1. LSE Health
LSE Health is a research centre located within LSE Health and Social Care at the London School of Economics and Political Science. It is affiliated with the Department of Social Policy, the Department of Management and the Accounting Group.
The mission of LSE Health is to advance, transmit and sustain knowledge and understanding through the conduct of research, teaching and scholarship at the highest international standards, for the benefit of the international and national health policy community. We aim to expand and improve conceptual frameworks, apply new methodologies, encourage debate about issues raised by research developments and introduce new questions or themes that will contribute to policy discussions. The Centre is committed to interdisciplinary research that benefits policy makers and health professionals. To support this mission the Centre's key priority is to recruit, develop and retain staff of the highest quality and provide a working environment that enables staff to optimise their contribution to the Centre.
Our values are:
Research for public benefit - We are committed to carrying out research which may lead to evidence-based decision-making. We seek to explore the implications of research results and to share them with the wider policy community. Excellence - We are committed to the pursuit of excellence in research, policy advice, publications and dissemination activities. Integrity - We are committed to integrity, responsibility and consistently high standards in all our dealings, both internally and externally. Accountability - We believe that we are accountable for our actions to the public and to our partner organizations, and we are prepared to place ourselves under appropriate scrutiny. We welcome the counsel of outside organisations, policy-makers and academics. Equity - We will ensure that our policies and practices do not discriminate unfairly or lead to other forms of unjust treatment.
4. LSE Health structure
LSE Health is organised in four section distinguished by research topic: international heath policy (including the European Observatory on Health Systems and Policies), health economics, health systems analysis and demography and health. Each programme has a head (currently Elias Mossialos, Alistair McGuire, Gwyn Bevan and Mike Murphy respectively).
Each member of the Centre is either an employee or visiting appointee or research student of the School, and is formally attached to one or more than one section. They are line-managed by the head of the section or their designate. Staff located in more than one section will have their line management responsibilities clarified by the LSE Health Director or Deputy Director(s).
The centre has a Management Committee comprising the Director, the Deputy Director(s), the head of each of the four sections and a representative from the Accounting Group. A small number of committee members is co-opted to preserve a balance between the various interests requiring representation on the Committee and to provide seats for members with specialist skills. The Management Committee is supported by the LSE Health Administrator. The Management Committee is the Centre's supreme governing body, responsible for the management of the affairs and business of the centre. The Committee agrees the overall Centre strategy and budget and delegates most other functions to the Director, Deputy Director(s) and staff.
The Management Committee monitors the quality of the work carried out in the Centre and is responsible for the running of the Centre, the allocation of office accommodation, recommendations for staff promotions and visiting appointments. Decisions that need to be made between Management Committee meetings are the responsibility of the Director of the Centre, following consultation with Management Committee members.
Decisions concerning individual research projects within sections of the Centre and the day-to-day activities of the staff in those sections are to be taken by the head of each section.
Decisions taken by the Management Committee concerning the Centre as a whole will be informed by discussion with all staff of the Centre at regular staff meetings (see below) and on an ad hoc basis as necessary.
The Management Committee meets twice a year. Management Committee members regularly attend meetings and take reasonable steps to inform themselves in relation to meeting agenda items and issues discussed at meetings.
6. Director of the Centre
The Director of the Centre is selected from and by the Management Committee. S/he will normally be expected to serve for a period of five years. S/he can be re-appointed by the Management Committee.
7. Deputy Director(s)
Up to three Deputy Directors are selected from and by the Management Committee. They will normally be expected to serve for a period of five years. They can be re-appointed by the Management Committee.
The Director and Deputy Director(s) have a shared academic and management role in helping to shape the policies and plans of the Centre.
8. Management Team
A small Management Team deals with all procedural and governance matters and supports the Director, the Deputy Director(s) and the Management Committee. The Director may appoint up to four members of the Management Committee or other LSE Health staff members to form the management team.
Centre-wide accounts will be maintained for those functions which need to be undertaken at a Centre level. These include the funding of staff working on Centre-wide responsibilities (i.e. administration), funding for Centre-wide activities (i.e. seminars, annual lectures). The Director is responsible for the central accounts. Centre-wide accounts are monitored by the Management Committee. The section head is responsible for accounts in each section.
The proposals developed by any member to be hosted by LSE Health have to be formally discussed and finalised with the Director and Centre Manger. The Centre Manger requests approval from the Director before internal LSE processes are implemented. No proposal can be submitted to be hosted at LSE Health without the Centre Director’s prior approval. In the Centre Director’s absence, the LSE Health Chair of the Centre approves the proposal.
If there is a request from the School/Research Committee, all accounts held within the Centre (i.e. both Centre-wide and section accounts) may be consolidated into a single report.
Staff appointments are governed by School regulations. Responsibility for advertising posts, making appointments, renewing or terminating contracts of employment, and staff appraisals sits with individual sections. Each staff member is responsible for carrying out the duties identified in his/her conditions of employment.
Staff promotions are governed by School regulations and will follow standard School procedures. Applications for promotion will be considered and processed by professorial members of the Management Committee (in line with the promotion procedure followed for teaching staff). Promotions up to the grade of Research Fellow can be processed three times a year. The Management Committee conducts an annual review of all members of the Centre to consider recommendations for promotion and renewal of visiting appointments. Promotions to Senior Research Fellow and above need to be considered by professors within the Departments to which the Centre is affiliated.
Staff meetings are held at least three times a year. Staff meetings provide an opportunity for Centre-wide discussion of any aspect of the Centre's activities. Staff members are expected to help in the promotion of the Centre and to contribute to research excellence. Staff members are expected to attend seminars and other events organised by the Centre. Visiting Professors, fellows and other visiting researchers are encouraged to attend the Centre's seminars, lectures and staff meetings.
11. The Staff Professional Development Review
The Staff Professional Development Review (PDR) process is designed both to help LSE Health staff achieve their personal and professional goals and to promote the Centre's mission. The review is conducted once a year and involves the Director of the Centre or the head of a section and the staff member reviewed. Through reflection, feedback and discussion, the Professional Development Review supports the career development of staff. The PDR aims to:
Review the past year's performance;
Recognise the achievements of the reviewee;
Clarify any changes to the reviewee's role;
Plan for the coming year and identify goals;
Equip individuals to meet the immediate and future challenges of their position;
Assist individuals to achieve their goals and those of the School/Centre and the University; and
Provide guidance on career development.
12. Annual Report
The Centre produces a Annual Report. From time to time, as requested by the School, the Centre will produce a more detailed report of activities, finances and plans.