Leadership Training. Access Management Supervisors

Save this PDF as:
 WORD  PNG  TXT  JPG

Size: px
Start display at page:

Download "Leadership Training. Access Management Supervisors"

Transcription

1 Leadership Training for Access Management Supervisors

2 The Importance of Leadership As an Access Management Supervisor, LEADERSHIP is either the key to success or the reason for failure. You set the tone of performance, professionalism, and attention to detail by setting an EXAMPLE of what s expected. Your team s performance will be a REFLECTION OF YOU, therefore you must learn how to lead effectively.

3 What to Expect This module presents a general overview of the LEADERSHIP SKILLS you need to be a successful Access Management Supervisor. It identifies eight qualities necessary for EFFECTIVE LEADERSHIP and examines four stages of LEADERSHIP GROWTH. A quiz at the end will measure what you learned.

4 What is Leadership? Leadership is defined as the ability to manage, motivate, and lead a group of people toward a common goal. In Access Management, Supervisors are responsible for leading employees toward: Professionalism Excellent Customer Service A 95% Registration i Accuracy Rate

5 Why Leadership Training? Effective Leadership helps organizations and individuals improve on what s currently happening in the organization. Improvement occurs because effective Supervisors know how to motivate employees, improve their performance, and increase the overall effectiveness of their team.

6 Short Term Goals of Great Leaders On a DAILY BASIS, great leaders strive to do the following effectively: Delegate Responsibility Motivate and praise employees Deliver criticism and discipline Work under pressure Meet tight deadlines Train new employees Organize people, projects, and schedules

7 Long Term Goals of Great Leaders Over the long run, great leaders are able to: Help others achieve their maximum potential Generate positive long-term results Foster a sense of community and partnership Create alignment between organizational and personal goals Learn new skills that increase their leadership capacity Take ownership and accountability over their areas of influence

8 Eight Leadership Qualities Following is a list of EIGHT ESSENTIAL QUALITIES that must be developed for effective leadership to occur. Everyone naturally possesses these qualities to SOME DEGREE. Effective leaders are SELF-AWARE; they know their weaknesses and always strive to improve.

9 Eight Leadership Qualities 1. Core Principles To gain influence, leaders must have integrity, patience, a commitment to excellence, and respect for others. 2. Communication Skills Moving a group of people toward a common goal involves inspiring change, incorporating new ideas, and encouraging action in others. In order to do this, a leader must learn to communicate clearly.

10 Eight Leadership Qualities 3. Manage Adversity Every team experiences adversity. Innovative leaders learn how to be positive and open to change. They know how to learn from their mistakes and are able to rebound from setbacks. 4. People Skills Leaders must learn how to successfully motivate a variety of personalities. They must strive to understand d and value different personality types and how to mold a diverse group of people into a single unit.

11 5. Vision Eight Leadership Qualities Leaders must learn to look ahead and see where their team needs to go. This involves aligning their personal goals with the mission statement of the company. Doing so ensures they re leading the team in the same direction as the company. 6. Establish Credibility I d f l d t h i fl h / h In order for a leader to have influence, he/she must be respected and credible. Knowing the right thing to do and setting a good example by doing it are vital to success.

12 Eight Leadership Qualities 7.Models & Mentors Successful leaders can be a tremendous resource to you. Write down a list of leaders you respect. Study their lives, read about them, and ask them to lunch if possible. You can learn from their experiences and mistakes. 8.Ability to See the Big Picture Seeing the Big Picture is crucial to implementing change and influencing others. Doing so helps everyone understand their role in the organization and explains how they can add value and significance to it.

13 The Four Phases of Leadership Growth Phase 1 I Don t Know What I Don t Know. HUMILITY is the secret of effective leadership. Becoming an effective leader is a continual pursuit of perfection. Realizing i that t you ll ALWAYS have a lot to learn is the key to success. Effective Leaders are comfortable admitting what they don t know. They don t pretend to have it all together.

14 The Four Phases of Leadership Growth Phase 2 I Know What I Don t Know. Identify areas of weakness and address them. Use the daily leadership duties listed below to identify your weakness. Delegating responsibility, motivating employees, delivering criticism and discipline, organizing people, projects, and schedules, working under pressure. Attack your weaknesses by reading books, attending seminars, and asking effective leaders in your life to counsel/mentor you. Experience is the best teacher, so look for opportunities to exercise your weaknesses.

15 The Four Phases of Leadership Growth Phase 3 I Grow and Know and It Starts to Show After you ve identified areas to improve, and spent time addressing those deficiencies, you naturally develop. You become a more effective leader. You re more efficient because you ve learned to work through your employees. Your team s performance improves because you re beginning to get the most out of them.

16 The Four Phases of Leadership Growth Phase 4 I Simply Go Because of What I Know Leading becomes second nature to you. You find yourself being a more assertive leader in different areas. Your ability to lead impacts every aspect of your life. You continually mature and develop as a leader for the rest of your life.

