Line Management in CRSP

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Line Management in CRSP

• Simon Roberts
• (1 February 2007)
• Centre for Research in Social Policy

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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.

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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
  Universitys appraisal system in CRSP.
• Personal counselling while personal issues may
  be discussed - in that they impact on an
  individuals ability to perform - it is not
  expected that Line Managers will take on this
  role.

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Principles of Line Management

• Line management is underpinned by principles set
  out in the Universitys 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 CRSPs commitment to
  individual well being and personal development

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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 its their meeting).
• Having guidance and support helps.

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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.

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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.

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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.

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Centre for Research in Social PolicySchofield
BuildingLoughborough UniversityLoughboroughLeic
estershireLE11 3TUTelephone 44 (0)1509
223372crsp_at_lboro.ac.ukwww.crsp.ac.uk