An Introduction to People Management
for Principal Investigators
Presented by
Sue Moore – Human Resources
Human Resources
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Objectives
• Overview of your people management obligations as a PI including:
• Recruitment and selection practices
• Performance management routines including probation
• Aware where to access policies and procedures and where to go to
for support
• An understanding of the use of fixed term contracts and how to
legally end them
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Keele Recruitment Processes
• Use fair and equitable processes
• Plan and prepare to ensure the process is effective
and professional
• Aim to provide a positive experience for all applicants
• Highlight the University as an employer of choice
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Probation
• Researcher – 6 months probation
• Unsatisfactory performance – do not confirm
probation
• Misconduct is addressed under the University’s
disciplinary procedure but not isolated from
probation which checks both conduct and
capability
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Probation - Responsibilities
• Manager – expected to clarifies expectations, give support and
training to prevent misunderstanding (no surprises), review and
give constructive feedback.
• Employee – expected to wwork to standards to meet the agreed
objectives/targets within set timescales; be proactive in seeking
support from their manager if they have concerns about the
requirements of the job or their ability to meet them. Also to
discuss their needs for training/guidance/support they feel are
necessary to help them achieve the expected standards of
performance.
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Performance Management
What is performance management?
“A process which contributes to the effective management
of individuals and teams in order to achieve high levels of
organisational performance. As such, it establishes shared
understanding about what is to be achieved and an
approach to leading and developing people which will
ensure that it is achieved.”
ARMSTRONG, M. and BARON, A. (2004)
Managing performance: performance management in action
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What is it?
• It is not just about poor performance!
• On-going process – not a single event.
• Continuous improvement of skills, behaviour and
contribution.
• Shared expectations.
• Inter-relationships.
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What is it… cont?
Planning – objectives and goals
Identifying and prioritising desired results
Setting standards.
‘If you can’t measure it, you can’t manage it!’
Continuous monitoring
Regular review – reinforce/intervene
Feedback
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Procedures/Support
• Probation and Progression
• Fixed-Term Working Policy & Procedure
• Staff Performance Review and Enhancement
(SPRE)
• Coaching/mentoring
• Learning and Professional Development
• Human Resources Department
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Procedure for Ending a FixedTerm Contract
• Ending a fixed-term contract is a dismissal in law –
important we follow a correct procedure
• The majority of research fixed-term contracts will
end because of redundancy
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Process
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Initial notification
Consultation meeting must be held
Consultation period commences
Decision meeting
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What happens if the procedure
isn’t followed?
• Employees can appeal against the end of their
fixed term contract
• With 2 years continuous service employees can
claim unfair dismissal
• Without 2 years service are covered against
discrimination/whistleblowing on first day of
employment
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And finally…
Any questions?
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