17 Conclusion In conclusion, this presentation has provided you with eight essential LEADERSHIP QUALITIES and four phases of LEADERSHIP GROWTH. This information is critical and beneficial to employees on becoming excellent leaders within the organization.

INDIVIDUAL BUSINESS PLAN OF FOR 200_

INDIVIDUAL BUSINESS PLAN OF FOR 200_ INDIVIDUAL BUSINESS PLAN OF FOR 200_ 1. Short Summary of my Plan a) What do I want for my practice in 200_? 2. Current Individual Profile a) I presently practice in the following area(s): b) What is my

More information

Springfield College Performance Planning and Review

Springfield College Performance Planning and Review PERFORMANCE APPRAISAL/ANNUAL REVIEW SPRINGFIELD COLLEGE Employee Name Position Department Supervisor Performance Review Period beginning (month) (year) Job Importance Rating Scale 0 - Not Applicable to

More information

The Bureau of Public Service System PERFORMANCE EVALUATION FORM

The Bureau of Public Service System PERFORMANCE EVALUATION FORM The Bureau of Public Service System PERFORMANCE EVALUATION FORM GENERAL INFORMATION In accordance with Public Service System Rules and Regulations Part 9.1 The performance evaluation system is designed

More information

Certificate in Leadership and Management Excellence Training. Europe - North America - Middle East - Asia - Africa

Certificate in Leadership and Management Excellence Training. Europe - North America - Middle East - Asia - Africa Certificate in Leadership and Management Excellence Training Europe - North America - Middle East - Asia - Africa Introduction This highly interactive seminar will allow you to examine yourself, and your

More information

Professional & Scientific Performance Appraisal

Professional & Scientific Performance Appraisal Professional & Scientific Performance Appraisal Employee s Name: Employee s University ID #: Employee s Title: Department: Date Employee Began Current Position: Review Period: From: To: Supervisor s Name:

More information

PERFORMANCE APPRAISAL 360 Review Form

PERFORMANCE APPRAISAL 360 Review Form PERFORMANCE APPRAISAL 360 Review Form Employee Name Unit / Department Position Date of Hire Date Entered Current Position Appraisal Completed By (Manager or Supervisor s Name) Date Completed PURPOSE FOR

More information

Classified Staff and Service Professional Performance Appraisal

Classified Staff and Service Professional Performance Appraisal Classified Staff and Service Professional Performance Appraisal EMPLOYEE INFORMATION Employee Name:Dana Jones NAU ID (not SSN): 1234567 Date: 7/30/08 Title: Fiscal Operations Manager Department: Graduate

More information

COMPETENCIES BOARD-IDENTIFIED DISTRICT DIRECTOR

COMPETENCIES BOARD-IDENTIFIED DISTRICT DIRECTOR BOARD-IDENTIFIED DISTRICT DIRECTOR Skills Strategic thinking and planning District operational plan developed and monitored Empowering and developing members Success in Distinguished District Program Inspiring

More information

Human Relations Sherry Peters - Director, Human Relations Specialist Professional Phase 2 (SP2), ASPA Bargaining Unit

Human Relations Sherry Peters - Director, Human Relations Specialist Professional Phase 2 (SP2), ASPA Bargaining Unit JOB TITLE NAME UNIT REPORTS TO JOB FAMILY Organizational Development Specialist Vacant Human Relations Sherry Peters - Director, Human Relations Specialist Professional Phase 2 (SP2), ASPA Bargaining Unit

More information

JOB DESCRIPTION: ADULT MINISTRIES

JOB DESCRIPTION: ADULT MINISTRIES New Song Church, an Evangelical Free Church in Bolingbrook, IL, is looking for a full time Assistant Pastor. This position is being created to fill two of three part-time vacancies currently at New Song.

More information

Case Study-Leading Organizational Change. Creating a Strategy for Leadership Development and Capacity Building through Organization Development

Case Study-Leading Organizational Change. Creating a Strategy for Leadership Development and Capacity Building through Organization Development Case Study-Leading Organizational Change Creating a Strategy for Leadership Development and Capacity Building through Organization Development Forward: During our recent ODCC certification program in Boca

More information

DESCRIBING OUR COMPETENCIES. new thinking at work

DESCRIBING OUR COMPETENCIES. new thinking at work DESCRIBING OUR COMPETENCIES new thinking at work OUR COMPETENCIES - AT A GLANCE 2 PERSONAL EFFECTIVENESS Influencing Communicating Self-development Decision-making PROVIDING EXCELLENT CUSTOMER SERVICE

More information

The Role of the Principal

The Role of the Principal 01-Quick-4637.qxd 3/30/2005 11:40 AM Page 3 1 The Role of the Principal At a Glance Duties and Responsibilities: An Overview The Principal s Role Additional Roles and Skills: A Quick Overview Emotional

