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{"sheet":"0. Guidance","index":0,"n_rows":21,"n_cols":4,"rows_kept":21,"cut":false,"hidden":false,"merged":[[20,2,20,3],[13,2,13,3],[11,2,11,3],[16,2,16,3],[1,2,1,3],[12,2,12,3],[19,2,19,3],[14,2,14,3],[17,2,17,3],[4,2,4,3]]}
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[null,null,"People Management Framework at Imperial \nSelf-Assessment Tool for Knowledge, Skills, Behaviours \nImperial Talent Strategy acknowledges the critical role that Line Managers play to enable people to perform well in their roles. It makes a clear commitment to equip Imperial managers with the skills and confidence to do their jobs properly. This Self-Assessment Tool is designed to support Line Managers in identifying their strengths and areas of growth for effective people management. It should take approximately 30 minutes to complete, and will prepare you for next steps to implement the People Management Framework. \nIMPORTANT: This document should be treated as a tool for self-development, it is not related to performance management."]
[null,null,"Your name:","Last updated on:"]
[]
[null,null,"Developmental Rating Scale for Self-Assessment"]
[null,null,"1 - Emerging Competence","You are beginning to build awareness and understanding in this area. There is opportunity for growth, and support or experience will help you develop further."]
[null,null,"2 - Foundational Competence","You have some experience or understanding, and are developing consistency in applying this skill. Continued practice and learning will strengthen your capability."]
[null,null,"3 - Established Competence","You demonstrate reliable and effective performance in this area. You meet expectations and show confidence in applying your skills."]
[null,null,"4 - Strong Competence","You consistently exceed expectations and show depth of experience. You contribute positively and may support others in developing this skill."]
[null,null,"5 - Expert Competence","You demonstrate exceptional capability and leadership in this area. Your expertise is well-established, and you are a role model or mentor to others."]
[]
[null,null,"How to use the Self-Assessment Tool"]
[null,1,"Line Managers are encouraged to use this self-assessment tool using the above scale of 1-5. You shall then discuss your results with your Line Manager with a view to identify areas of growth, so that they can also give input in your self-assessment."]
[null,2,"Your Line Manager will work with you to determine your developmental goals that you can work towards over next 3-6 months. Where more time is required, your Line Manager is expected to support you in setting your developmental objectives."]
[null,3,"The resources in each category will help you with your development at a pace that fits in with your schedule"]
[]
[null,null,"When to use and how often?"]
[null,null,"This will depend on the themes arising from the self-assessment. You are encouraged to use the tool at least once per term in order to keep your KSBs updated"]
[]
[null,null,"Contact the Talent & Culture team"]
[null,null,"All queries should be directed to Madiha Sajid on m.sajid@imperial.ac.uk (Manager for Learning & Talent)"]

{"sheet":"1. Knowledge","index":1,"n_rows":33,"n_cols":6,"rows_kept":33,"cut":false,"hidden":false,"merged":[[2,2,5,2],[6,2,10,2],[19,2,25,2],[11,2,17,2],[26,2,30,2]]}
[]
[null,null,null,"Knowledge","Rating (1-5)","Resources"]
[null,1,"Recruitment & Onboarding for Recruiting Managers","Recruitment process including drafting of job description, liasion with Staff Recruitment Hub, interview questions, assessments (if applicable) and chairing interview panels",null,"Staff Recruitment | Administration and support services | Imperial College London"]
[null,2,null,"Interview Skills for Inclusive Recruitment",null,"Interview Skills for Inclusive Recruitment | Administration and support services | Imperial College London"]
[null,3,null,"Induction & onboarding for new staff members",null,"Onboarding-and-Induction-Checklist-for-Managers_2025.pdf"]
[null,4,null,"Probationary review meetings & probation documentation",null,"Probation periods | Administration and support services | Imperial College London"]
