- Gets the job done by doing whatever it takes, within an appropriate time frame;
- Handles and delivers multiple projects simultaneously;
- Implements plans and makes mid-course changes when necessary to achieve goals;
- Sets daily, weekly, monthly, quarterly and annual project goals, creating specific plans to meet them;
- Shows persistence in overcoming obstacles;
- Ensures follow-through to desired results.
- Communicates in an open, candid and consistent manner;
- Explains concepts and procedures clearly and completely while maintaining attention and interest;
- Displays sensitivity to ethnic and gender issues in verbal and written communications;
- Shows tact and diplomacy in dealing with others;
- Keeps individuals well informed of key organizational issues and needs;
- Keeps individuals informed about issues that may affect them;
- Keeps others informed on the status of assigned work;
- Delivers information effectively in a variety of settings including one-on-one, team setting, and presentations;
- Delivers information effectively in a variety of formats including letters, memos, analytical reports, and decision documents.
Dependability / Attendance
- Is available for work on a consistent and timely basis with infrequent unplanned absences;
- Completes work in a timely manner;
- Meet commitments with minimal oversight;
- Meets commitments with others;
- Conscientious, thorough, accurate, and reliable when performing and completing job tasks.
Job / Organizational Knowledge
- Understands how to get things done in the organization;
- Possesses knowledge and skills necessary to perform job;
- Defines resources and actions to achieve objectives within constraints;
- Builds effective networks and alliances inside and outside the University, which benefit the unit/University.
Makes Effective Decisions
- Gathers information on an issue, impartially considering all sides and makes logical decisions that are clear;
- Evaluates positive and negative alternatives within time and resource constraints;
- Uses agreed upon criteria for decision-making rather than hidden agendas;
- Delegates decision-making responsibility when appropriate;
- Considers the total organization when making decisions;
- Keeps the department’s long-term goals in mind when addressing short-term issues and problems.
Planning / Organization
- Establishes priorities that address the details and timelines needed to achieve the intended results;
- Focuses on end result;
- Is flexible and utilizes resources;
- Updates staff regularly and communicates plans to those involved;
- Ensures projects are being completed according to plan and reevaluates if necessary.
Problem Solving / Judgment
- Analyzes and solves problems by dealing with facts and not by blaming others;
- Strikes a balance between being participative, i.e., involving team members in decisions and being directive, depending on the needs of the team and the situation;
- Seeks involvement from diverse perspectives and areas of the department and /or University to solve problems;
- Understands the organization and the affect decisions have on other parts of the organization;
- Proactively anticipates and addresses concerns of employees, peers, upper management, and customers;
- Formulates alternative/creative solutions to problems;
- Resolves sensitive issues without making the situation worse;
- Provides advice and/or information to individuals and teams in a timely manner;
- Makes timely decisions with quality outcomes.
- Focuses time and resources on activities that will yield the greatest benefit;
- Gets work done within a given time frame;
- Sets realistic personal goals and work plans that are consistent with the business needs and strategies of the unit;
- Works effectively under pressure – balances multiple objectives;
- Obtains information and utilizes resources effectively.
- Follows-through on commitments;
- Only makes promises that can be kept;
- Acts like a business owner, taking care of the needs of the unit;
- Takes responsibility for actions, results, and mistakes;
- Is willing to accept additional responsibility or authority.
Making People Matter
- Actions support his/her words;
- Maintains a reputation for honesty, candor, confidentiality, fairness and reliability;
- Protects the interests of people who aren’t present;
- Judges substance, not image;
- Offers status reports and keeps others appropriately informed;
- Follows-up on commitments made in a timely, accurate and complete basis;
- Makes position clear on difficult issues.
Honesty / Fairness
- Sets an example by consistently modeling high standards of performance, honesty, and integrity;
- Is willing to change his/her mind when given new information;
- Makes sure all ideas receive fair consideration.
- Attentive to and understands the views of others;
- Demonstrates an awareness of own style and how it affects others, and makes adjustments as necessary;
- Resolves interpersonal problems in the workplace;
- Responds positively to constructive suggestions;
- Displays objectivity in assessing situations;
- Develops and maintains positive work relationships with others.
- Creates a “can-do” climate;
- Approaches others in a pleasant, happy and upbeat manner;
- Maintains enthusiasm despite criticism of ideas;
- Demonstrates support to unit/University mission;
- Demonstrates an “I care” attitude.
Recognizes Others’ Achievements / Contributions
- Promotes systems and processes that encourage and reward the development of people at all levels of the organization;
- Says “Thank you” and “Great job” on a regular basis;
- Recognizes and/or rewards others for their contributions and commitment in a manner that corresponds with the employee’s values.
Resolves Conflicts Constructively
- Acknowledges personal responsibility in conflict situations;
- Directly communicates with persons involved in disagreements;
- Effectively manages conflict between organizational units with the appropriate individuals initially involved;
- Identifies and constructively addresses disagreements which undermine performance;
- Encourages people to bring difficult issues into the open;
- Uses the strength of the facts, rather than the loudness of argument;
- Resolves differences between people using persuasion, diplomacy and logic;
- Keeps conflict resolution professional and not personal;
- Manages conflict with others in ways that preserve good relations;
- Offers open exploration of differing ideas and solutions within the team.
Respect for Others
- Treats all people with dignity;
- Demonstrates compassion, consideration, and caring;
- Believes/assumes the best in others;
- Demonstrates care for health and safety of others;
- Values contributions of others;
- Works to build others’ value with positive impact to all;
- Speaks up on behalf of others when differences are not respected.
