These expectations are in addition to the general expectations for all Baylor employees.

Be fair /Inspire trust

• Use fair and legal management practices
• Avoid even the perception of favoritism
• Don’t discriminate
• Keep confidences
• Be truthful and direct
• Model consistency and composure
• Intentionally behave in ways that build trust

Hire well

• Use legal and fair hiring practices
• Identify what knowledge, skills and attitudes are required for a position
• Use interviewing and other hiring techniques skillfully
• Follow policies and procedures in hiring
• Consider motivational and behavioral fit, and fit with Baylor’s mission when hiring, as well as technical skill

Help people develop

• Hold regular development discussions
• Help employees construct and execute development plans
• Encourage employees to regularly take time for development activities Use delegation as a developmental tool
• Help people to learn from their mistakes
• Provide constructive feedback
• Be aware of each employee’s career goals
• Encourage people to develop their gifts/skills – even if it means they may eventually leave you or leave Baylor

Lead with courage

• Let people know where they stand
• Face up to problems quickly and directly
• Step up to conflicts; see them as opportunities for improvement
• Don’t be afraid to take negative action when necessary (probation, firing, etc.)

Manage legally and according to policy

• Keep up to date on the legal implications of various management practices
• Make sure your management practices are well within legal parameters
• Keep abreast of Baylor policies and fulfill your responsibilities accordingly

Manage performance

• Develop goals and standards for your area that are aligned with the mission and vision of the university
• Establish clear expectations and directions
• Set and communicate priorities
• Hold yourself and the people in your area accountable for accomplishing goals and standards
• Help individuals develop goals that are in alignment with departmental goals
• Provide information that will help individuals monitor their own and the department’s performance
• Use coaching and feedback skills to help people perform well
• Recognize and reward good performance
• Take action to improve performance deficiencies
• Organize resources and processes to accomplish the work of the department effectively

Build a good working environment

• Be approachable
• Understand that different people are motivated by different things; match motivation to the individual Empower the people whom you supervise
• Invite input; share ownership and visibility
• Acknowledge and celebrate team accomplishments
• Recognize and utilize contributions of people from diverse backgrounds and different behavioral styles
• Promote team cohesiveness
• Keep people informed about decisions, changes, issues, etc. that affect them
• Encourage and model open and direct two-way communication
• Use coaching and feedback skills to help people work together well