[null,5,"Performance & Development","Setting work objectives relevant to team / department"]
[null,6,null,"Setting development objectives relevant to job description",null,"Career Development Support | Administration and support services | Imperial College London"]
[null,7,null,"Imperial Values & Behaviours framework",null,"Imperial Values & Behaviours framework"]
[null,8,null,"Imperial Essentials",null,"Imperial Essentials"]
[null,9,null,"Sexual Harrassment e-learning",null,"Sexual Harrassment e-learning"]
[null,10,"HR policies","Performance management process (informal & formal performance reviews)",null,"Performance Management Cycle | Administration and support services | Imperial College London"]
[null,11,null,"Raising disciplinary and grievance issues through Employee Relations team",null,"Raising disciplinary and grievance issues through Employee Relations team"]
[null,12,null,"Awareness on raising an Occupational Health Referral including Staff Referral & Self Referral ",null,"Staff referral | Staff | Imperial College London"]
[null,13,null,"Flexible working ",null,"Flexible working "]
[null,14,null,"Sickness absence management",null,"Sickness absence management"]
[null,15,null,"Annual pay review exercise",null,"Pay review | Administration and support services | Imperial College London"]
[null,16,null,"Redundancy offer **",null,"FAQs for Staff | Administration and support services | Imperial College London"]
[null,17,"Change Management","Principles & theories of Change Management **",null,"Toolkit for managing change"]
[null,18,"Equality, Diversity, Inclusion","Management of neurodivergent staff ",null,"Neurodiversity for managers | Administration and support services | Imperial College London"]
[null,19,null,"Disability for Managres, and workplace adjustments",null,"Disability for managers - implementing workplace adjustments | Administration and support services | Imperial College London"]
[null,20,null,"Microaggressions – Understanding subtle forms of discrimination and their impact.",null,"Microaggressions - What you should know | Rise 360"]
[null,21,null,"Intersectionality & the overlap of identities (e.g., race, gender, disability) ",null,"LGBTQ+ inclusion and mental health | Administration and support services | Imperial College London"]
[null,null,null,"Unconscious Bias for Managers",null,"Unconscious bias | Administration and support services | Imperial College London"]
[null,22,null,"Equality Act 2010 (for practitioners) & Public Sector Equality Duty (PSED) (for managers)",null,"Equality, diversity and inclusion at Imperial | Administration and support services | Imperial College London"]
[null,23,null,"Global EDI trends relevant for senior managers in international or cross-cultural teams **",null,"(PDF) Strategies for Managing Cross-Cultural Teams in Global Organizations"]
[null,24,"Managers of Academic & Research staff","Guidance for a newly appointed lecturer and leading first research group",null,"Academic’s Success Guide"]
[null,25,null,"Research integrity & maintaining professional boundaries in lab enviornments",null,"Research Environment Toolkit"]
[null,26,null,"Understanding of Research Security,  individual and institutional obligations, awareness of potential threats to the integrity of  UK’s research and innovation sector",null,"Trusted research - protecting your work | Research | Imperial College London"]
[null,27,null,"understanding of Research Integrity, relevant frameworks including the Research Integrity Concordat, research misconduct, research ethics, open access & authorship",null,"Research integrity | Research | Imperial College London"]
[null,28,null,"Managing Research groups (for Academic & Research Managers)",null,"Managing Research Groups | Administration and support services | Imperial College London"]
[]
[null,null,null,"** for Senior Managers only on Level 6 and upwards"]

{"sheet":"2. Skills","index":2,"n_rows":17,"n_cols":6,"rows_kept":17,"cut":false,"hidden":false,"merged":[]}
[]
[null,null,"Skills","Rating (1-5)",null,"Resources"]
[null,1,"Conducting meaningful ARCs with  a clear focus on performance",null,null,"ARC Skills (for Line Managers) | Staff | Imperial College London"]
