Smithsonian Institution Senior Level Performance Appraisal

Transcription

1 Smithsonian Institution Senior Level Performance Appraisal This is a guide for rating senior level employees for FY10 The plans were to have been signed into place by : Title: 5/31/10. Please use the cover sheet that has Unit: signatures signing the plan into place. Rating Period: FY 2010 Performance Agreement Certification: This is to certify that the rating official and employee have met, consulted, discussed, and understand expectations for the established appraisal period, and that the reviewing official approves the plan. Rating Official & Signature Date Reviewing Official & Signature Date Employee Signature Date Progress Review: This is to certify that You the will rating fill this official section and employee out have met and conducted a progress review, during which the plan may be modified by the rating official as appropriate. last, so instructions on that are provided on the last page of this guide. Rating Official & Signature Date Employee Signature Date Summary Performance Rating: Employee signature acknowledges receipt and discussion of performance appraisal, and does not imply agreement or disagreement with the rating. Employee may attach comments. Outstanding ( ) Highly Successful ( ) Successful ( ) Unacceptable Rating Official & Signature Date Reviewing Official & Signature Date Employee Signature Date 1

2 Summary Rating Sheet Executive : Component Sub-Element Sub-Element Rating Score Sum Numerical Weight Value Element 1: Mission--Increase and Diffuse Knowledge Scholarship & Support 1 Professional Partnerships 1 Diversify scholars Exhibits & Public Programs 2 Digital Learning & Outreach 2 Collections Management This is an excel table embedded in Word that you can use to help you calculate the rating. You will complete this page as the next to last step, so skip for now. Instructions for how to fill this out are provided later in this guide. 2 Diversify exhibits and progs Element 2: Mission-Leadership & Support Budget Management 1 Generation of Outside Funds 1 Physical Infrastructure Element 3: Smithsonian Values and Supervision Integrity & Ethics 1 Diversity 1 Safety External Communication & Outreach 2 Internal Communication & Leading People 2 Innovation & Leading Change 2 Results Driven/Business Acumen Element 4: Annual Organizational Priorities National Campaign Support 1 Grand Challenges Centers Support SUMMARY RATING Rating (Value) Weight Value Element Element Note: Weight of Element 3 must be at least.20 Element Element FINAL RATING

3 ELEMENT 1 - MISSION: Increase Knowledge and Diffuse Knowledge COMPONENT 1 Increase Knowledge Sub-Element Scholarship and support Professional Partnerships Standards could include specific metrics on increase in research and scholarly publication; increase in proposals for scholarly grants; and improvements in research infrastructure (e.g., indirect cost recovery) Standards could include metrics on discourse with relevant professional colleagues, constituents; and efforts to plan/conduct conferences and create inter-unit research teams related to the four grand challenges; forming publicprivate partnerships Supervisors must rate each sub-element in one of the four rating categories based on the written standards in the performance standard column. Ratings in between categories are not permitted (e.g., a 2.5 may not be provided). This is where the descriptions of the employee s actual accomplishments for FY10 are placed into the Rating Accomplishment/Outcome form. These may be in narrative or bullet format, and should include measurable Outstanding results (3) that address the standards that were Highly established Successful (2) by the supervisor for Unacceptable this sub-element. (0) Not enough room? It is permissible to say see attached and attach a narrative document. That may be an easier approach in some cases. 3

4 Sub-Element Diversity of scholars Other Related Elements Standards could include metrics on diversity of scholarly staff, fellows, interns, volunteers, etc. Employees may be rated unacceptable on a subelement without having that result in a final rating of unacceptable. However, if an entire element is rated unacceptable, the final rating is defaulted to unacceptable. Accomplishment/Outcome Rating If you believe that a senior level employee is not meeting performance expectations and an unacceptable is merited, please contact Labor and Employee Relations who can assist. 4

5 ELEMENT 1 - MISSION: Increase Knowledge and Diffuse Knowledge COMPONENT 2 Diffuse Knowledge Sub-Element Exhibits and public programs Digital Learning & Outreach Standards could include metrics on museum attendance; participation in educational and public programming; # and impact of new exhibits; visitor rating of exhibits; participation in EDGE reporting; # and impact of object loans, traveling exhibitions and/or programs; # of users and orgs served through collection and/or archive accessibility Standards could include enhancements to SI s digital presence and accessibility via new Web and media strategies, web site redesign effectiveness measured by the Foresee Customer Satisfaction Survey, expanding social networking, # and impact of distance learning, web features, media products; # and impact of virtual exhibits Same as above, this is where the descriptions Rating of the Accomplishment/Outcome employee s actual accomplishments for FY10 are placed into the form. These Outstanding may be in narrative (3) or bullet format, and should Successful include measurable (1) results that address the Unacceptable standards that (0) were established by the supervisor for this sub-element. Not enough room? It is permissible to say see attached and attach a narrative document. That may be an easier approach in some cases. 5