More information

LEADERSHIP DEVELOPMENT FRAMEWORK

LEADERSHIP DEVELOPMENT FRAMEWORK LEADERSHIP DEVELOPMENT FRAMEWORK February 13, 2008 LEADERSHJP PERSPECTIVE I consider succession planning to be the most important duty I have as the Director of the NOAA Corps. As I look toward the future,

More information

BRICE ROBERTS BUSINESS CONSULTING SERVICES

BRICE ROBERTS BUSINESS CONSULTING SERVICES BRICE ROBERTS BUSINESS CONSULTING SERVICES BROCHURE: TRAINING AND DEVELOPMENT PROGRAMMES RE-AWAKENING SPIRIT - TRANSFORMING RESULTS For Further Information: Contact: Brice Roberts Business Consulting Services

More information

STATE BOARD FOR TECHNICAL AND COMPREHENSIVE EDUCATION EMPLOYEE PERFORMANCE MANAGEMENT SYSTEM PERFORMANCE APPRAISAL

STATE BOARD FOR TECHNICAL AND COMPREHENSIVE EDUCATION EMPLOYEE PERFORMANCE MANAGEMENT SYSTEM PERFORMANCE APPRAISAL STATE BOARD FOR TECHNICAL AND COMPREHENSIVE EDUCATION EMPLOYEE PERFORMANCE MANAGEMENT SYSTEM PERFORMANCE APPRAISAL Name Social Security No Job Title Organizational Unit State Employment Date Current Job

More information

Job Description. Community Coordinator

Job Description. Community Coordinator Job Description 5/30/2005 Page 1 PURPOSE OF THE POSITION (The main reason for the position, in what context and what is the overall end result) The is responsible for facilitating, promoting and ensuring

More information

Performance Evaluation Senior Leadership

Performance Evaluation Senior Leadership Performance Evaluation Senior Leadership Employee Name: Position: Program/Dept.: Supervisor Name: Review Date: For each of the valuation standards, bullet points have been provided to assist you with the

More information

Sheet 1. Creating a vision for your business A. WHAT DOES SUCCESS MEAN TO YOU?

Sheet 1. Creating a vision for your business A. WHAT DOES SUCCESS MEAN TO YOU? Sheet 1 Creating a vision for your business As you work your way through this sheet, it will become clear that this is your personal development plan. It asks you to focus on what you want for your business

More information

SUPERIOR SALES MANAGEMENT

SUPERIOR SALES MANAGEMENT SUPERIOR SALES MANAGEMENT The most important and most overlooked skill in building and maintaining a high level of sales effectiveness in a professional sales force is that of sales management. Our experience

More information

The Emotional Competence Framework

The Emotional Competence Framework The Emotional Competence Framework 1 SOURCES: This generic competence framework distills findings from: MOSAIC competencies for professional and administrative occupations (U.S. Office of Personnel Management);

More information

Leadership Development Handbook

Leadership Development Handbook Leadership Development Handbook Presented by: Langara College Human Resources Prepared by: Jackson Consulting Group Aim of the Handbook is to provide: Leadership Development Handbook - Introduction help

More information

Performance Factors and Campuswide Standards Guidelines. With Behavioral Indicators

Performance Factors and Campuswide Standards Guidelines. With Behavioral Indicators Performance Factors and Campuswide Standards Guidelines With Behavioral Indicators Rev. 05/06/2014 Contents PERFORMANCE FACTOR GUIDELINES... 1 Position Expertise... 1 Approach to Work... 2 Quality of Work...

More information

YOUNG ALUMNI LEADERSHIP PROGRAM

YOUNG ALUMNI LEADERSHIP PROGRAM YOUNG ALUMNI LEADERSHIP PROGRAM MENTEE MANUAL 2015-16 PROGRAM OVERVIEW DESCRIPTION The Young Alumni Leadership Program is a mentoring experience for individuals interested in developing their leadership

More information

EIGHT QUALITY MANAGEMENT PRINCIPLES

EIGHT QUALITY MANAGEMENT PRINCIPLES EIGHT QUALITY MANAGEMENT PRINCIPLES Principle 1: Customer focus Organizations depend on their customers and therefore should understand current and future customer needs,

More information

Individual Development Planning (IDP)

Individual Development Planning (IDP) Individual Development Planning (IDP) Prepared for Commerce Employees U.S. Department of Commerce Office of Human Resources Management Table of Contents Introduction / Benefits of Career Planning 1 Your

More information

Supervisor of Curriculum and Instruction

Supervisor of Curriculum and Instruction Supervisor of Curriculum and Instruction About Newark, NJ Located 11 miles away from mid- town Manhattan, Newark is a vibrant city in its own right. Newark is the financial, commercial, and transportation