Supports Diversity and Understands Related Issues
- Establishes and maintains effective working relationships with people from diverse backgrounds;
- Realizes differences in people as opportunities to learn;
- Contributes to an environment where differences are valued and encouraged.
Understands Others’ Perspectives
- Puts his/herself in “another’s position” and demonstrates compassion, consideration, and caring;
- Understands all points of view with empathy.
Commitment to Continuous Quality / Process Improvement
- Identifies and implements new processes and initiatives that help the customer/department accomplish its goals;
- Translates ideas into specific tasks/actions to improve operations;
- Actively seeks and suggests better ways of getting the job done, and learns from both successes and failures;
- Creatively applies and actively shares expertise and best practices with other departments.
Continuous Learning / Development
- Takes the initiative to learn new skills that would benefit the position and operational objectives;
- Takes ownership of own professional development;
- Learns from and seeks others’ ideas and perspectives;
- Acts as a mentor and/or encourages other employees to improve and develop individual skills;
- Seeks feedback on performance;
- Considers, evaluates, and incorporates others’ suggestions about their own performance;
- Continuously looks for new or nontraditional ideas to improve personal, team and operational effectiveness.
Creativity / Innovation
- Injects originality into daily work through research, personal knowledge, and networking relationships;
- Thinks “outside the box”;
- Brainstorms and encourages new ideas and solutions;
- Takes appropriate risks.
- Insists on and/or provides on high quality service for internal and external customers;
- Demonstrates customer focus by seeking out, understanding, and responding to the needs of both internal and external customers;
- Responds to customers’ needs, questions and concerns in an accurate, effective, and timely manner;
- Develops effective partnerships with customers;
- Effectively and professionally works with upset customers, solving their problems;
- Continually seeks efficient ways of providing services by minimizing procedural requirements.
- Thinks and considers possible future change;
- Helps provide a clear customer-focused sense of direction for the team and co-workers to support the department’s vision;
- Develops and/or explains strategic action plans for practical use;
- Inspires and energizes others to commit to vision;
- Develops and refines vision to reflect constant and accelerating change impacting MSU.
Flexibility / Adaptability to Change
- Displays flexibility and openness in daily work and encourages others to stay open to change, improvements, etc.;
- Adapts own attitudes and behavior to work effectively with different people and situations;
- Accepts and readily adapts to changing priorities, better ideas, strategies, procedures, and methods;
- Maintains work effectiveness in new situations.
Leadership / Initiative
- Views him/herself as part of the team, not above it;
- Is flexible and easy to approach;
- Builds positive working relationships with all staff;
- Provides recognition;
- Develops staff;
- Personally models MSU’s values, behaviors, and work practices;
- Has personal credibility and high integrity;
- Utilizes internal organizational resources effectively;
- Anticipates and plans for future developments;
- Tackles difficult problems and decisions, when appropriate;
- Handles pressure and stress appropriately.
Teamwork / Cooperation (within and across units)
- Openly shares information, knowledge and expertise with the team and co-workers;
- Cooperates with other members to achieve the workgroup’s goals;
- Appropriately gives and is open to feedback from team/coworkers;
- Puts accomplishing the interests of the University/unit ahead of accomplishing individual goals;
- Actively works to remove barriers to team effectiveness;
- Utilizes team members’ skills to accomplish goals.
Additional Factors for Supervisors
Coaches / Counsels / Evaluates Staff
- Employs a leadership style based on assessing the needs of individuals;
- Addresses individual needs through coaching and teaching to improve learning and enhance performance;
- Provides productive feedback to employees, co-workers and upper management in a timely, direct and supportive manner;
- Coaches others on how to anticipate, define and solve problems;
- Openly shares information and resources;
- Evaluates performance regularly, accurately and fairly;
- Monitors staff work and follows-up appropriately;
- Deals with performance problems directly, fairly, and in a timely manner, providing current, complete and practical positive or corrective feedback.
Enables and Empowers Staff
- Provides information and resources so staff can function independently;
- Enables staff to take appropriate risks;
- Encourages and promotes decision making and accountability at all levels;
- Organizes and structures work for others in a manner that encourages ownership and accountability.
Encourages Teamwork and Group Achievement
- Creates a high performance work environment where others pull together to complete tasks;
- Encourages team members to discover the best ways to perform their jobs effectively;
- Actively promotes functional as well as cross-functional teams;
- Empowers teams to achieve goals by providing resources, training, responsibility and authority;
- Holds teams accountable for performance;
- Shares successes with team members;
- Monitors and evaluates team success and difficulty, and provides productive feedback.
Identifies Areas for and Supports Employee Development Opportunities
- Provides information, tools, resources, and opportunities to help others improve their abilities;
- Helps employees identify areas for development;
- Supports appropriate employee development opportunities;
- Gives people challenging assignments to develop their capabilities;
- Promotes systems and processes that encourage and reward the development of people at all levels of the organization.
Leads Change / Achieves Support of Objectives
- Helps employees quickly and effectively understand and adjust to new roles, challenges and changes in the University environment and in their jobs;
- Stays up-to-date on key trends, and opportunities;
- Initiates change instead of reacting to external pressures for change;
- Makes sure technical/functional decisions are based on department priorities;
- Uses available resources (people, funds, time, material, support) and coordinates/manages these components, including those outside the organization.
Strives to Achieve Diverse Staff at all Levels
- Creates an environment where differences are valued, encouraged and supported;
- Actively supports individuals for key positions regardless of differences.
Understands Diversity Issues and Creates Supportive Environment for Diverse Employees
- Actively supports the development of others regardless of differences;
- Respects the talent and unique contributions of every individual, culture and ethnic group to increase effectiveness of the unit;
- Influences the culture in ways that value and support diversity.