6 Sub-Element Collections Management Diversity of exhibits and programs Other Related Elements Standards could include % of collections and archives items digitized; development or implementation of digitization standards; establishment and implementation of digitization priorities at a unit level (e.g., target percentages of completion); implementation of collections policy compliant with SD 600; implementation of collections plans and/or inventories; implementation and/or use of collections assessment tool Standards could include % of programs and exhibits representing diversity; evidence of consultation and consideration of varied perspectives on subject matter; evidence of diversity among exhibition staff, contractors, collaborators, etc. Accomplishment/Outcome Rating My employee normally does this, but due to special circumstances we didn t have any assignments in this sub-element this year? So it s normal for this to be in the performance plan, but we just didn t have any assignments in this area this year. What do I do? A Rating Official is allowed to not rate a sub-element if an employee did not perform in that sub-element. For instance, if an employee s position description of record states that the employee is a supervisor, but during the particular year the employee did not complete supervisory responsibilities because of being assigned to a special project, then in this instance, a Rating Official is allowed to make that component of the element Not Applicable. Just write N/A in the rating box on the right. 6

7 ELEMENT 2 - MISSION: Leadership and Support Sub-Element Federal/Trust Budget Management Generation of outside funds Standards could include restructuring budgets and staff to meet strategic plan and Trust finance team recommendations; quality of budget requests and justifications and linkage to strategic plan; timeliness of materials and cooperation/coordination with other SI units in preparing materials; regular review of expenses vs. budgets Standards could include increase in funds generated through gifts, grants, contracts, etc; # and impact of donor cultivation activities; implementation or support of new revenue generating activities. OD standards should include Campaign planning and campaign financing goals. OI standards should include endowment performance. Accomplishment/Outcome Rating Same as Element 1 - employee accomplishments go into the accomplishment/outcome box or on an attached summary, while the rating official marks the rating for the subelement in the far right hand column. 7

8 Sub-Element Improve Physical Infrastructure Technical Expertise or Other Related Elements Standards could include project management success for unit major and small projects; implementation of FY2010 Capital and Revitalization Plans; NMAAHC completion; IT technology infrastructure improvements (e.g., usage of EDAN); establishment and implementation of sustainability efforts; Define A&I plan; implementation of asbestos program Accomplishment/Outcome Rating 8

9 ELEMENT 3 Smithsonian Values and Supervision COMPONENT 1 Smithsonian Values Sub-Element Integrity and Ethics (Mandatory) Promotes, through personal example, high ethical standards in the conduct of work, consistent with Smithsonian policies. Chooses to do what is right even when that is unpopular. Seeks out and considers dissenting opinions. Addresses disagreements in a constructive manner. Proactively promotes compliance with policies and procedures, and demonstrates accountability for the accuracy and reliability of financial information generated by subordinates by reviewing the effectiveness of internal controls and strengthening the control environment to mitigate control gaps. Upholds ethical standards in the conduct of work, consistent with Smithsonian policies. Administers internal controls for programs and activities overseen, and resolves findings from reviews and audits timely and appropriately. Accomplishment/Outcome Rating Same as previous elements - employee accomplishments go into the accomplishment/outcome box or on an attached summary, while the rating official marks the rating for the subelement in the far right hand column. 9