More information

Job Position Description CHIEF COLLABORATION OFFICER CONCORDIA ONLINE EDUCATION

Job Position Description CHIEF COLLABORATION OFFICER CONCORDIA ONLINE EDUCATION Job Position Description CHIEF COLLABORATION OFFICER CONCORDIA ONLINE EDUCATION University Mission: Concordia University is a Christian university preparing leaders for the transformation of society. Unit

More information

PERFORMANCE APPRAISAL

PERFORMANCE APPRAISAL Blinn College is the premier two-year college in Texas for those seeking educational excellence in academic programs, technical education, and workforce development. We expect excellence and we encourage

More information

TOP TEN TIPS FOR SELF-COACHING

TOP TEN TIPS FOR SELF-COACHING TOP TEN TIPS FOR SELF-COACHING Jackee Holder OVERVIEW Self-Coaching is a powerful skill set of tools and techniques that anyone can use and apply to create instant and sustainable life and work changes.

More information

2013-2015 INFORMATION

2013-2015 INFORMATION 2013-2015 INFORMATION TECHNOLOGY DEPARTMENT STRATEGICTRATEGIC PLANLAN www.nd.gov/itd OUR MISSIONISSION To provide leadership and knowledge to assist our customers in achieving their mission through the

More information

SAMPLE INTERVIEW QUESTIONS TEACHER S MASTER

SAMPLE INTERVIEW QUESTIONS TEACHER S MASTER C-12 INFORMATION SHEET SAMPLE INTERVIEW QUESTIONS TEACHER S MASTER QUESTIONS ABOUT YOU Tell Me a Little about Yourself. The interviewers want to know if you are well adjusted, work well with others, have

More information

www.mobiletechwebsite.com

www.mobiletechwebsite.com Performance Appraisal Defined Effective Performance Appraisals Effective Performance Appraisals The process of a. assessing and recording staff performance b. for the purpose of making judgments about

More information

Future leaders programme

Future leaders programme Future leaders programme Helping you work, learn, manage and lead... Future leaders programme Our future leaders programme equips Orbit managers and directors with the skills to manage teams, partnerships

More information

Achieving Business Analysis Excellence

Achieving Business Analysis Excellence RG Perspective Achieving Business Analysis Excellence Turning Business Analysts into Key Contributors by Building a Center of Excellence Susan Martin March 5, 2013 11 Canal Center Plaza Alexandria, VA

More information

AD-AUDITING ACCOUNTANT, SENIOR

AD-AUDITING ACCOUNTANT, SENIOR Page 1 AD-AUDITING ACCOUNTANT, SENIOR CHARACTERISTICS OF WORK: This is professional accounting work of an "in-charge" nature characterized by an attitude of independence, self-reliance with analytical

More information

TRUE. BLUE. DONE. Health, Safety and Environmental Management System (HSE MS)

TRUE. BLUE. DONE. Health, Safety and Environmental Management System (HSE MS) TRUE. BLUE. DONE. Health, Safety and Environmental Management System (HSE MS) TM TRUE. BLUE. HEALTH. From the CEO For an integrated company like Valerus, success depends on consistent performance in every

More information

POSITION SPECIFICATION ENTERPRISE ARCHITECT UK&I

POSITION SPECIFICATION ENTERPRISE ARCHITECT UK&I POSITION SPECIFICATION ENTERPRISE ARCHITECT UK&I THE POSITION The Enterprise Architect will be supporting the Experian Consumer Services UK&I Architecture functions and processes. The Enterprise Architect

More information

KIPP King Leadership Class: Individual Learning Plan

KIPP King Leadership Class: Individual Learning Plan School Focus : HIGH EXPECTATIONS. Expresses high expectations for all teammates and expresses belief in their potential to grow. : STUDENT BEST INTERESTS. Seeks to understand the needs and motivations

More information

Module 1 Personal Vision and Mission Statements for Business Leaders

Module 1 Personal Vision and Mission Statements for Business Leaders Module 1 Personal Vision and Mission Statements for Business Leaders By Michelle Pate, MA, MBA How many times have you worked for a company and many of your co-workers don t know what is happening at the

More information

Leading Self. Leading Others. Leading Performance and Change. Leading the Coast Guard

Leading Self. Leading Others. Leading Performance and Change. Leading the Coast Guard Coast Guard Leadership Competencies Leadership competencies are the knowledge, skills, and expertise the Coast Guard expects of its leaders. The 28 leadership competencies are keys to career success. Developing

More information

PROMOTION & TENURE SYMPOSIUM

PROMOTION & TENURE SYMPOSIUM PROMOTION & TENURE SYMPOSIUM DR. NICHOLAS P. JONES A Conversation with the Provost FRIDAY, OCTOBER 16, 2015 9:45 a.m. 10:30 a.m. FOSTER AUDITORIUM, PATERNO LIBRARY 2 Good morning! Thank you for the kind

More information

Onboarding Program. Supervisor s Guide

Onboarding Program. Supervisor s Guide Onboarding Program Supervisor s Guide Supervisor s Guide Introduction This guide has been developed for supervisors to support an effective and successful onboarding process for new employees. As a supervisor,

