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Competency Expectations of Post Holders with Management Responsibilities
UCL is one of the largest UK universities, ranked within the top five worldwide (QS World University rankings 2010): UCL needs well developed management skills to ensure that it maintains its reputation for excellence and its place on the world stage. As a result, UCL's Management Competencies have been developed to describe the characteristics and behaviours needed to successfully perform a role with management responsibilities. UCL's last staff survey in 2009 indicated two thirds of staff believe their managers demonstrate the necessary management skills/competencies to undertake their role effectively. However there was a very low positive score for managers demonstrating the skills to tackle poor performance effectively.
Management competencies are general descriptions of the underlying characteristics and behaviour needed to successfully perform a management role. The competencies provide a clear set of UCL's expectations and enable managers to assess their strengths and development needs in relation to the competencies. At the same time, staff will know what to expect of their line managers.
UCL introduced management competencies with respect to grade 10 posts early in 2008, though should now be applied to all management posts.
A manager recruiting for any grade 10 post must ensure that the management competencies are available as part of the particulars for the post and that they are reflected as appropriate in the person specification of the post. The management competencies will inform the induction and development of the new employee.
Staff will also discuss the implications of the management competencies in their role with their line manager as part of the appraisal scheme..
Through its published programme of learning events, UCL's Organisational & Staff Development is available to help staff develop their management competencies, and the HR Consultancy Team can work with staff to manage performance in relation to identifying and meeting management competency expectations.
Relevant UCL documents such as the Recruitment and Selection Policy , the Appraisal, Review and Development Scheme, and the Induction and Probation Policy have been updated to refer specifically to these competencies. The competencies are set out below and cross-referenced with documents or policies that managers can use to help them achieve the relevant competency.
UCL's Management Competencies(Word Format)
- Develops and delivers the strategy of the team/division/department/faculty/UCL
- Maintains an awareness of the wider context (UCL wide, national and international as appropriate) and responds accordingly
- Promotes excellence in areas of teaching, research, administration and the provision of support services
- Addresses challenges and manages change in support of corporate and local objectives
- Promotes the activities of the team/division/department/faculty both internally and externally as appropriate
- Demonstrates effective self management and focus
UCL Policies and Procedures that Support the Leadership Competency
- Recruits and manages individuals effectively to create a high performing team
- Provides leadership, direction and feedback on team and individual objectives
- Facilitates training and the development of an appropriate skills base within the team
- Encourages personal development and helps others to learn
- Fosters two way communication and effective team-working
UCL Policies, Procedures and Information that Support the People Management Competency:
- Manages project and other workloads to meet timescales, budgets and deliverables
- Acquires and manages budgets and other resources effectively
- Ensures regular review of teaching, research, knowledge transfer, enabling and support activities to maximise effectiveness
- Manages relationships with sponsors/funding bodies/collaborators/other faculties or other teams to deliver results
- Understands risk culture, including the taking of opportunities while managing risk. Puts measures in place to identify, manage and minimise risks (e.g. financial, business continuity, health & safety)
UCL Policies and Procedures that Support the Resource Management Competency
|Corporate Plan 2006-2012|
|Managing Stress at Work|
|Financial Regulations, Fraud and Financial Irregularities|
|Major Incident Plan|
|Health & Safety Guidance, Risk Assessment|
|Conflicts of Interest|
- Promotes UCL's values and corporate objectives to colleagues and externally to UCL
- Demonstrates a commitment to (and promotes) equality and diversity ensuring UCL is an inclusive environment in which individuals are respected and unacceptable behaviours challenged
- Manages self and others in accordance with UCL policies and contributes to policy development as appropriate
- Contributes to cross disciplinary activity
- Participates actively in Departmental, Faculty and UCL wide Committees, Working Parties, Investigatory Panels and other corporate roles as required
UCL Policies, Procedures and Information that Support the Organisational Citizenship/Awareness Competency