[null,2,"Appropriate task delegation, discussions about workload, & mapping individual contribution to bigger picture",null,null,"Managers Induction – Getting Started as People Manager at Imperial | Administration and support services | Imperial College London"]
[null,3,"Setting clear objectives with clear measurable KPIs, and what is expected of the individual",null,null,"Managers Induction – Getting Started as People Manager at Imperial | Administration and support services | Imperial College London"]
[null,4,"Having performance based conversations giving positive & difficult feedback, giving recognition where appropriate",null,null,"Managing Underperformance | Administration and support services | Imperial College London"]
[null,5,"Crafting appropriate learning and development plans for individuals and teams  (career development)",null,null,"ARC Skills (for Line Managers) | Staff | Imperial College London"]
[null,6,"Having difficult conversations e.g. about health issues, confidential matters, team dynamics, etc. in a psychologically safe space",null,null,"Early Resolution Skills for Managers | Administration and support services | Imperial College London"]
[null,7,"Managing change effectively and demonstrating empathy at all stages",null,null,"Toolkit for managing change"]
[null,8,"Facilitating Inclusive Meetings – Ensuring all voices are heard, especially from underrepresented groups.",null,null,"Developing inclusive meetings | LinkedIn Learning"]
[null,9,"Demonstrating cultural intelligence **",null,null,"Moving toward cultural competence | LinkedIn Learning"]
[null,10,"Demonstrating emotional regulation e.g. is aware of own triggers",null,null,"Impression, impact, and self-awareness | LinkedIn Learning"]
[null,11,"Conflict resolution within teams",null,null,"The Highly Effective Manager | Administration and support services | Imperial College London"]
[null,12,"Providing or signposting support for mental health for staff / students",null,null,"Mental Health Awareness e-learning | Administration and support services | Imperial College London"]
[null,13,"Inclusion of a wide & diverse range of perspectives & approaches in decision-making and problem-solving",null,null,"Develop empathy for diverse perspectives through active listening, connection, and reflection | LinkedIn Learning"]
[]
[null,null,"** for Senior Managers only on Level 6 and upwards"]

{"sheet":"3. Behaviours","index":3,"n_rows":17,"n_cols":5,"rows_kept":17,"cut":false,"hidden":false,"merged":[]}
[]
[null,null,"Behaviours","Rating (1-5)","Resources"]
[null,1,"Demonstrates Imperial Values & Behaviours & brings them to life in every day interactions",null,"Imperial Values & Behaviours framework"]
[null,2,"Shows empathy and care towards team",null,"The importance of empathy | LinkedIn Learning"]
[null,3,"Holds own self accountable & asks for feedback from team",null,"Accountability is a mark of leadership | LinkedIn Learning"]
[null,4,"Engages with team and communicates regularly",null,"Effective Communication | Rise 360"]
[null,5,"Effective communication for teamwork and collaboration between teams and departments",null,"Effective Communication | Rise 360"]
[null,6,"Shows respect towards different points of views",null,"How can you respect differing views and communicate effectively?"]
[null,7,"Demonstrates openness to diverse ideas & opinions",null,"Lead and encourage diversity and inclusion | LinkedIn Learning"]
[null,8,"Addressing tensions or conflict within team",null,"Early Resolution Skills for Managers | Administration and support services | Imperial College London"]
[null,9,"Taking responsibility, being transparent & acting with integrity",null,"Accountability is a mark of leadership | LinkedIn Learning"]
[null,10,"Knowing how to disagree effectively & respectfully",null,"How to Disagree Productively, HBR"]
[null,11,"Challenging Non-Inclusive Behaviour – Active Bystander behaviours using the 4 Ds",null,"Active Bystander | Administration and support services | Imperial College London"]
[null,12,"Role Modelling Allyship – Actively supporting underrepresented colleagues.",null,"Championing EDI | Administration and support services | Imperial College London"]
