Manager, Exempt 2 (M E2)
Strategic Thinking
Able to implement department strategic objectives into actionable plans and goals. Makes departmental goals and priorities clear to team and explains relevance to each person's job. Consults with internal and external functional experts, collects and assesses information on multiple and relevant factors, and carefully evaluates the potential for disparate impact in order to develop policies and make critical strategic decisions. Demonstrates a clear understanding of strategic factors such as: financial (budget, revenue, staffing, and resources), sustainability, and team morale when evaluating and making decisions.
Change Adaptability
Understands the effects of change on the team and proactively clarifies information to help them deal with a changing work environment. Identifies structural process, people changes, and solutions to achieve change initiative goals and targets. Encourages new ways of looking at established processes and practices by soliciting ideas and recognizing practical innovation.
Communication and Networking
Encourages and values open expression to build a deeper understanding of ideas and opinions within the department. Uses multiple styles of communication to influence and create buy-in for ideas. Builds networks within and outside own department and leverages these relationships to execute specific plans and initiatives. Engages team to examine assumptions and attitudes and to seek input to better understand and engage with colleagues and constituents who may have varying perspectives.
Drive for Results
Inspires learning within team by identifying key knowledge areas and sources and facilitating knowledge sharing. Takes full responsibility for unforeseen delays/issues, openly communicates situation, and quickly adjusts plans and resources for the best possible outcomes. Establishes high standards and motivates team to deliver quality work product or services that are uniquely responsive to members of the campus community.
Talent Development
Demonstrates understanding of career aspirations of individual team members and provides structured feedback to them. Supports and advocates for strong and consistent recruitment, hiring, and retention practices to foster equal opportunity. Encourages greater involvement and provides timely recognition for efforts. Actively builds formal and informal relationships with team. Creates and maintains team and departmental expectations, including professional development and learning initiatives that build skills and capabilities, leadership, and foster personal and team growth. Encourages others to share issues that could hinder achievement of goals and responds promptly and effectively, as appropriate, to concerns, conflicts, and bias incidents.