More information

QUALITY MANAGEMENT PRINCIPLES

QUALITY MANAGEMENT PRINCIPLES QUALITY MANAGEMENT PRINCIPLES The following text is an integral reproduction of the content of the document "Quality Management Principles". Introduction This document introduces the eight quality management

More information

Management Performance Appraisal

Management Performance Appraisal Management Performance Appraisal Name of Manager: Position: Department: Years in present position: Start date: Review Period: From: To: Revised June 2012 1 PERFORMANCE FACTORS: A. Integrity is the ability

More information

Results-based Performance Management System (RPMS) EMPLOYEE S MANUAL

Results-based Performance Management System (RPMS) EMPLOYEE S MANUAL Results-based Performance Management System (RPMS) EMPLOYEE S MANUAL Table of Contents Introduction 1 Phase 1 9 KRAs 10 Objectives 12 Competencies 19 Performance Indicators 25 Reaching Agreement 27 Phase

More information

PERFORMANCE MANAGEMENT Planning & Goal Setting

PERFORMANCE MANAGEMENT Planning & Goal Setting PERFORMANCE MANAGEMENT Planning & Goal Setting To whom much is given, much is expected. Leadership Development Series Summer 2011 Areas We Will Cover Today 1. Discuss our collective lessons and learnings

More information

Sample Interview Questions

Sample Interview Questions Because the job interview is a dynamic and individualized process, it is impossible to provide an exact list of questions for any given interview. Every interviewer will choose questions tailored to the

More information

IT SERVICES AWARDS PROGRAM

IT SERVICES AWARDS PROGRAM IT SERVICES AWARDS PROGRAM Table of Contents Introduction Page 2 Overview of Awards Page 3 Overview of Nomination and Selection Process Page 5 Page 1 Introduction The University of Windsor IT Services

More information

Role 1 Leader The Exceptional Nurse Leader in Long Term Care:

Role 1 Leader The Exceptional Nurse Leader in Long Term Care: Competencies for Nurse Leaders in Long Term Care National Validation March 2001 American Health Care Association TENA(R) Sponsorship Program from SCA Hygiene Products Part 1 Directions: Place a check mark

More information

DRAFT CALL CENTER MANAGER JOB COMPETENCY MODEL

DRAFT CALL CENTER MANAGER JOB COMPETENCY MODEL DRAFT CALL CENTER MANAGER JOB COMPETENCY MODEL Developed by Workitect, Inc. June, 2007 TABLE OF CONTENTS A. Overview of the Competencies by Cluster... 3 B. Call Center Manager Competencies... 4 C. Overview

More information

Executive Director, REPORTS TO: Resources. Talent Management JOB CLASS: Manager PAY GRADE: 19 EXEMPT STATUS: Exempt DATE: 4/16/15

Executive Director, REPORTS TO: Resources. Talent Management JOB CLASS: Manager PAY GRADE: 19 EXEMPT STATUS: Exempt DATE: 4/16/15 JOB DESCRIPTION: MANAGER, HUMAN RESOURCES DEPARTMENT: Talent Management-Human Executive Director, REPORTS TO: Resources Talent Management JOB CLASS: Manager PAY GRADE: 19 EXEMPT STATUS: Exempt DATE: 4/16/15

More information

GLOBAL FINANCIAL PRIVATE CAPITAL Job Description. JOB TITLE: Client Relationship Manager

GLOBAL FINANCIAL PRIVATE CAPITAL Job Description. JOB TITLE: Client Relationship Manager GLOBAL FINANCIAL PRIVATE CAPITAL Job Description JOB TITLE: Client Relationship Manager Reports To: Financial Advisor Exempt Prepared by: ADP Resource June 10, 2014 SUMMARY This position is primarily responsible

More information

Table of Contents. Illinois Philosophy of Leadership... 3. Leadership Skills and Attributes... 4. The Role of a Leadership Coach...

Table of Contents. Illinois Philosophy of Leadership... 3. Leadership Skills and Attributes... 4. The Role of a Leadership Coach... 1 Table of Contents Illinois Philosophy of Leadership... 3 Leadership Skills and Attributes... 4 The Role of a Leadership Coach... 6 Program Requirements... 7 Creating a Personal Development Plan...8 Leadership

More information

MSU LEAD (Leadership Excellence and Development) Competency Model

MSU LEAD (Leadership Excellence and Development) Competency Model Reference #1 MSU LEAD (Leadership Excellence and Development) Competency Model Leadership Behavior Categories (pages 2-4) A. Thinking strategically/visionary B. Leading change C. Communicating D. Building

More information

ADMINISTRATOR PERFORMANCE REVIEW FORM

ADMINISTRATOR PERFORMANCE REVIEW FORM ADMINISTRATOR PERFORMANCE REVIEW FORM Administrator Name: Hire Date: Position Title: Current Position Start Date: Department/Unit: Reviewing Supervisor: Appraisal Period: From: Date of Last Appraisal:

