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Workplace success comes through the efforts of people. Working effectively with colleagues is the most important function of someone in a management supervision role. |
Providing Leadership
Goal Setting
Through the strategic planning process provide leadership by helping to determine mutually agreed directions and goals in your work area. Support staff to ensue that their individual goals are in accordance with the strategic plan. Remember that goals are best established within a framework of consultation.
Team Building
Model effective collegial behaviour. Encourage team building activities. Ensure people understand how their efforts contribute to the University's broader goals.
Morale
Build morale in your work area by:
- trusting people to do their work;
- being available to discuss issues which concern people;
- giving staff recognition for their work;
- consulting with staff on matters that affect them;
- being decisive when appropriate;
- representing staff and the work area in the broader arenas of the University;
- following through on promises and commitments; and
- acting in a fair and consistent manner.
Role Clarification
Clarify your role in relation to others who have leadership responsibilities within the work area. For example academic heads of school need to clarify their relationship with professorial staff.
Role of the Professor
Workload Allocation
It is the role of the supervisor to ensure that workloads are allocated in a fair and equitable manner giving consideration to all staff in the work area. Role clarification may be helpful to ensure the equitable distribution of work.
Recruitment and Induction
Selection and Appointment
Ensure equal opportunity principles and selection and appointment procedures are adhered to when selecting staff. Vacancies must be filled on merit. Acquire a sound knowledge of selection and appointment procedures by being aware of the relevant policy guidelines and attending training programs.
Selection Policy Principles
Induction of New Staff
Introduce new staff to colleagues in their work area and provide all necessary information and appropriate guidance to enable them to successfully undertake the duties of their new positions. Advise new staff of any safety precautions and emergency procedures applicable to the work area.
Staff Development Activities
Support staff to identify and prioritise their development needs and plan to meet those needs through budget allocations if required. The process should give consideration to individual career aspirations, goals of the work area, direction of the University and available resources.
Encourage staff to participate in a wide range of staff development activities -"on the job", within the school, centrally and externally.
Provide "on the job" instruction, guidance and support where necessary and appropriate.
Academic Staff
Ensure academic staff participate in Staff Development Review (review for development purposes). Ensure all academic staff understand the provisions of Study Leave including, Research Leave and Conference Leave. Set priorities for allocation of such leave and any associated funding.
Encourage staff to undertake consulting work for outside agencies and the community consistent with University policy.
General Staff
Ensure general staff participate in General Staff Development Review and are aware of staff development opportunities available to them including school, central and external workshops, time off for formal study, student contribution amount payments, grants to attend external activities, and secondments and exchanges. Encourage staff participation in such activities.
Performance Feedback to Staff
Nurture good performance and constructively address any problem areas.
Academic Staff Assessment
Formally report on staff performance at all key career points including tenure and promotion.
General Staff Assessment
Assess and develop new staff who are on probation. Recommend appointments to be confirmed, annulled or probation extended. Formally report on performance for staff selection, increment progression and salary progression.
Formal Review (General Staff)
On at least an annual basis meet with general staff to review performance, establish objectives, identify appropriate development activities and discuss career options.
Formal Review (Academic Staff)
The University's Enterprise Agreement with academic staff requires formal performance assessment on a three yearly basis where such assessment has not occurred in the course of a review for tenure, contract renewal or promotion.
Unsatisfactory Performance
Deal with unsatisfactory staff performance in accordance with University policy and Agreement provisions.
Equity and Diversity
Equal Opportunity
Ensure that the principles of equity and equal opportunity are understood and adhered to. Specific requirements include matters in relation to appointment, transfer and promotion. It is unlawful to discriminate on the grounds of sex, sexuality, marital status, pregnancy, age, race, ethnic origin, physical/intellectual disability, political or religious beliefs, or family responsibilities. Promote equal opportunity.
Workplace Relationships
Positive Working Environment
Provide a workplace free from harassment.
Personal Welfare
Address problems that may be affecting a staff member's welfare and productivity. Recommend appropriate action including referral to Employee Assistance.
Grievance Management
Provide speedy resolution of complaints, problems, conflicts and disputes by defining the complaint, obtaining the facts and then resolving the issue. Keep the interested parties informed of progress and further developments. Deal with staff concerns and complaints in a discreet manner.
Liaison
Act as a liaison between your work area and more senior members of the University. Improve and maintain the work area's image and reputation. Promote and represent the work area within the University and with external agencies. Establish collaborative relationships with other areas within the University.
Workplace Safety and Health
Occupational Safety and Health
Provide information, training and supervision to ensure staff, students and visitors are safe from injury and risks to health. Maintain
- a safe working environment;
- safe systems of work;
- plant and substances in a safe condition; and
- facilities for the welfare of staff.
Consult regularly with the School Safety Officer and Workplace Occupational Safety and Health Representative.
Hazard Management
Manage hazards by identifying potential sources of injury or disease, assessing the risks of a job and using control methods to reduce or eliminate these hazards. Investigate, report on and take remedial action following accidents or injury in the workplace.
Safe Work Practices
Ensure safe, efficient and effective work practices are adhered to. Continually examine existing work practices and procedures, isolating areas in need of improvement.
Technology
Ensure that the technology in use is adequate for the work area's requirements are in good operating condition. Ensure that staff are trained in the safe and ergonomic use of all such equipment.
Accommodation
Identify accommodation needs (including adequate storage space) of staff, postgraduate students or others for whom the supervisor may be responsible. Obtain advice from the Safety and Health Office and the Office of Facilities Management. Suitable accommodation should provide safe and effective working conditions, a reasonable standard of comfort and an aesthetic environment.
Security
Ensure that appropriate measures are in place to provide for security of staff, property and information. Inform staff of security procedures. Resolve new security issues as they arise.
Emergency Procedures
Ensure that staff are made fully aware of fire safety and fire evacuation procedures and emergency policy and procedures generally.
Workers' Compensation and Rehabilitation
Ensure that the requirements of the Workers' Compensation and Rehabilitation Act 1981 are adhered to by:
Insurance
Ensure staff are aware of the classes of insurance covered by the University and activities for which separate insurance policies are required.
Provide information promptly to the Insurance Officer of all incidents that could result in insurance claims or litigation.
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