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Line Management in CRSP

Line Management in CRSP. Simon Roberts (1 February 2007) Centre for Research in Social Policy. Purpose of Line Management. Help the professional and personal development of individuals within CRSP.

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Line Management in CRSP

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  1. Line Management in CRSP Simon Roberts (1 February 2007) Centre for Research in Social Policy

  2. Purpose of Line Management • Help the professional and personal development of individuals within CRSP. • Help individuals to assess their own personal progress and identify developmental needs in line with the objectives of the Centre, the Department and the University. • Help individuals perform effectively by providing guidance, advice and support where necessary. • Help individuals identify and reflect on strengths/ weaknesses and make changes where appropriate. • Set personal targets and plan future work priorities and activities. • Identify problems, for example, competing demands of projects.

  3. Line Management is NOT • Performance management - setting institutional targets and requiring individuals to meet them. • Project supervision – that is undertaken by project leaders. Line management helps individuals have an overview of overall workload and activities. • Appraisal – we do not currently use the University’s appraisal system in CRSP. • Personal counselling – while personal issues may be discussed - in that they impact on an individual’s ability to perform - it is not expected that Line Managers will take on this role.

  4. Principles of Line Management • Line management is underpinned by principles set out in the University’s employment policies, including equal opportunities, sex, age and disability discrimination. • Line management within CRSP is intended to be supportive and focused on helping individuals perform to the best of their ability. • Line management is part of CRSP’s commitment to individual well being and personal development

  5. Skills • Undertaking line management should be informed by commonsense. • Important to treat people fairly and with respect. • In the main it requires everyday skills, for example, listening and communication skills (remember it’s their meeting). • Having guidance and support helps.

  6. Process • The current line management procedure suggests that a meeting should be held once a month in normal circumstances for Grade 6s. • The meeting is expected to last for no more than one hour. Preparation for, and matters arising from, should take no more than another two hours. • Preparation • Consult with relevant project leaders and other staff before meeting and review notes of previous meetings • Setting of meeting • Boardroom, office, coffee • Recording outcomes is a good way of making meetings productive and developmental • Share note of meeting to agree accurate record • We intend to have a meeting in four months time to review how this is working.

  7. Confidentiality • Confidentiality is dealt with by Line Managers seeking permission from the people they manage to raise particular issues with members of Management Team (i.e. training issues with Simon, resources issues with Nigel etc.) • This is good practice and something that is supported by the core principles.

  8. Guidance and Support • On occasions Line Managers have to deal with difficult situations. • These tend to be the exception rather than the rule. • In these circumstances you will be supported and guided by your own Line Manager. • You can take guidance and advice at any time.

  9. Centre for Research in Social PolicySchofield BuildingLoughborough UniversityLoughboroughLeicestershireLE11 3TUTelephone: +44 (0)1509 223372crsp@lboro.ac.ukwww.crsp.ac.uk

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