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People Management and Supervision

People Management and Supervision - Level 1 Role/Accountability This level likely to refer to roles such as Supervi...

People Management and Supervision - Level 1

Role/Accountability

This level likely to refer to roles such as Supervisor, First Line Manager with day-to-day people management responsibilities. Mainly involved in workload allocation, co-ordination, and quality checking outputs. May get involved in policy application such as sickness absence return to work interviews. A manager or supervisor at this level may manage staff from different organisations eg. within a Health and Social Care Partnership. A sound understanding of the respective policies and processes will be necessary to ensure equity and consistency across their teams.

Competencies

  1. Creates opportunities for team members to contribute to the planning and organisation of their work.
  2. Develops and explains plans and work activities to staff and enables them to carry out their work effectively consistent with legislation, policies and procedures.
  3. Supports staff and provides opportunities to assess their own work and gives them clear, sensitive and appropriate feedback in a way that helps them improve and develop.
  4. Supports staff effectively during the NHS KSF development review process and equivalent appraisal processes associated with staff employed by other organisations.
  5. Provides constructive feedback on poor performance for them to take action.

Current Development Provisions

The following provision is relevant to staff who supervise or manage staff or services in NHS Greater Glasgow and Clyde including Service Managers in integrated roles working in Health and Social Care Partnerships.

Foundation programme for New Managers and Supervisors

SVQ Level 3 in Management

People Management Programme:

  • Attendance Management
  • Managing Conduct
  • Dignity At Work
  • Developing Your Staff

A range of bespoke learning opportunities that could include:

  • Shadowing
  • Secondment (specific project work)
  • Coaching
  • Mentoring
  • Potential requirement for role-specific qualifications.

You can also contact: [email protected] for further information and guidance.

People Management and Supervision - Level 2 Role Accountability This level likely to refer to roles such as Team Le...

People Management and Supervision - Level 2

Role Accountability

This level likely to refer to roles such as Team Leader, operational role that includes people management as an ongoing and significant part of your role.

In addition to level 1, will typically be involved in some of the following:

  • attendance management
  • policy implementation
  • team development and coaching conduct
  • performance management
  • recruitment and selection.
  • may lead a team operating at level 1.

A manager or supervisor at this level may manage staff from different organisations eg. within a Health and Social Care Partnership.

A sound understanding of the respective policies and processes will be necessary to ensure equity and consistency across their teams.

Competencies

  1. Contributes to the recruitment and selection of team members to meet organisational needs consistent with legislation, policies and procedures.
  2. Communicate clearly with team members and gives them opportunities to: contribute to the planning and organisation of work assess their own and team work respond to feedback
  3. Develops work plans and allocates work in a way which is consistent with the team’s objectives, is realistic and achievable, takes full account of team members’ abilities and development needs.
  4. Objectively assesses the work of the team and provides clear constructive feedback to the team in a manner most likely to maintain and improve performance.
  5. Supports team members effectively during the NHS KSF development review process, and equivalent appraisal processes associated with staff employed by other organisations, to enable them to meet their development objectives.
  6. Agrees with team members courses of action to address issues with their work.

Current Development Provisions

The following provision is relevant to staff who supervise or manage staff or services in NHS Greater Glasgow and Clyde including Service Managers in integrated roles working in Health and Social Care Partnerships:

Foundation programme for New Managers and Supervisors

SVQ Level 3 in Management

People Management Programme:

  • Attendance Management
  • Managing Conduct
  • Dignity At Work
  • Recruitment & Selection
  • Developing Your Staff
  • Link to Leadership
  • link to Quality Improvement

A range of bespoke learning opportunities that could include:

  • Shadowing
  • Secondment (specific project work)
  • Coaching
  • Mentoring
  • Potential requirement for role-specific qualifications.

You can also contact: [email protected] for further information and guidance.

People Management and Supervision - Level 3 Role/Accountability This level likely to refer to roles such as Section...

People Management and Supervision - Level 3

Role/Accountability

This level likely to refer to roles such as Section/Department Manager, people management is the main focus of your role.

