Line Manager Clause Samples
The 'Line Manager' clause defines the individual within an organization who is directly responsible for overseeing an employee's work and performance. This clause typically specifies the authority and responsibilities of the line manager, such as conducting performance reviews, approving leave, or managing day-to-day tasks. By clearly identifying the line manager, the clause ensures accountability and provides employees with a clear point of contact for work-related matters, thereby streamlining communication and management processes.
Line Manager. Address: Telephone: Email:
Line Manager. Awards General Manager Here are some common technical skills and knowledge areas your role demands: Essential • An acute attention to detail. • Excellent numeracy skills. • Box office or theatre press night experience. • Confident user of Microsoft Office (including SharePoint, Word, Excel, PowerPoint), Google Workspace (Drive, Sheets and Forms) and Dropbox. • A calm and patient attitude. • Dealing with people diplomatically and effectively. • An excellent communicator. • Comfortable with working to tight deadlines. • The ability to work as part of a team and support others. • A positive outlook with a willingness to solve problems. • Be able to show initiative and resilience when dealing with change. • A proactive, self-motivated and flexible approach to work. • Able to carry out work under pressure and maintain good humour and diplomacy. • A willingness to work evenings and at weekends when necessary. • The ability to see the ‘bigger picture’. Desirable • Experience working in a production office environment on large scale productions or events. • Knowledge of current West End productions and/or Theatre Producers
Line Manager. Manager's Name . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . .
Line Manager. 5.2.1 It is the responsibility for the Line Manager to ensure that: Agree the budget with the budget holder; Standby/On Call arrangements match operational requirements and are reviewed in light of any changing operational needs; Employees understand their contractual obligations in participating in Standby/On Call arrangements; The skill level required in order to be competent for working Standby/On Call is defined; The minimum number of shifts required per annum is defined; The publication of rosters at least 8 weeks in advance; New or changes to existing rosters must be negotiated with the TSSA.
Line Manager. Responsible for employment and hosting of PHP/O in the Local Authority. - Lead on the setting of annual objectives, ensuring that the resources available are targeted towards their achievement. Thus, ensuring a progressive and pro-active culture of delivery and change. - Oversee the daily operations and tasks carried out by the PHP/O. - Support PHP/O in influencing Public Health agenda through providing access, and building relationships within, between and across teams in the local authority. - Facilitate PHP/O annual appraisals and personal development & training plan. - Approve and quality assure projects funded by the Public Health and wellbeing grant. - Attend and contribute to the Local Authority Public Health (LAPH) network meeting.
Line Manager. To consider requests for leave of absence in line with this policy, having regard to the nature of the request, statutory obligations, service needs, the employee’s eligibility, any previous requests and the degree of flexibility that the employee already has in their current working arrangements. • To ensure consistency and fairness when considering requests, and approving or refusing leave. • Where requested, or in circumstances where clearly appropriate, to maintain confidentiality with regard to the reasons relating to staff requests for leave. • To ensure that the Payroll & HR Administration Team is informed of any leave of absence arrangements which affect pay. • To keep up to date records of leave requests, updating the appropriate documents or the Manager Self Service system where available. • To ensure an employee is not subjected to detriment for requesting to take leave of absence, or for taking any leave which is approved. • Where discretion is exercised, full consideration is given to all the circumstances of the case, including (where appropriate) the closeness of the personal relationship of the person affected and conditions of service of the employee.