Managers and supervisors are responsible for managing work, staff and resources to achieve Faculty / Unit and UTS objectives. Supervisors and managers must perform their role within the context of UTS policy and instruments and the external legal and regulatory requirements.
The guide to people management and the induction guide for supervisors have been developed to assist managers and supervisors undertake their people management responsibilities.
Managers and supervisors are required to make decisions which relate to the conditions and benefits of employment of staff within their work units. For details of the University requirements and for guidance in relation to making such decisions, managers and supervisors should refer to the:
- relevant collective agreement(s)
- HR Manual (ie policies, directives, procedures and guidelines) and
- other relevant University policies and directives.
Manager Self Service within NEO enables you to:
- view total remuneration statements for staff who report to you
- approve on-line applications for leave from members of your work unit
- access information about staff who report to you
- view leave balances and history of staff who report to you.
Supervisors participate with their staff in the planning and performance processes of the university. This includes the performance and development process to:
- plan work
- review and evaluate performance
- determine probation outcomes for new staff
- reward and recognise performance
- implement retention strategies
- identify development needs
- manage performance problems
Supervisors of casual academic staff have specific needs related to the nature of casual academic employment. The HR Resource Guide for Supervisors of Casual Academics provides quick access to a range of information and contacts helpful to the supervisor of casual academics, together with the HR Guideline for the Employment of Casual Academic staff.
Importantly individual performance planning cascades from unit and faculty action plans to support the achievement of the UTS Strategic Plan 2009 - 2018.
Planning resources available include:
- unit and faculty action planning: guide and template
- business intelligence: management information about students, staff and research performance and student and graduate survey results
- benchmarking guidelines
- 2009 UTS Staff Survey results
Managers and supervisors are responsible for managing and planning their staff resources. Their responsibilities include:
- using workforce data to understand their current workforce and workforce planning to ensure that future workforce needs are met
- recruitment and appointment of the right staff once a vacancy is identified
- management of casual and short term fixed-term contract staff, contractors and consultants, and temp agency staff
- leading change within their work units
People often feel more fulfilled when they achieve a sense of wellness and balance in their lives. Managers and supervisors should be aware of and encourage their staff to access:
- work-life balance options including flexible employment options, leave and other support
- wellness and sustainability program
- the Staff Social Club
- employee assistance program
Managers and supervisors should foster a healthy, safe, productive and harmonious environment within their work unit and model professional behaviour and standards of conduct. Managers and supervisors should be familiar with their responsibilities and the responsibilities of their staff in relation to:
- the Code of Conduct and Workplace Behaviour Statement,
- equity principles, equal opportunity and prevention of harassment and discrimination,
- workplace adjustments, and
- environment health and safety.
Sometimes problems and issues can arise for individuals or groups of staff. The University has processes to handle grievances, disputes or appeals if such problems or issues arise. Where possible, supervisors and managers should seek to resolve such matters as quickly as possible with assistance from their HR Partnership team.
For assistance in relation to staff management and supervisory issues contact a member of your HR Partnership team. A managers support program is available to supplement HR advice by providing a source of independent advice on how to manage tricky or delicate people issues or conversations.
