Principles and statement of intent
To ensure the smooth running of Bumbles Day Care at all times, it is important to identify the procedure for dealing with absences of the Manager.
Bumbles Day Care currently employs Persons in Charge who work alongside the Managing Director. In addition, there is a wording on the Co-ordinator Job Description which indicates that they may need to deputise for the Management team.
- As stated in the Job Summary section of the Coordinator Job Description, “You may be required to undertake some Person-In-Charge responsibilities in the absence of a Manager, Deputy Manager or Senior Coordinator.”
We have a very strong team at Bumbles and from the outset, when employing Co-ordinator staff, we identify those staff who show the abilities required, if necessary, to take on more responsibility e.g. taking charge when Persons in Charge are engaged in a meeting etc.
Managing in the absence of a manager
- All planned absences of the Manager are authorised by the Managing Director and the Manager must highlight that appropriate cover is in place to cover the absence.
- Annual Leave will only be authorised if appropriate cover is available.
- Unplanned absences of the Manager should firstly be recorded in an email to hr@bumblesdaycare.com (stating nature sickness and likely duration if known) which notifies the Managing Director. The absent Manager must also contact a member of the Senior Team to arrange immediate cover.
- The Managing Director will liaise appropriately with the Person in Charge who is deputising for the absent manager to check that all is covered.
- Where absences are for a prolonged period of time e.g. due to sickness etc, the Managing Director will liaise with the Persons in Charge on a daily basis and ensure that work load is manageable and prioritised appropriately.
- All management monitoring and reporting processes and procedures are known by Persons in Charge and these would continue to be completed, as normal.
- When any periods of absence occur, it is important to review how everything was covered and to identify any training needs and / or identify the strengths of individuals providing the cover and the personal development achieved. This would normally be picked up during the time when the Manager is absent and then again during the Performance Review process. The process provides a tool for clarifying expectations and priorities, and for monitoring performance.