In addition to level 2, will typically be responsible for all or most of the following:

  • attendance management reviews and consideration of follow up actions;
  • HR policy implementation;
  • team development;
  • coaching and training plans;
  • managing formal conduct procedures;
  • grievance issues;
  • performance management and setting standards for the team;
  • recruitment including interviews, shortlisting and vacancy management.

May lead a team operating at level 2. A manager or supervisor at this level may manage staff from different organisations eg. within a Health and Social Care Partnership. A sound understanding of the respective policies and processes will be necessary to ensure equity and consistency across their teams.

Competencies

  1. Suggests workforce requirements to meet team and organisational objectives.
  2. Selects individuals for posts using agreed methods and based on objective assessments against agreed criteria.
  3. Gives team members clear information on, and opportunities to influence, work objectives, planning and organisation, in a way which inspires commitment and enthusiasm.
  4. Plans and coordinates work: prioritising and re prioritising activities to respond to changing circumstances managing multiple processes simultaneously whilst enabling teams and individuals to focus on their own specific objectives.
  5. Delegates authority to people and monitors them against the required outcomes, agreeing with them: clear, explicit and achievable targets and timescales ways in which their development will be supported how progress and performance will be monitored and reviewed.
  6. Allocates and provides sufficient resources and support for delegated work and reviews progress and outcomes with people as agreed.
  7. Supports team members effectively during the NHS KSF development review process and equivalent appraisal processes associated with staff employed by other organisations, to enable them to meet their development objectives.
  8. Agrees with people appropriate courses of action to address any issues with their work.

Current Development Provisions

The following provision is relevant to staff who supervise or manage staff or services in NHS Greater Glasgow and Clyde including Service Managers in integrated roles working in Health and Social Care Partnerships.

SVQ Level 4, 5 in Management

People Management Programme:

  • Attendance Management
  • Managing Conduct
  • Dignity At Work
  • Developing Your Staff

A range of bespoke learning opportunities that could include:

  • Shadowing
  • Secondment (specific project work)
  • Coaching
  • Mentoring
  • Potential requirement for role-specific qualifications.

You can also contact: [email protected] for further information and guidance.

People Management and Supervision - Level 4 Role/Accountability This level likely to refer to roles such as Service...

People Management and Supervision - Level 4

Role/Accountability

This level likely to refer to roles such as Service/ General Manager role.

In addition to level 3, will typically be responsible for:

  • workforce planning management of conduct issues including taking formal action, objective setting for their area and assessing people development needs aligned to these
  • may be a mentor or coach for team members or colleagues in other service areas
  • may lead a team operating at level 3.

A manager or supervisor at this level may manage staff from different organisations eg. within a Health and Social Care Partnership. A sound understanding of the respective policies and processes will be necessary to ensure equity and consistency across their teams.

Competencies

  1. In consultation with relevant others, develops clear plans for the recruitment, deployment and management of people which support the organisation’s vision, values, strategies and objectives, take account of current and potential future constraints and opportunities and comply with legislation, policies and procedures
  2. Implements methods, processes and systems for recruiting, deploying and managing people which support the organisation’s vision, values, strategies and objectives and comply with legislation, policies and procedures
  3. Monitors the recruitment, deployment and management of people in order to: evaluate performance in these areas identify current problems/issues identify trends predict future needs assess capacity to meet future needs
  4. Reviews plans, methods, processes and systems related to the recruitment, deployment and management of people and modifies them to improve their effectiveness.
  5. Supports team members effectively during the NHS KSF development review process, and equivalent appraisal processes associated with staff employed by other organisations to enable them to meet their development objectives.
  6. Provides appropriate support to others to improve their knowledge and understanding of people management.

Current Development Provisions

The following provision is relevant to staff who supervise or manage staff or services in NHS Greater Glasgow and Clyde including Service Managers in integrated roles working in Health and Social Care Partnerships.

SVQ Level 4, 5 in Management

People Management Programme:

  • Attendance Management
  • Managing Conduct
  • Dignity At Work
  • Developing Your Staff

A range of bespoke learning opportunities that could include:

  • Shadowing
  • Secondment (specific project work)
  • Coaching
  • Mentoring
  • Potential requirement for role-specific qualifications.

You can also contact: [email protected] for further information and guidance.