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www.surreycc.gov.uk

Making Surrey a better place

Surrey Manager Induction

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Surrey Council

Contents

3 Welcome

4 How to use this module

5 My key induction connections 6 My induction and onboarding

7 Practical things to do

8 My role and responsibilities What is expected of you? Our Values, People Strategy and Making a Difference

12 Equalities and inclusion 13 Health, safety & wellbeing 14 My development Supporting your development

Next steps

17 Appendix

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Welcome Dear Manager, Welcome to Surrey County Council and congratulations on your new appointment. We take pride in our staff, and recognise the vital role and impact of our managers on the work experience of the individuals and teams that they manage. This is why we have developed this self-directed module to start you off on the right track and transition you from new recruit to a high performing manager. By the end of this module, you should be:

Familiar with the main aspects of your role as a Surrey manager

Aware of the key processes you will need to follow

Able to locate the relevant policies, procedures and people needed to support your role We encourage you to proactively invest in continual professional development throughout your career. We hope that this induction module and other associated resources and events help you to settle well into your new role.

For more information about this guide or your role, please call MyHR Helpdesk on extension 419 000

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How to use this module The guide is not just to be read through – it requires you to read, digest and then take action. In the guide you will find things to think about, to analyse and research. The guide uses the following common symbols throughout which signify activities, research points or the opportunity to ask questions:

The Surrey Manager Induction guide should be read alongside the ‘Induction Guide for New Employees’

Work through the activities at your own pace however, please try to complete them before your performance review meeting (3 months after you start your new role). You should have a 1, 3 and 6-month meeting during your probationary period.

At the end of the module, there is a checklist for you to complete to help you keep on track to ensure that all the essential activities have been completed.

An activity that needs to be completed

Reference material – a prompt to research and review

To gain knowledge

Pause for thought – spend some time reflecting on the text and its implications for you

Web resources

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My key induction connections

Roles and responsibilities of your key induction connections are explained more fully in the ‘Induction Guide for New Employees’. Your Line Manager retains overall responsibility for your induction and is your priority contact. For some specialist and more senior roles, there will be other internal and external people who will be useful contacts.

YOU

Your line manager

(main contact)

Induction buddy

Peer support

Team members

Specialist contacts

Coach/Mentor

HR Relationship Team

Organisational

& People Development

Team

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My Induction and onboarding In addition to this self-directed induction module, there are a number of other activities, events and resources that you need to be aware of:

MyLearningExtra This is the Council’s e-learning portal. You should have received a link to the induction section of MyLearningExtra prior to starting work at Surrey County Council. The induction section highlights information about the Council, what new employees need to know and the e-induction modules that you need to complete.

Team Induction When you join your team, your manager will ensure that you are well integrated into the team. It is important that you know about internal processes and systems.

Welcome to Surrey Event All new managers and employees must attend the half-day experiential induction event hosted by the Council. This event will provide the opportunity for you to find out about different Council services and to meet and network with other colleagues.

Corporate Induction Training Modules There are some core induction training/workshops (please see Core Induction Training) which you must attend within your first six months.

Role-specific Induction Training Depending on your particular role, you may need to undertake some specific training which must be agreed by your manager, and will help you perform your job efficiently

On-going on boarding Your manager will continue to implement activities that will help you become well settled into the role, team and the Council as a whole.

MyLearningExtra (e-induction)

Internal team induction

Welcome to Surrey event

Corporate induction training modules

Role-specific induction

Ongoing onboarding

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Practical things to do A lot of the activities contained within this module require you to be familiar with our local intranet, s-net and the MyLearning section of our Staff Portal. It is advisable for you to read through the ‘Induction Guide for New Employees’ as this will give you the background information you need before starting to complete the activities in this Manager induction module.

Date Completed

Read through the ‘Induction Guide for New Employees ---------------

Access MyLearningExtra web pages and complete the e-induction ---------------

Access MyLearning web pages via the Portal ---------------

Access our Code of conduct ---------------

on s-net

You may wish to set up a personal development folder to keep the key documents you need to read and use during your induction period.

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My Role and Responsibilities Some of the key areas you will be responsible for are:

Managing and developing teams and individuals

Managing health, safety and wellbeing

Managing performance through people

Managing absence

Managing change

Managing value Some managers will also be responsible for:

Managing budgets

What is expected of you

There are a number of ways to understand what Surrey expects of you as a manager. All the above areas of responsibility are underpinned by our corporate values, the people strategy promises and making a difference appraisal behaviours, which apply to all staff and can be interpreted to apply to your role as a manager.

Our Values:

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People Strategy Promises:

As a manager you will be driving the implementation of Surrey County Council’s promises to its people.

Promise: Everyone will have an effective annual appraisal

You must make sure all your staff have an annual appraisal and record it on The Portal.

Promise: Everyone will have a development plan linked to their goal and organisational

goals

You will agree and review the personal development plans for team members as part of the

performance appraisal process.

