these outcomes?
5. Who are the main stakeholders in All Staff
relation to the function?
6. Who implements the function, and who Managers and staff
is responsible?
7. Are there concerns that the function has a differential impact on the following groups and what existing evidence
(either presumed or otherwise) do you have for this?
Race N This function will be consistently applied to all staff
Disability N This function will be consistently applied to all staff
Age N This function will be consistently applied to all staff
Gender N This function will be consistently applied to all staff
LPFT PER43 v. 1 April 2009 17
Religion or Belief N This function will be consistently applied to all staff
Sexuality N This function will be consistently applied to all staff
If the answer to question 7 is ‘YES’, a partial EIA must be completed. N
Should the function proceed to a partial impact assessment?
If no, please state date of next review: June 2010 Date on which partial impact assessment to be completed by:
I understand the Impact assessment of this function is a statutory obligation and that, as owners of this function, we take
responsibility for the completion and quality of this process.
Signed (Assessor) Ann Waring Date 9 February 2009
Print Name Ann Waring
Signed (Section Head)...............................................................................................................................Date........................................
Print Name.................................................................................................................................................................................................
LPFT PER43 v. 1 April 2009 18