10 Sub-Element Diversity (Mandatory) Safety (Mandatory for nonsupervisors) In addition to standards under Successful ; deals tactfully and effectively with matters and issues, facilitates positive working relationship with staff and colleagues. Participates in Smithsonian outreach activities to attract underrepresented candidates. Identifies and develops initiatives to facilitate the participation of small and disadvantaged businesses in SI procurement opportunities. Demonstrates effective leadership for SI s EEO and workforce diversity efforts by ensuring fairness in recruitment, selection, hiring, and other human resources practices. Seeks diverse applicants in areas of underrepresentation. Ensures subordinate staff compliance with mandatory EEO training requirements, takes timely action to effectively prevent and resolve workplace disputes. Ensures compliance by subordinates of all SImandated EO policies and procedures. Establishes clear criteria for use in consideration of awards, merit increases and related actions. Supports supplier diversity goals in accordance with SI policy. Considers diversity when creating pan-institutional teams, task forces and working groups. In addition to the below, actively participates on or constructively supports the facility s safety committee, and vigorously promotes safety to peers, superiors and management alike. Consistently performs all work in a safe manner, adhering to all SI and unit safety and occupational health practices and procedures in order to promote and maintain a safe and healthful work environment for all employees. Notifies appropriate office within 48 hours of any unsafe/unhealthful condition, and follows up and/or takes appropriate action until condition is resolved. Accomplishment/Outcome Rating 10

11 Sub-Element In addition to the exceeding all factors in the fully successful standard, produces significant achievements in accomplishing safety program goals, e.g. achieves zero injuries, abates known unsafe/unhealthful working conditions within 24 hours, and/or formally addresses safety and health issues at all staff meetings. Ensures all reported incidents and injuries submitted in the AIRS are completed within five business days. Accomplishment/Outcome There are two different standards for the safety element. Rating Safety (Mandatory for supervisors) Promotes, adheres to and enforces the SI safety program. Meets all facility safety program goals. Ensures all staff receive annual safety training, and use and maintain provided safety and/or personal protective equipment. Strives for zero injuries. Submits reports of incidents and injuries in the Automated Incident Reporting System (AIRS) within forty-eight hours of each occurrence. Reviews safety performance of subordinate staff quarterly and takes prompt corrective action as necessary. The first one is for non-supervisors; the second for supervisors. Eliminate the one you don t need. 11

12 ELEMENT 3 Smithsonian Values and Supervision COMPONENT 2 Supervision (Mandatory for Supervisors Only) Sub-Element External Communication (Public and Stakeholder Outreach, Influence & Negotiation) (Mandatory for supervisors) Strengthening Collections Unlocking the Mysteries of Sustaining a Biodiverse Planet Builds confidence and consensus around new ideas and directions stemming from strategic plan implementation. Actively anticipates and plans for appropriate responses to the needs, feelings, and capabilities of different stakeholders (donors, media, general public, Congressional Members and staff, etc.).articulately and professionally expresses ideas, issues and positions to stakeholders in stressful or unexpected conditions. Finds appropriate partners and forms partnerships and networks to aid in the successful completion of SI s goals. Generates written materials and documentation that set a standard for others to follow. Consistently expands external networks and plays a leadership role in specialty/area of expertise. Reacts appropriately to stakeholder concerns and questions and facilitates implementation of new ideas and directions with stakeholders, collaborating within existing networks. Makes clear and convincing written and oral presentations in planned meetings, events, and other scheduled circumstances. Accomplishment/Outcome Component 2 of Element 3 is required for every supervisory senior level employee, and the standards may not be modified. This may be removed from the standards for non-supervisory senior level employees. Rating What do these elements really mean? A short explanation of these is attached they stem from the Office of Personnel Management s Executive Core Qualifications. Pages provide explanations. 12

13 Sub-Element Internal Communication (Leading People, Collaboration, Coalition Building, and Employee Feedback) (Mandatory for supervisors) Innovation, Leading Change (Creativity, Strategic change, Vision, Transforming practices) (Mandatory for supervisors) Strengthening Collections Unlocking the Mysteries of Sustaining a Biodiverse Planet Strengthening Collections Unlocking the Mysteries of Sustaining a Biodiverse Planet Encourages a work environment that accepts differences, builds trust, promotes open & honest communication without retribution, and effectively solicits, considers and, as appropriate, incorporates differing views to avoid non-productive conflicts. Builds team cohesiveness and cooperation internally within the unit as well as externally with other SI units, regularly and readily making improvements in response to feedback from employees, customers and clients. Accepts feedback and responds in a positive manner to ensure continued collaboration. Creates an atmosphere of accountability and pride, providing clear performance plans and assignments focusing on strategic priorities. Completes appraisals in a timely manner, and appropriately recognizes employee achievement and fosters employee development for the future. Manages and resolves conflicts as they arise. Uses employee survey results to determine areas for improvement. Collaborates as required with other SI organizations, and receives feedback in a non-confrontational or defensive manner. Completes performance plan and appraisals on time. Seeks state of the art approaches and practices from all sources; responds creatively to requests for change, offering insightful solutions; thinks outside the box and encourages risk taking; challenges norms and lets them be challenged; articulates a clear vision around change, anticipating obstacles and thanking ahead to next steps clearly mapping optimum direction; identifies key trends that will have a positive impact on mission success. Pursues updated topical information through regular sources; is open to change and adjusts to new situations given time; applies established solutions to make organizational improvements; manages the implementation of innovations and organizational changes identified by others. Accomplishment/Outcome Rating Accomplishments and achievements in these areas are hard to describe? What is expected here? While the standards in elements 1 and 2 are focused on what gets done, the standards in element 3 focus on how it gets done. The narratives for this section may reference other elements to avoid repetition. For instance,the results driven section could reference the measurable results demonstrated in previous elements, and focus on how the executive structured the work process and the work environment to achieve those results. As these sections address how the work is performed, there may not be significant changes from descriptions used for previous years. 13

