The Role of the Manager | University Human Resources

The role of a manager is to lead, support, and guide staff to perform at their highest levels. The following are expectations of all managers at Brown University with some suggestions for relevant development opportunities.

Expectation	Development Opportunity
Ensure all employees are treated fairly, with dignity and respect	Communication: Connect Through Conversations
Foster and promote diversity and inclusiveness	Diversity and Inclusion Toolkit Preventing Discrimination and Sexual Violence: Title IX, VAWA and Clery Act
Know and adhere to Brown’s policies and procedures, including workplace safety and more.	University Policies
Embrace and successfully lead change	Leading your Team Through Change
Build strong workplace relationships on their team and across the University Recruiting & Staffing Foster teamwork and create a culture of productive collaboration and exemplary customer service Work with staff to set organizational and individual goals Hold staff accountable and effectively manage performance	Recruitment & Staffing Leading a Customer Service Team Performance Management Toolkit for Managers Coaching: Move People Forward Addressing Poor Performance Communication: Connect Through Conversations
Provide timely, meaningful, actionable feedback	Communication: Connect Through Conversations
Plan and delegate work efficiently	A Leader’s Guide to Delegating
Address and resolve workplace conflict, for additional information contact: Employee & Labor Relations	Resolving Workplace Conflict
Develop and retain staff; support their professional development and serve as a role model by sharing your professional development goals and achievements	Developing Yourself and Others
Use emotional intelligence in positive ways to communicate effectively, empathize with others, and relieve stress	Leading with Emotional Intelligence Working Together to Increase and Spread Empathy
Review and assess the success of the goals, plans, and the allocation of employee and other resources	Performance Management Toolkit for Managers Resources & Tools
Recognize and reward employees’ achievements	Developing Yourself and Others How Full Is Your Bucket? (Book) Excellence Awards

Curated Resources for Managers

The following resources have proven useful to past and present leaders at Brown.

resources	description
Ombudsperson	The Ombuds Office provides an independent, confidential, neutral and informal resource for faculty, staff, postdoctoral fellows and associates, graduate students and medical students who have concerns arising from or affecting their work and studies at Brown.
Faculty Staff Assistance Program (FSAP)	Sometimes personal problems arise and outside professional advice is needed. Not sure where to turn? The Faculty/Staff Assistance Program (FSAP), administered by e4 Health, is a benefit to help employees and their families handle personal concerns.
Anti-Discrimination Policy	Brown University is committed to creating a work environment for its staff and other members of the University community (including students, faculty, postdocs, and visitors) free from unlawful discrimination and harassment, including sexual harassment.
Performance Development Cycle	University Human Resources recently revised its performance development program for staff in order to drive more frequent and effective conversations between managers and their direct reports.
Managers Using Workday	Training resources for utilizing Workday.
LGBTQ+ Center	The LGBTQ Center provides a comprehensive range of education/training, cultural, social and educational programming, support services and advocacy services to the entire Brown Community. The Center works to create and maintain an open, safe, and inclusive environment for lesbian, gay, bisexual, transgender, queer and questioning students, faculty, and staff, their families and friends, and the campus community at large.

For questions or comments, please email [email protected].