More information

Eight Leadership Principles for a Winning Organization. Principle 1 Customer Focus

Eight Leadership Principles for a Winning Organization. Principle 1 Customer Focus Eight Leadership Principles for a Winning Organization Leading and operating an organization successfully requires managing it in a systematic and visible manner. Success should result from implementing

More information

Path to Success: A Guide for Mentors and Protégés

Path to Success: A Guide for Mentors and Protégés Path to Success: A Guide for Mentors and Protégés Certified Public Accountants Business Consultants Acumen. Agility. Answers. Path to Success: A Guide for Mentors and Protégés P 01 What Is Mentoring? Mentoring

More information

PEOPLE INVOLVEMENT AND THEIR COMPETENCE IN QUALITY MANAGEMENT SYSTEMS * Jarmila ŠALGOVIČOVÁ, Matej BÍLÝ

PEOPLE INVOLVEMENT AND THEIR COMPETENCE IN QUALITY MANAGEMENT SYSTEMS * Jarmila ŠALGOVIČOVÁ, Matej BÍLÝ PEOPLE INVOLVEMENT AND THEIR COMPETENCE IN QUALITY MANAGEMENT SYSTEMS * Jarmila ŠALGOVIČOVÁ, Matej BÍLÝ Authors: Workplace: Assoc. Prof. Jarmila Šalgovičová, PhD., Prof. Matej Bílý, DrSC.* Institute of

More information

Talent Management JOB CLASS: Manager PAY GRADE: 19 EXEMPT STATUS: Exempt DATE: 4/16/2015

Talent Management JOB CLASS: Manager PAY GRADE: 19 EXEMPT STATUS: Exempt DATE: 4/16/2015 JOB DESCRIPTION: MANAGER, HUMAN RESOURCE INFORMATION SYSTEMS (HRIS) DEPARTMENT: Talent Management-Human Executive Director, REPORTS TO: Resources Talent Management JOB CLASS: Manager PAY GRADE: 19 EXEMPT

More information

Project Management: Leadership vs. Dictatorship

Project Management: Leadership vs. Dictatorship Project Management: Leadership vs. Dictatorship Take a look at the business section of your nearest bookstore and you will find a plethora of books focused on developing leadership skills and managing

More information

Office of Human Resources. Financial Manager

Office of Human Resources. Financial Manager Office of Human Resources Financial Manager Page 1 of 6 GENERAL STATEMENT OF CLASS DUTIES Manages financial functional and/or operational area(s) that include implementing work plans based on annual goals

More information

Establishing Goals. How to Establish Clear Expectations. References: Excellence in Supervision, Rick Conlow, Thomson Learning, 2001

Establishing Goals. How to Establish Clear Expectations. References: Excellence in Supervision, Rick Conlow, Thomson Learning, 2001 Establishing Goals References: Excellence in Supervision, Rick Conlow, Thomson Learning, 2001 All good performance begins with clear expectations and goals. Without these, employees seldom reach their

More information

Standards for Educational Leaders (Principals, Superintendents, Curriculum Directors, and Supervisors)

Standards for Educational Leaders (Principals, Superintendents, Curriculum Directors, and Supervisors) Standards for Educational Leaders (rincipals, Superintendents, Curriculum Directors, and Supervisors) Introduction These Standards and Indicators were adapted from the Educational Leadership Constituencies

More information

JOB DESCRIPTION. to support the Bupa Cromwell Hospital s Service Vision Every Patient is a VIP.

JOB DESCRIPTION. to support the Bupa Cromwell Hospital s Service Vision Every Patient is a VIP. JOB DESCRIPTION Post: Directorate: Reports to: Contact Centre Manager Contact Centre General Manager Support Services Role Summary: To lead the transformation and ongoing continuous improvement of Bupa

More information

Is your LinkedIn profile 100% complete? Is your LinkedIn profile keyword optimized and formatted for recruiter searches?

Is your LinkedIn profile 100% complete? Is your LinkedIn profile keyword optimized and formatted for recruiter searches? 1 2 3 4 5 6 Do you know what an Applicant Tracking System (ATS) is? An ATS is used to parse (scan) resumes and find the ones that best match a job description based on keywords. Do you know how to optimize

More information

PERFORMANCE PLANNING WORKSHEET FOR PROFESSIONAL EMPLOYEES (PS-35LC)

PERFORMANCE PLANNING WORKSHEET FOR PROFESSIONAL EMPLOYEES (PS-35LC) PERFORMANCE PLANNING WORKSHEET FOR PROFESSIONAL EMPLOYEES (PS-35LC) NAME: JOB TITLE: This worksheet should be given to the employee prior to the scheduled performance review. The employee should complete