[null,13,"Championing EDI Initiatives (Race Equality Charter, Athena Swan, Concordat, Disability Confident) – Advocating for and participating in institutional EDI efforts **",null,"Championing EDI | Administration and support services | Imperial College London"]
[]
[null,null,"** for Senior Managers only on Level 6 and upwards"]

{"sheet":"Summary Table with Heat Map","index":4,"n_rows":32,"n_cols":14,"rows_kept":32,"cut":false,"hidden":false,"merged":[[1,0,1,2],[1,8,1,10],[1,4,1,6]]}
[]
["Knownlegde Summary Table ",null,null,null,"Skills Summary Table ",null,null,null,"Behaviours Summary Table  "]
["S.No","Description","Rating (1-5)",null,"S.No ","Description","Rating (1-5)",null,"S.No","Description","Rating (1-5)"]
[1,{"$f":"'1. Knowledge'!D29","v":"Understanding of Research Security,  individual and institutional obligations, awareness of potential threats to the integrity of  UK’s research and innovation sector"},{"$f":"'1. Knowledge'!E29","v":0},null,1,{"$f":"'2. Skills'!C4","v":"Appropriate task delegation, discussions about workload, & mapping individual contribution to bigger picture"},{"$f":"'2. Skills'!D4","v":0},null,1,{"$f":"'3. Behaviours'!C8","v":"Shows respect towards different points of views"},{"$f":"'3. Behaviours'!D8","v":0}]
[2,{"$f":"'1. Knowledge'!D12","v":"Performance management process (informal & formal performance reviews)"},{"$f":"'1. Knowledge'!E30","v":0},null,2,{"$f":"'2. Skills'!C12","v":"Demonstrating emotional regulation e.g. is aware of own triggers"},{"$f":"'2. Skills'!D12","v":0},null,2,{"$f":"'3. Behaviours'!C13","v":"Challenging Non-Inclusive Behaviour – Active Bystander behaviours using the 4 Ds"},{"$f":"'3. Behaviours'!D13","v":0}]
[3,{"$f":"'1. Knowledge'!D31","v":"Managing Research groups (for Academic & Research Managers)"},{"$f":"'1. Knowledge'!E31","v":0},null,3,{"$f":"'2. Skills'!C7","v":"Crafting appropriate learning and development plans for individuals and teams  (career development)"},{"$f":"'2. Skills'!D7","v":0},null,3,{"$f":"'3. Behaviours'!C10","v":"Addressing tensions or conflict within team"},{"$f":"'3. Behaviours'!D10","v":0}]
[4,{"$f":"'1. Knowledge'!D8","v":"Setting development objectives relevant to job description"},{"$f":"'1. Knowledge'!E8","v":0},null,4,{"$f":"'2. Skills'!C9","v":"Managing change effectively and demonstrating empathy at all stages"},{"$f":"'2. Skills'!D9","v":0},null,4,{"$f":"'3. Behaviours'!C5","v":"Holds own self accountable & asks for feedback from team"},{"$f":"'3. Behaviours'!D5","v":0}]
[5,{"$f":"'1. Knowledge'!D14","v":"Awareness on raising an Occupational Health Referral including Staff Referral & Self Referral "},{"$f":"'1. Knowledge'!E14","v":0},null,5,{"$f":"'2. Skills'!C11","v":"Demonstrating cultural intelligence **"},{"$f":"'2. Skills'!D11","v":0},null,5,{"$f":"'3. Behaviours'!C9","v":"Demonstrates openness to diverse ideas & opinions"},{"$f":"'3. Behaviours'!D9","v":0}]
[6,{"$f":"'1. Knowledge'!D21","v":"Disability for Managres, and workplace adjustments"},{"$f":"'1. Knowledge'!E21","v":0},null,6,{"$f":"'2. Skills'!C15","v":"Inclusion of a wide & diverse range of perspectives & approaches in decision-making and problem-solving"},{"$f":"'2. Skills'!D15","v":0},null,6,{"$f":"'3. Behaviours'!C15","v":"Championing EDI Initiatives (Race Equality Charter, Athena Swan, Concordat, Disability Confident) – Advocating for and participating in institutional EDI efforts **"},{"$f":"'3. Behaviours'!D15","v":0}]
[7,{"$f":"'1. Knowledge'!D26","v":"Global EDI trends relevant for senior managers in international or cross-cultural teams **"},{"$f":"'1. Knowledge'!E26","v":0},null,7,{"$f":"'2. Skills'!C3","v":"Conducting meaningful ARCs with  a clear focus on performance"},{"$f":"'2. Skills'!D3","v":0},null,7,{"$f":"'3. Behaviours'!C6","v":"Engages with team and communicates regularly"},{"$f":"'3. Behaviours'!D6","v":0}]
[8,{"$f":"'1. Knowledge'!D11","v":"Sexual Harrassment e-learning"},{"$f":"'1. Knowledge'!E11","v":0},null,8,{"$f":"'2. Skills'!C6","v":"Having performance based conversations giving positive & difficult feedback, giving recognition where appropriate"},{"$f":"'2. Skills'!D6","v":0},null,8,{"$f":"'3. Behaviours'!C3","v":"Demonstrates Imperial Values & Behaviours & brings them to life in every day interactions"},{"$f":"'3. Behaviours'!D3","v":0}]
