Managing people

Stress management guidance for line managers

Line managers are responsible for the health and safety of their team and this includes ensuring that they are not affected by work-related stressors.

Using People Manager

Guides and information on how to use the People Manager tool

Essex Hours

Essex Hours is a new functionality of iTrent and can be accessed via HR Organiser (staff members), and People Manager (line manager/iTrent Administrator).

OnBase

Information and guidance on the electronic document management system - Onbase.

Assistant Lecturers and GLAs

Employment and training guidance for Assistant Lecturers

Employment and training guidance for Assistant Lecturers, GLAs and PGR students who don't teach (but may want to in future).

Contracts and pay

Payroll information for managers

Information for managers about payroll for new starters and staff

Contract guidance for managers

Information for managers on the different types of employment contracts

Contractual change process for managers

Guidance for managers on the process for changing contracts.

Leaving the University - information for line managers

Information for managers for when a member of the team leaves the University.

Managing structural change

The Managing Structural Change Policy sets out the principles and procedures which are to be followed in the event of any structural change which affects staff.

Flexible working

Establishing effective flexible working

How to support a team that is working in a flexible way, such as at different times or from different locations.

Considering a flexible working request

What you may need to consider when assessing a flexible working request.

Health and safety

Principal investigators/researchers health and safety responsibilities

As a principal investigator you are responsible for the health and safety management of your research project and for the health and safety of staff you line manage.

Resolving problems

Guide to workplace representatives

This guide provides information about workplace representatives that can accompany employees invited to attend a formal meeting, which should be read alongside the relevant procedure.

Conducting investigations

Investigations may need to be undertaken where there are allegations of misconduct or of bullying or harassment.

Disciplinary Procedure

The aim of the disciplinary procedure is to help and encourage people to achieve and maintain these standards.

Grievance procedure

The formal grievance procedure sets out the process to follow where it has not been possible to resolve issues informally.

Staff development

Capability procedure

The aim of the capability procedure is to help people improve and maintain their performance and job satisfaction.

Performance and Development Reviews (PDR)

Find information and guidance for managers on how to run staff appraisals

Staff profiles

Line manager and supervisor responsibilities for staff profiles

Line managers and supervisors of PGR students are responsible for reviewing any requests for withdrawal from profile publication.

Death in service

Death in service guidance and checklist

Guidance for staff regarding the steps to take in the unfortunate event of the death of one our employees.