More information

FINANCIAL ACCOUNTING MANAGER

FINANCIAL ACCOUNTING MANAGER Job Description FINANCIAL ACCOUNTING MANAGER This job description provides an indicative outline of the purpose and accountabilities of the role. Specific performance requirements and expectations will

More information

EXECUTIVE BEHAVIORAL INTERVIEW GUIDE

EXECUTIVE BEHAVIORAL INTERVIEW GUIDE EXECUTIVE BEHAVIORAL INTERVIEW GUIDE INTERVIEW GUIDE INSTRUCTIONS: This Interview Guide is intended to help hiring executives conduct behavioral interviews for executive classifications covered by the

More information

ISO 9001 It s in the detail Your implementation guide

ISO 9001 It s in the detail Your implementation guide ISO 9001 It s in the detail Your implementation guide ISO 9001 - Quality Management Background ISO 9001 is the world s most popular quality management system standard and is all about keeping customers

More information

The 7 Habits of Highly Effective People. Kun Sun College of William and Mary 02/22/2016

The 7 Habits of Highly Effective People. Kun Sun College of William and Mary 02/22/2016 The 7 Habits of Highly Effective People Kun Sun College of William and Mary 02/22/2016 1 About the Book By Stephen R. Covey Published in 1989 Interviewed the CEOs of Fortune 500s Top Companies 246 Weeks

More information

AD-AUDITING ACCOUNTANT, SUPERVISING SENIOR

AD-AUDITING ACCOUNTANT, SUPERVISING SENIOR Page 1 AD-AUDITING ACCOUNTANT, SUPERVISING SENIOR CHARACTERISTICS OF WORK: This is professional accounting and auditing work on a management level. It involves the overall supervision, coordination of

More information

Goals for Greatness! The Airman Greatness Challenge! 0 5 Years Enlisted Time in Service (ETS)

Goals for Greatness! The Airman Greatness Challenge! 0 5 Years Enlisted Time in Service (ETS) 0 5 Years Enlisted Time in Service (ETS) Establish yourself as a doer Express your fresh perspective enthusiasm Always communicate with dignity and respect Make no excuses, hold yourself accountable Achieve

More information

360 Degree Leadership Competencies and Questions

360 Degree Leadership Competencies and Questions 360 Degree Leadership Competencies and Questions Educational Impact 2007 1 360 Degree Leadership Assessment Responses Below is a list of the questions that appear in the Educational Impact 360 Degree School

More information

CESAER Task Force Human Resources. Leadership and leadership development in academia

CESAER Task Force Human Resources. Leadership and leadership development in academia CESAER Task Force Human Resources Leadership and leadership development in academia June 2014 The main authors of the paper are Dr. Cecilia Hahn Berg and Cecilia Järbur, Chalmers University of Technology

More information

Sample Behavioral-Based Interview Questions

Sample Behavioral-Based Interview Questions Sample Behavioral-Based Interview Questions Background, skills overview, job/culture fit Communication Skills Confirmation of a work requirement Conflict Management/ Resolution Coping Skills/ Resilience

More information

Maximizing the Performance of Your Team

Maximizing the Performance of Your Team Maximizing the Performance of Your Team Overview How to work with your employees to ensure they re reaching their potential. Understand the individuals you manage and your team Set goals and make performance

More information

Purpose. General Evaluation Factors

Purpose. General Evaluation Factors LANE COMMUNITY COLLEGE CLASSIFIED STAFF PERFORMANCE EVALUATION This form is used for annual evaluations (Spring of each year), or to end probationary periods of new employees Demonstrate Lane s commitment

More information

INTERNSHIP HANDBOOK. For Higher Education and Student Affairs Administration Students, Internship Hosts & the Faculty Internship Coordinator

INTERNSHIP HANDBOOK. For Higher Education and Student Affairs Administration Students, Internship Hosts & the Faculty Internship Coordinator INTERNSHIP HANDBOOK For Higher Education and Student Affairs Administration Students, Internship Hosts & the Faculty Internship Coordinator EDF497 Supervised Internship in Higher Education Educational

More information

Stepping Into Coaching

Stepping Into Coaching 1 Stepping Into Coaching Human Kinetics 2 Coaching Essentials If you are like most youth league coaches, you have probably been recruited from the ranks of concerned parents, sport enthusiasts, or community

More information

Performance Management Manual AUBMC

Performance Management Manual AUBMC Manual 6. Reward Performance 1. Mutually develop performance plan 5. Communicate the evaluation AUBMC 2. Monitor and document performance 4. Evaluate Performance 3. Provide Coaching and Development 1 SECTION

More information

Where do I get more information if I have additional questions?

Where do I get more information if I have additional questions? Who may apply for a position on the Puente Club Cabinet? Members of Puente are selected on the basis of leadership and a sincere commitment to the Puente Program Mission. What is the mission of the Puente

More information

Howard County Library System Customer Service Philosophy: Service is Personal

Howard County Library System Customer Service Philosophy: Service is Personal Howard County Library System Customer Service Philosophy: Service is Personal The Team Lew Belfont (Chair) Yao E. Aziabu Katie George Elizabeth M. Haynes Susan L. Stonesifer We are what we repeatedly do.

