As a manager at the Harvard Chan School, your role is crucial to your staff’s success – and to SPH’s success as well. Your judgment steers our hiring decisions, and your encouragement helps new employees become familiar and engaged with the SPH community. Day by day, your actions and leadership motivate and guide your staff to excel at their jobs and pursue their goals. Overall, your commitment to both SPH and your staff is vital to maintaining the productive and rewarding community that drew you and others to our School.
We recognize that you have many responsibilities in addition to those of being a manager. For this reason, we’re happy to provide tools and resources (including consultation with an HR professional at any time) to help you supervise and lead those who report to you. On these pages you’ll find help in handling the various tasks of managing, such as posting a position, navigating the performance management process, dealing with leaves of absence, and developing staff. Also, because we look to today’s managers to transform and lead SPH into the future, we offer Leadership Development programs especially aimed at managers.
- HR Partnership, Policies, and Union Agreements
- Recruiting and Hiring
- Performance Management, Goal Setting, and Progressive Discipline
- Compensation and Job Reclassifications
- Work/Life Integration and Employee Assistance
- Leaves of Absence
- Engaging and Developing Staff
- Management and Leadership Development
- Organizational Effectiveness
- Navigating the SPH Systems
- Employee Departure Toolkit
Your HR Partner is truly your partner when it comes to addressing all types of workplace matters, providing guidance, advice, and answers that are informed by a deep understanding of SPH managers’ particular business needs and challenges. He or she is available to guide and coach you on matters such as recruitment, employee relations, organizational development, new employee on-boarding, compensation, retention, and career development, and may also connect you with existing resources within SPH and across all of Harvard to ensure that your needs are met.
Click here for a menu of policy statements, union agreements, forms, sample letters, checklists, and tips sheets for a variety of management topics including: Hiring, benefits, job reviews, performance management, compensation, independent contractors, progressive discipline, leaves, employee departures, records management, and HR systems.
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Your first managerial responsibility with respect to building your team is to recruit and hire top talent. Our Hiring Manager’s Guide provides a comprehensive, step-by-step roadmap for this process, from posting a position through conducting a 90-day performance review.
Click here for the forms needed to recruit and hire staff, and tips on topics such as interview questions and communicating about SPH’s Total Rewards compensation program.
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SPH’s Annual Performance Process is implemented each Spring, for every employee. Click here for resources for this process.
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Compensation: SPH’s salary review process is conducted annually by June 30. For HUCTW staff, please consult your HUCTW Contract. If you have questions regarding compensation, you should consult with your manager or your HR Partner.
Job Reviews/Reclassification: When a staff member’s job content and responsibilities have grown, it can be a good idea to review the position to ensure it is classified in the appropriate grade. If you have further questions, you should consult with your manager or your HR Partner.
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The benefits of working at SPH go well beyond salary and insurance. We are committed to helping employees succeed at balancing their life and work commitments, and encourage managers to extend that commitment to their teams. Please become familiar with Harvard’s many work/life benefits and communicate them to those who report to you.
Often employees are affected by events and circumstances beyond the workplace, or they may have trouble balancing responsibilities at work. The signals and results may be burnout, distraction from work, physical illness, or a myriad of other negative consequences. It’s important for managers to be alert to changes in performance, behavior, or attitude. Harvard provides many supports for employees, including:
- EAP One Pager (Quick Overview of EAP Services)
HARVie Overview of EAP Services
For consultation and referral, call Harvard’s EAP directly at 1-877-327-4278
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Recognizing and Helping the Stressed or Troubled Employee
Sometimes employees are affected by personal circumstances that affect their general well-being and ability to perform their job. SPH recently piloted workshops for managers on how to recognize and help stressed and troubled employees in the workplace. These sessions were facilitated by Harvard’s Employee Assistance Program, The Wellness Corporation. Click below to access the following information:
SPH Crisis / Emergency Contact List -This resource provides names and phone numbers for the support network at SPH: Harvard University Police, security, environmental safety, employee assistance program, human resource partners, faculty affairs, operations, and student affairs.
Managers and Supervisors Guide to Your Employee Assistance Program -This one pager published by the Kathleen Greer Associates, Harvard’s EAP, outlines different resources and services available to managers and supervisors.
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Whether FMLA, military leave, maternity, parental/adoption leave, personal leave, short-term disability, the forms on this page will help you and your staff to achieve smooth transitions.
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SPH staff are encouraged, engaged, and rewarded in many ways, well beyond their base pay. One route to employee engagement, which may be initiated or communicated by managers, is leading and motivating. The best managers – those whose teams are capable of the greatest impact – are those who take action to ensure that workers are engaged in their work, in the SPH community, and in our mission. ManageMentor offers online interactive instruction in becoming a motivational manager.
Recognizing and rewarding is another strategy for employee engagement. Positive feedback has a powerful effect on all of us. For this reason, SPH celebrates employee achievements in many ways. We encourage managers to make a habit of recognizing and rewarding staff as well as colleagues.
Harvard has several resources to help staff acquire the skills and knowledge to perform well in their current job, as well as prepare for future opportunities. Click here to explore resources available to you and your staff.
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Harvard Leadership Development Program is a competency-based curriculum to help Harvard employees transform from competent contributors to leaders capable of reinventing Harvard for the future. Please be sure to contact your Department Administrator if you are interested in participating in this program.
Coaching services through the university’s Center for Workplace Development are available (fee-based) for top-performing mid- to senior-level managers (grades 57-60, though that is flexible). Coaching helps employees become more effective in their current roles and prepare for upcoming challenges. Coaching is also available free of charge through SPH Human Resources department. Please contact your HR Partner for information about coaching services.
Managing@Harvard iSite, Harvard Manager Roles and Resources is a guide to the skills, knowledge, and capabilities – collectively known as competencies – that are most important for Harvard managers to possess. Here you will find definitions for each competency and key actions expected to be displayed at various levels of management (supervisor, mid-level manager, senior manager, executive). You will also find a comprehensive list of resources to help you develop these competencies and grow as a manager (articles, books, workshops, consulting and coaching services, Harvard departments, etc.).
Harvard ManageMentor provides dozens of online learning modules for fostering management skills and applying them on the job immediately. Each module supplies practical advice, step-by-step guides to daily management responsibilities, from running a meeting to developing a strategy, and downloadable tools, including audio downloads for every topic.
Camden Consulting Group designs and delivers practical solutions in five interconnected areas:
- Leadership Development
- Executive Coaching
- Team Effectiveness
- Leadership Assessments
- Organizational Alignment
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SPH is committed to helping you foster a productive workplace. Internal consulting is available through SPH or CWD to help you assess needs and define strategies to enhance the performance of individuals, teams, and departments.
- Team effectiveness
- Mission and strategy planning
- Organizational structure
- Roles and responsibilities
- Managing change
- Career and talent management
- Skills development program
Organizational consulting is available through two sources:
- Find your HR Partner
- The Center for Workplace Development (CWD)
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Like any large organization, Harvard has systems to follow and forms to fill out. Chief among these, for SPH managers, are: PeopleSoft, Wasabi, CREW and many more.
To receive or request access, the SPH User Security Request Form should be submitted by a Director.
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The Employee Departure Toolkit outlines the departure process, online form and procedures. Includes instructions, FAQs, check lists and more.
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