Common use of Management Arrangements Clause in Contracts

Management Arrangements. 7.1 This protocol sets out the line management arrangements for an integrated team. The manager of an integrated team: • Shall have the right to give any reasonable instructions to staff of the Boroughs, who are members of the team • Will manage staff in accordance with the expectations of the 3 Boroughs (reflecting the relevant policies and procedures) in matters relating to a range of areas, including but not exclusively relating to : - Health and safety; - Training and Development; - Code(s) of Conduct; - Conflict of Interests/Confidentiality; - Communications; - Performance Management & Appraisal; - Recruitment and selection; - Sickness Management; - Annual leave; - Grievance and discipline; - Whistle-blowing; - Bullying and harassment; - Work life balance/Improving Working Lives policies; - Equal opportunities; and - Staff and Trade Union Consultation. • It must be acknowledged that the management of integrated teams, particularly those that are not co-located, will place additional demands upon the manager of the team. Knowledge of many aspects of the 3 Boroughs HR policies and procedures will be a pre-requisite to applying staff management processes across the team. This will require training and support, with guidance from HR and line management, encouraging the development of managerial confidence and skill • The team manager must clarify roles and set clear outcomes for the team as a whole and ensure that there are regular meetings balanced with one to ones in order to develop team skills and coherence • Clear lines of accountability must be established, including responsibilities and reporting requirements.

Management Arrangements. 7.1 This protocol sets out the line management arrangements for an integrated team. The manager of an integrated team: • − Shall have the right to give any reasonable instructions to staff of the BoroughstheCouncils, who are members of the team • − Will manage staff in accordance with the expectations of the 3 Boroughs Councils (reflecting the relevant policies and procedures) in matters relating to a range of areas, including but not exclusively relating to : - • Health and safety; - • Training and Development; - • Code(s) of Conduct; - • Conflict of Interests/Confidentiality; - • Communications; - • Performance Management & Appraisal; - • Recruitment and selection; - • Sickness Management; - • Annual leave; - • Grievance and discipline; - • Whistle-blowing; - • Bullying and harassment; - • Work life balance/Improving Working Lives policies; - • Equal opportunities; and - • Staff and Trade Union Consultation. • − It must be acknowledged that the management of integrated teams, particularly those that are not co-located, will place additional demands upon the manager of the team. Knowledge of many aspects of the 3 Boroughs Councils’ HR policies and procedures will be a pre-requisite to applying staff management processes across the team. This will require training and support, with guidance from HR and line management, encouraging the development of managerial confidence and skill • − The team manager must clarify roles and set clear outcomes for the team as a whole and ensure that there are regular meetings balanced with one to ones in order to develop team skills and coherence • − Clear lines of accountability must be established, including responsibilities and reporting requirements.

Management Arrangements. 7.1 10.1 This protocol sets out the line management arrangements for an integrated team. The manager of an integrated team: • Shall have the right to give any reasonable instructions to staff of the Boroughs, who are members of the team • Will manage staff in accordance with the expectations of the 3 Boroughs (reflecting the relevant policies and procedures) in matters relating to a range of areas, including but not exclusively relating to : - Health and safety; - Training and Development; - Code(s) of Conduct; - Conflict of Interests/Confidentiality; - Communications; - Performance Management & Appraisal; - Recruitment and selection; - Sickness Management; - Annual leave; - Grievance and discipline; - Whistle-blowing; - Bullying and harassment; - Work life balance/Improving Working Lives policies; - Equal opportunities; and - Staff and Trade Union Consultation. • It must be acknowledged that the management of integrated teams, particularly those that are not co-located, will place additional demands upon the manager of the team. Knowledge of many aspects of the 3 Boroughs HR policies and procedures will be a pre-requisite to applying staff management processes across the team. This will require training and support, with guidance from HR and line management, encouraging the development of managerial confidence and skill skill. • The team manager must clarify roles and set clear outcomes for the team as a whole and ensure that there are regular meetings balanced with one to ones in order to develop team skills and coherence coherence. • Clear lines of accountability must be established, including responsibilities and reporting requirements.

Management Arrangements. 7.1 This protocol sets out the line management arrangements for an integrated team. The manager of an integrated team: •  Shall have the right to give any reasonable instructions to staff of the Boroughs, who are members of the team •  Will manage staff in accordance with the expectations of the 3 Boroughs (reflecting the relevant policies and procedures) in matters relating to a range of areas, including but not exclusively relating to : - Health and safety; - Training and Development; - Code(s) of Conduct; - Conflict of Interests/Confidentiality; - Communications; - Performance Management & Appraisal; - Recruitment and selection; - Sickness Management; - Annual leave; - Grievance and discipline; - Whistle-blowing; - Bullying and harassment; - Work life balance/Improving Working Lives policies; - Equal opportunities; and - Staff and Trade Union Consultation. •  It must be acknowledged that the management of integrated teams, particularly those that are not co-located, will place additional demands upon the manager of the team. Knowledge of many aspects of the 3 Boroughs HR policies and procedures will be a pre-requisite to applying staff management processes across the team. This will require training and support, with guidance from HR and line management, encouraging the development of managerial confidence and skill •  The team manager must clarify roles and set clear outcomes for the team as a whole and ensure that there are regular meetings balanced with one to ones in order to develop team skills and coherence •  Clear lines of accountability must be established, including responsibilities and reporting requirements.