[9,{"$f":"'1. Knowledge'!D19","v":"Principles & theories of Change Management **"},{"$f":"'1. Knowledge'!E19","v":0},null,9,{"$f":"'2. Skills'!C10","v":"Facilitating Inclusive Meetings – Ensuring all voices are heard, especially from underrepresented groups."},{"$f":"'2. Skills'!D10","v":0},null,9,{"$f":"'3. Behaviours'!C11","v":"Taking responsibility, being transparent & acting with integrity"},{"$f":"'3. Behaviours'!D11","v":0}]
[10,{"$f":"'1. Knowledge'!D22","v":"Microaggressions – Understanding subtle forms of discrimination and their impact."},{"$f":"'1. Knowledge'!E22","v":0},null,10,{"$f":"'2. Skills'!C8","v":"Having difficult conversations e.g. about health issues, confidential matters, team dynamics, etc. in a psychologically safe space"},{"$f":"'2. Skills'!D8","v":0},null,10,{"$f":"'3. Behaviours'!C7","v":"Effective communication for teamwork and collaboration between teams and departments"},{"$f":"'3. Behaviours'!D7","v":0}]
[11,{"$f":"'1. Knowledge'!D16","v":"Sickness absence management"},{"$f":"'1. Knowledge'!E16","v":0},null,11,{"$f":"'2. Skills'!C14","v":"Providing or signposting support for mental health for staff / students"},{"$f":"'2. Skills'!D14","v":0},null,11,{"$f":"'3. Behaviours'!C4","v":"Shows empathy and care towards team"},{"$f":"'3. Behaviours'!D4","v":0}]
[12,{"$f":"'1. Knowledge'!D15","v":"Flexible working "},{"$f":"'1. Knowledge'!E15","v":0},null,12,{"$f":"'2. Skills'!C5","v":"Setting clear objectives with clear measurable KPIs, and what is expected of the individual"},{"$f":"'2. Skills'!D5","v":0},null,12,{"$f":"'3. Behaviours'!C14","v":"Role Modelling Allyship – Actively supporting underrepresented colleagues."},{"$f":"'3. Behaviours'!D14","v":0}]
[13,{"$f":"'1. Knowledge'!D17","v":"Annual pay review exercise"},{"$f":"'1. Knowledge'!E17","v":0},null,13,{"$f":"'2. Skills'!C13","v":"Conflict resolution within teams"},{"$f":"'2. Skills'!D13","v":0},null,13,{"$f":"'3. Behaviours'!C12","v":"Knowing how to disagree effectively & respectfully"},{"$f":"'3. Behaviours'!D12","v":0}]
[14,{"$f":"'1. Knowledge'!D20","v":"Management of neurodivergent staff "},{"$f":"'1. Knowledge'!E20","v":0}]
[15,{"$f":"'1. Knowledge'!D24","v":"Unconscious Bias for Managers"},{"$f":"'1. Knowledge'!E24","v":0}]
[16,{"$f":"'1. Knowledge'!D28","v":"Research integrity & maintaining professional boundaries in lab enviornments"},{"$f":"'1. Knowledge'!E28","v":0}]
[17,{"$f":"'1. Knowledge'!D10","v":"Imperial Essentials"},{"$f":"'1. Knowledge'!E10","v":0}]
[18,{"$f":"'1. Knowledge'!D13","v":"Raising disciplinary and grievance issues through Employee Relations team"},{"$f":"'1. Knowledge'!E13","v":0}]
[19,{"$f":"'1. Knowledge'!D23","v":"Intersectionality & the overlap of identities (e.g., race, gender, disability) "},{"$f":"'1. Knowledge'!E23","v":0}]
[20,{"$f":"'1. Knowledge'!D30","v":"understanding of Research Integrity, relevant frameworks including the Research Integrity Concordat, research misconduct, research ethics, open access & authorship"},{"$f":"'1. Knowledge'!E30","v":0}]
[21,{"$f":"'1. Knowledge'!D27","v":"Guidance for a newly appointed lecturer and leading first research group"},{"$f":"'1. Knowledge'!E27","v":0}]
[22,{"$f":"'1. Knowledge'!D18","v":"Redundancy offer **"},{"$f":"'1. Knowledge'!E18","v":0}]
[23,{"$f":"'1. Knowledge'!D9","v":"Imperial Values & Behaviours framework"},{"$f":"'1. Knowledge'!E9","v":0}]
[24,{"$f":"'1. Knowledge'!D25","v":"Equality Act 2010 (for practitioners) & Public Sector Equality Duty (PSED) (for managers)"},{"$f":"'1. Knowledge'!E25","v":0}]
[25,{"$f":"'1. Knowledge'!D7","v":"Setting work objectives relevant to team / department"},{"$f":"'1. Knowledge'!E7","v":0}]
[26,{"$f":"'1. Knowledge'!D6","v":"Probationary review meetings & probation documentation"},{"$f":"'1. Knowledge'!E6","v":0}]
[27,{"$f":"'1. Knowledge'!D5","v":"Induction & onboarding for new staff members"},{"$f":"'1. Knowledge'!E5","v":0}]
[28,{"$f":"'1. Knowledge'!D4","v":"Interview Skills for Inclusive Recruitment"},{"$f":"'1. Knowledge'!E4","v":0}]
[29,{"$f":"'1. Knowledge'!D3","v":"Recruitment process including drafting of job description, liasion with Staff Recruitment Hub, interview questions, assessments (if applicable) and chairing interview panels"},{"$f":"'1. Knowledge'!E3","v":0},null,null,null,null,null,null,null,null,null,null,"`"]