split_posts v1.0
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Dealing with Matters Relating to Employment Where the Responsibilities are Split over Different Services
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Doc Authors: AD HR Operations and Information, AD HR Consultancy, Senior Management Accounts Officer 1 of 4 1 November 2007
split_posts v1.0
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Contents
Contents ............................................................................................................................................. 2 Background ........................................................................................................................................ 3 Dealing with split funding or more than one role ................................................................................. 3 Dealing with working in multiple areas to multiple managers .............................................................. 4
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Doc Authors: AD HR Operations and Information, AD HR Consultancy, Senior Management Accounts Officer 2 of 4 1 November 2007
split_posts v1.0
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Background
UCL appoints staff and puts them in financially approved posts which are attached to organisation units. Posts are also linked to other posts within the self service tool MyView for administrative workflow purposes. The limitation applies as a post can only be connected to one organisation unit (the home department) likewise a post can only report to one post on the ‘Post to Post Reporting’ on MyView. 1. The typical relationship is one person doing one job in one post in an organisation unit reporting to one managerial post in an organisation unit. 2. A person may have more than one job then the relationship is one person doing more than one job each in a post in an organisation unit reporting to a managerial post in an organisation unit. 3. The problem arises when HR appoint people to do one job undertaking different roles reporting to different managers in different organisation units. Approach 3 above is normally eschewed as causing role and management ambiguity. The Vice Provost Administration and Director of HR have previously asked that all staff have a home department and manager for the purposes of attendance recording, performance management, development and supervision. The reason/s why this has not been adhered to in some employment contracts is not known and is outside the scope of this note.
Dealing with split funding or more than one role
This section seeks to set out how UCL Corporate Support Services should deal with setting up staff in accordance with the three above. If a person is performing one role and reporting directly to one manager then the person should be shown as in one post. If a person is performing two roles which result in the person reporting directly to different managers for each of those roles then the posts should be split into two (e.g. person is in one post currently but requires two posts split by the relative FTE in each post that relates to each role). The FTE split by role could also be represented currently by the employee having multiple cost codes. Personal files should be checked in all instances for existing employees. If a person is performing one role but has multiple cost codes which are split across two different departments then the home department and manager needs to be identified .
Source a paper by L Hammond, Senior Management Accounts Officer 25 January 2007 _______________________________________________________________________________
Doc Authors: AD HR Operations and Information, AD HR Consultancy, Senior Management Accounts Officer 3 of 4 1 November 2007
split_posts v1.0
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Dealing with working in multiple areas to multiple managers
In instances where there is one person working in multiple areas with multiple ‘managers’ then they are likely to be either academics or researchers. The rule below is suggested: researchers should have their home department and manager where the majority of their research is done and academics where the majority of their teaching is done.
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Doc Authors: AD HR Operations and Information, AD HR Consultancy, Senior Management Accounts Officer 4 of 4 1 November 2007