More information

Business Analyst Position Description

Business Analyst Position Description Analyst Position Description September 4, 2015 Analysis Position Description September 4, 2015 Page i Table of Contents General Characteristics... 1 Career Path... 2 Explanation of Proficiency Level Definitions...

More information

Annual Appraisal Instructions and Rating Descriptions

Annual Appraisal Instructions and Rating Descriptions Annual Appraisal Instructions and Rating Descriptions Rating Descriptions ACU uses a 5-point rating scale to measure performance. Please use the following ratings and definitions to complete sections 1,

More information

HRCI Recertification Credits

HRCI Recertification Credits HRCI Recertification Credits last updated: November 2013 SkillSoft is an HR Certification Institute Approved Provider. Being an HR Certification Institute Approved Provider gives recertification candidates

More information

EMPLOYEE INFORMATION

EMPLOYEE INFORMATION Catholic Diocese of Raleigh Annual Performance Review EMPLOYEE INFORMATION EMPLOYEE NAME JOB TITLE SUPERVISOR/MANAGER PERIOD COVERED BY THIS APPRAISAL TYPE OF REVIEW Annual SIGNATURE OF REVIEWING MANAGER

More information

MIT Executive MBA Negotiating Corporate Sponsorship. Challenge convention. Challenge yourself.

MIT Executive MBA Negotiating Corporate Sponsorship. Challenge convention. Challenge yourself. Negotiating Corporate Sponsorship Challenge convention. Challenge yourself. Five Things to Know About an MIT EMBA 1. E should not = easy (or electronic) 2. Do it for the education 3. Apply what you learn

More information

The Power of Shared Decision Making

The Power of Shared Decision Making The Power of Shared Decision Making What is Shared Decision Making Point of Service Decision Making - where staff who perform the work participate in decision making affecting their environment A 30 year

More information

Introduction We Are Often Distracted from Effective Scout Leadership Training and Mentoring

Introduction We Are Often Distracted from Effective Scout Leadership Training and Mentoring Introduction We Are Often Distracted from Effective Scout Leadership Training and Mentoring Any good Scoutmaster can tell you that running a Scout Troop is hard work. Volun teers are constantly forgetting

More information

Results Rule! Build a Culture that Makes Your Team a Hero

Results Rule! Build a Culture that Makes Your Team a Hero Results Rule! Build a Culture that Makes Your Team a Hero Participant Guide Part I Based upon the book by Randy G. Pennington 2010, The Pennington Group Inc. Copyright Notice This Guide is copyright free

More information

Succession Planning and Career Development

Succession Planning and Career Development Succession Planning and Career Development Succession Planning and Career Development All trademarks are the property of their respective owners. IAAP claims no ownership interest in the trademarks. Table

More information

Job Description. Director of Finance

Job Description. Director of Finance Job Description 5/30/2005 Page 1 PURPOSE OF THE POSITION (The main reason for the position, in what context and what is the overall end result) The is responsible for planning, directing and controlling

More information

Employee Engagement White Paper

Employee Engagement White Paper Employee Engagement White Paper Moving Past the Corporate Catch Phrase - Delivering On -Target Results U N I Q U E FA C T O R S Establishing and strengthening emotional bonds between the organization and

More information

THE MELBOURNE MANDATE: A call to action for new areas of value in public relations and communication management DRAFT FOR PUBLIC COMMENT OCTOBER 2012

THE MELBOURNE MANDATE: A call to action for new areas of value in public relations and communication management DRAFT FOR PUBLIC COMMENT OCTOBER 2012 THE MELBOURNE MANDATE: A call to action for new areas of value in public relations and communication management DRAFT FOR PUBLIC COMMENT OCTOBER 2012 The mandate of public relations is to build and sustain

More information

Admissions Guide. Administrative Services Credential Programs

Admissions Guide. Administrative Services Credential Programs Admissions Guide Administrative Services Credential Programs Excellence in Educational Leadership Administrative Services (AS) Credential Programs College of Professional Studies School of Education Harry

More information

Leadership Architect Competency Elaboration

Leadership Architect Competency Elaboration A R C H IT E C T U R E R For Enterprise Advantage http://www.bredemeyer.com E S O U R C E S B REDEMEYER CONSULTING, Tel: (812) 335-1653 Architecture Architects Architecting Leadership Architect Competency

More information

Our connection to the South Australian Strategic Plan and Economic Priorities

Our connection to the South Australian Strategic Plan and Economic Priorities General information Title: Principal Biosecurity Officer, Weeds Classification: PO4 Division: Biosecurity SA Type of appointment: Branch: NRM Biosecurity Ongoing Business NRM Biosecurity Term contract

More information