Promise: Everyone will have a fair and manageable workload

You will review individual workload and priorities during regular one to one discussions with staff.

Promise: Everyone will have regular time with their manager focused on their performance

Your role: You will have one to one meetings with individual staff to monitor progress to support

and improve performance.

Promise: We will help each other and act early when someone needs extra help and

support

You will provide necessary support to your team members as required.

Promise: Every team to have regular team meetings / discussions

You will hold meetings with team members at least once a month.

Promise: Everyone will have the right equipment and training to enable them to do their job

You will check that staff have the right equipment and are trained on how to use it.

Promise: Everyone will have the equivalent of 36 hours a year training & development

You will support staff to identify and take up relevant development opportunities.

Promise: Every manager will undertake the people management development modules

Promise: Everyone will receive coaching training

You will use and promote coaching in your day to day activities.

Promise: Everyone will be trained to a minimum level of IT competency

You will assess staff needs to develop IT skills necessary for their role.

Promise: We will maximise smarter working

You will integrate new ways of using work behaviours, technology and spaces.

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Making a difference behaviours:

These behaviours underpin effective performance as a manager.

Behaviour: Lead by example

You model behaviour that shows respect, helpfulness and co-operation.

You work to develop an atmosphere of professionalism and mutual support.

Behaviour: Think ahead

You work towards a clearly defined vision of the future.

You take opportunities when they arise to achieve longer-term aims.

Behaviour: Get things done

You prioritise objectives and plan work to make best use of time and resources.

You take and implement difficult and/or unpopular decisions, if necessary.

Behaviour: Respect everyone I deal with in the course of my work

You treat individuals with respect and act to uphold their rights.

You show a clear understanding of different customers and their needs.

Behaviour: Work together

You consider the impact of your own actions on others.

You clearly agree what is expected of others and hold them to account.

Behaviour: Act fairly and inclusively

You show integrity, fairness and consistency in decision-making.

You ensure that your behaviour, words and actions and those of people working for you support a commitment to equality of opportunity, diversity and inclusion.

Behaviour: Develop others

You make time available to support others by encouraging and support them to make best use of their abilities.

You give feedback to others to help them develop their performance.

Behaviour: Develop ourselves You display a curiosity to learn and try out new things.

You agree challenging but achievable objectives for yourself and give a consistent and reliable performance.

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Date Completed Look at your job description to understand

the specific things expected of your role ---------------

Locate the people strategy document and spend time reading it ---------------

Check s-net for information on our --------------- corporate ‘values’ and priorities

Find the appraisal records and personal ---------------

development plans for each team member How do the appraisal records and personal development plans feed into the team, --------------- department and Council’s strategic priorities?

Arrange introductory meetings with your

direct reports and team. --------------- Arrange a meeting with your own manager.

Suggested areas of discussion are: ---------------

Key priorities for you and your team

Team roles and responsibilities

Your objectives and development

Competency level and strengths of your team members

Key contacts in other organisations

Finance and procurement procedures

Healthy, safety and wellbeing

Risk management

HR forms

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Draw up a programme for meeting key --------------- contacts and colleagues. Consider:

Who influences, supports or impacts your role and team

Any networks or groups that can be accessed either within the Council or externally

What you wish to discuss with each person

Find out details of your HR Relationship Team and contact them to arrange a meeting ---------------

Your HR Relationship Team will provide you with relevant guidance and support. Or call MyHR Helpdesk on 419 000

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Equality and Inclusion

Surrey County Council is committed to providing a culture whereby diversity and achieving equality of opportunity are practiced and promoted, and contribute directly towards achieving the council's four key values:

Respect

Trust

Listen

Responsible

Surrey County Council recognises the benefits of having a diverse workforce and is working towards building and maintaining positive and inclusive workplaces, where everyone feels valued and respected.

Mainstreaming equality and inclusion is a high priority and we are working towards ensuring our workplace practice is modern and diverse.

Date Completed

Take some time to familiarise yourself with --------------- Surrey’s equality and diversity policies and procedures (which you can access on s-net).

Check the local intranet for information --------------- on mediation, fairness champions and equalities impact assessment

Attend the ‘Equality and inclusion matters’ --------------- training. Please note that will be booked unto this training automatically, and you should have been in post for 3 months before attending.

If you are an existing member of staff, and have been promoted to a manager role, it is recommended that you re-visit and spend some time reading Surrey’s equality and diversity policies and procedures.

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Health, Safety and Well-being

As a manager, you have a responsibility to your staff for their health and safety. You are also responsible for your own health and safety.

Date Completed

Take some time to familiarise yourself with --------------- Surrey’s health and safety policies and procedures (which you can access via our local intranet).

Please make sure you read our Health and Safety Manual --------------- www.surreycc.gov.uk/safetymanual.

If you have not already done so, book and attend: ---------------

Health & Safety Managers Induction *There is a 3-year refresher e-learning programme for all managers Refer to the Health and Safety pages of our ---------------

local intranet for further information on Health and Safety at Surrey.

