Information Services Management Development Programme

17th June 2011

Gill WoodhamsAssistant Director - Planning and Administration

IS Management Development Programe - SAFUIS June 2011

Information Services in 2009

•Successful service delivery over many years acknowledged by the University

• Internal recognition:• Hardworking and competent staff who want to deliver professional services.

• Management team too large

• Poor cross team communication and collaboration

• Some duplication of services

• More to be done than could be accomplished by existing configuration of teams

• We needed to look at how we worked and consider how we could improve our approach

• We needed to prioritise

• Decide what to do and what not to do

• Decide when to stop and move on to the next priority

Information Services in 2011

• Hardworking and competent staff who want to deliver professional services

• Management team reduced from 7 section heads to 4 AD’s

• A more hierarchical structure - new line management posts

• Almost every job description re-written and graded through HERA

• Internal and external communications policies adopted and in use

• New departmental strategy developed and endorsed by the University

• New project management methodology adopted across department – all work must be clearly linked to the IS Strategy

• More consistent working practices across Library and IT

IS Management Development Programe - SAFUIS June 2011

IS Management Development Programe - SAFUIS June 2011

Information Services in 2011 (2)

• 149 staff FTEs plus significant ‘irregular’ staffing

• £9m annual budget

• 120+ projects plus ‘business as usual’

• 100+ frontline service hours a week

• 24/7/365 delivery of IT services

• 8,000 customers a day in the Library

• 4,500 students connect their PCs to the network

• + + + + +

IS Management Development Programe - SAFUIS June 2011

Information Services

IS Management Development Programe - SAFUIS June 2011

Which way are we pulling?

Staff would like:

• Security and certainty

• Well defined and satisfying work

• Freedom to operate

• Appropriate resources

• Appropriate accommodation

• To be happy at work

• Recognition for doing an excellent job

• Satisfied customers

• A University that is recognised for excellence

The University would like:

• Agility

• Flexibility

• Value for money

• High performance

• World leading services and facilities

• Content and valued staff

• Satisfied customers

• A University that is recognised for excellence

• A successful and sustainable University

To achieve all this we need:

Well trained, competent and confident managers at every level of the organisation

IS Management Development Programe - SAFUIS June 2011

The Programme:

• For all managers (however long in post)

• 40 staff identified (UCEA Grades 5 – 9)

• Programme developed with UoK HR and Staff Development team

• Endorsed and supported by IS SMT

• Launch event in early March 2011

• 4 x MBTI workshops in May/June 2011

• Self-assessment and needs development planning

• Discussion with line manager

• Online questionnaire for development preferences• https://survey.kent.ac.uk/is-management

• Courses to run from September 2011

IS Management Development Programe - SAFUIS June 2011

The Programme Content The Fundamentals of People Management Managment Effectiveness Strategic Leadership

Personal Development Workshop (MBTI) Personal Development Workshop (MBTI) Personal Development Workshop (MBTI)

Supporting New Starters and Induction Conflict Management and Resolution University and IS Strategy

Conducting Appraisals Managing IS Budgets / Finance Overview Managing Organisational Change

An Introduction to People Management ITIL Methodology London Business Forum Event

Effective Time Management Managing Under Performance Mentoring Skills

Equality and Diversity Overview Managing Project Teams Mediation Training

Promoting Dignity at Work and Study Recruitment and Selection

Sickness / Absence Recording Effective Networking

An Introduction to Recruitment Developing Coaching and Mentoring Skills

An Introduction to the Role of HR Negotiating and Influencing Skills

Sickness Absence Management

Managing Effective Team Meetings

Fire and Safety Awareness Action Learning Sets / Mentoring / 'Buddy System' / Individual Development Plans

Professional Development

IS Management Development Programe - SAFUIS June 2011

IS Management Development Programe - SAFUIS June 2011

Delivering results

•146 well meaning and dedicated staff need direction

•Team leaders and managers have an important role in:

• Co-ordinating and guiding staff effort

• Supporting staff

• Tapping and filtering expert knowledge and applying it to achieve deliverable solutions and services

• Focusing limited resources on priorities

• Improving our processes and making them and their results more robust

•Understanding, using and promoting our management tools

Questions ?