If you are an existing member of staff, and have been promoted to a manager role, it is recommended that you re-visit and spend some time reading Surrey’s health and safety policies and procedures.

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My Development Below are different activities you will be doing as part of your induction and continuous development:

People Management

Pathways

STARS

Manager's Core Skills

Coaching

& Advanced Coaching

Others:

Peer support, networking, briefings,

external events, shadowing, personal reading and research,

web resources etc.

Leadership Programmes

ILM

Courses

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Your role as a Surrey manager is vital to the success of the Council. You need to plan the work of your team, recruit and retain staff, plan for and manage change, monitor the quality of work and provide learning and development opportunities for the team. Surrey County Council is committed to increasing the capacity of its leaders and managers and offers a comprehensive Management Development programme to all existing, new and aspiring managers. As a new manager, (either new to Surrey or new to a manager role), you are required to attend all the 9 modules in the People Management Pathways within 2 years of starting in your role. However, please note that you must complete the 2 modules below within your first 3 months:

Managing Performance through People

Recruitment and Selection – Policy and Process

In addition to your other induction activities, these two events will help you to recruit the most appropriate people for the job, provide them with a robust induction, use performance management skills to engage, inspire and empower, and facilitate learning and development opportunities to enable them to become valuable, high performing members of your team. You should also find out more about coaching in Surrey, and sign up for coaching support. The management development training brochure consists of several half day, one day, two day and bite size workshops and events. The event details, including dates, venues, timing and event objectives can be accessed via MyLearning in the Staff Portal. You can also download the management development brochure from our local intranet.

Date Completed Book and attend: --------------- - Managing Performance through People

- Recruitment and Selection – Policy and Process

Identify which of the management development --------------- Programmes will help you and discuss your needs with your manager.

Book to attend relevant courses and events --------------- Agree dates for regular one-to-one meetings --------------- with your manager. Sign up for a coach and book to attend -------------- one of our coaching workshops

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Supporting your development

Your manager will provide you with support, advice and guidance for your development throughout your career with us. Organisational Development Advisors and HR Advisors are also available to support you in your new role as a Surrey manager. (You can contact them via MyHR Helpdesk on extension 419 000)

Next steps Now that you are near to completing the activities within this module, you need to review whether you fulfil these expected outcomes:

Understand Surrey’s key priorities and how you and your team fit into them

Carry out your role and responsibilities to the standards expected

Map out a personal development plan to ensure your continuous development

Know where to find further information and who to contact for support

Date Completed

Review all your induction activities and complete --------------- the induction checklist on the next page.

Do you think you have achieved the outcomes --------------- above? If not, what else needs to be done? .

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Appendix 1

Surrey Manager Induction Checklist (Tick when completed) Induction Signposts activities:

Read ‘Induction Guide for New Employees’

Local Induction to the role and team completed

All Health & Safety e-Induction completed

Attended the Welcome to Surrey event

Attended or booked to attend all ‘compulsory induction training modules’

People Management Module activities:

Regular one to one meetings with manager booked

Introductory team and individual meetings held

Attended or booked to attend ‘Managing Performance through People’

Attended or booked to attend Recruitment & Selection – Policy & Process

Met with or arranged to meet with your HR Advisor

Met with or arranged to meet with your Organisational Development Advisor

Located and reviewed people strategy document

Development needs discussed and development plan agreed

Booked to attend relevant management development events

Located and read relevant policies and procedures

Induction activities reviewed

Performance appraisal meeting date booked

Signed up for coaching

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Appendix 2 Compulsory Induction Training Modules

Pre-Arrival: Compulsory e-learning induction modules for all new managers

Introduction to Surrey County Council

Understanding SCC political environment

Compulsory induction modules for all new managers

Type When

1 Half-day Welcome to Surrey event ( Experiential 1-3 months

2 Information security e-learning 1st week

3 Display screen equipment e-learning 1st week

4 H&S managers induction (full day) Classroom-based 1-3 months

5 Managing the customer promise (half day)

Classroom-based 1-3 months

6 Appraisal skills for managers (half day) Classroom-based 1-3 months

7 Equality & inclusion (full day) Classroom-based 3-6 months

8 People management pathways* The three modules below must be completed in the first three months: -Managing performance through people -Recruitment and selection – policy & process

Classroom-based Classroom-based Classroom-based

1-24 months 1-3 months 1-3 months

9 Coaching E-learning 1-6 months

Recommended induction modules for all new managers

1 Business continuity for managers

2 Equalities impact assessment

3 Creating value in SCC

4 Creating & managing budgets

5 Financial acumen

6 Financial awareness

7 Managing value in SCC

8 Practical budget monitoring

Find out more

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We hope you’ve found the information in this guide useful. If you have any queries please call MyHR Helpdesk.

Call extension 419 000 Monday to Friday between 9am to 5pm