14 Sub-Element Results Driven. Business Acumen (Customer Feedback, Strategic Resource Management, Analytic Decision Making) (Mandatory for supervisors) Strengthening Collections Unlocking the Mysteries of Sustaining a Biodiverse Planet Develops operating plans linked to new strategic priorities that make activities transparent and serve as effective management tools. Develops and communicates contingency plans, anticipating potential disruptions given trends. Assesses program performance, obtaining and analyzing available data from multiple sources Makes course corrections, as appropriate, based on multiple, ongoing reviews of management measurements throughout the rating period. Is creative in developing measures, and obtaining and using resources within the confines of SI policy to increase organizational capacity and effectiveness. Monitors performance in meeting established goals, and proactively communicates positive and negative trends along with viable, thoughtful recommended courses of action. Makes decisions and solves problems based on the total picture, rather than relying on optimizing a single facet of the situation. Maintains operating plans and controls. When circumstances change, adjusts plans as best as possible in the absence of established contingencies. Takes steps to ensure continuous improvement based on annual reviews, and manages assigned resources to achieve established goals. Communicates potential problems in meeting goals or targets to higher management. Problem solving and associated decision making solves immediate short term issues. Accomplishment/Outcome Rating 14

15 ELEMENT 4 ANNUAL ORGANIZATION PRIORITIES Sub-Element Support Strategic Plan Realignment National Campaign Support Standards could include infrastructure, staffing, and other types of support provided to strategic plan implementation. Standards could include infrastructure, staffing, and other types of support provided to the national capital campaign. Accomplishment/Outcome Rating Same as previous elements - employee accomplishments go into the accomplishment/outcome box or on an attached summary, while the rating official marks the rating for the subelement in the far right hand column. 15

16 Now that all of the subelements have been rated, you can turn back to this spreadsheet embedded in the document. Summary Rating Sheet Step #1: Double-click on it, then pause, and it will open as a spreadsheet. Executive : Component Sub-Element Sub-Element Rating Score Sum Numerical Weight Value Element 1: Mission--Increase and Diffuse Knowledge Scholarship & Support 1 Professional Partnerships 1 Diversify scholars Exhibits & Public Programs 2 Digital Learning & Outreach 2 Collections Management 2 Diversify exhibits and progs Prefer not to use the spreadsheet? OHR can provide a word version without formulas, and supervisors can do the math manually. Element 2: Mission-Leadership & Support Budget Management 1 Generation of Outside Funds 1 Physical Infrastructure Element 3: Smithsonian Values and Supervision Integrity & Ethics 1 Diversity 1 Safety External Communication & Outreach 2 Internal Communication & Leading People 2 Innovation & Leading Change 2 Results Driven/Business Acumen Step #2: Make sure that all of the sub-elements in the plan above match the sub-elements on this list. Element 4: Annual Organizational Priorities National Campaign Support 1 Grand Challenges Centers Support SUMMARY RATING Rating (Value) Weight Value Element Element Note: Weight of Element 3 must be at least.20 Element Element FINAL RATING

17 Summary Rating Sheet Executive : Component Sub-Element Sub-Element Rating Score Sum Numerical Weight Value Element 1: Mission--Increase and Diffuse Knowledge Scholarship & Support Outstanding 3 1 Professional Partnerships Highly 2 1 Diversify scholars Successful Exhibits & Public Programs Outstanding 3 2 Digital Learning & Outreach Highly 2 2 Collections Management Successful 1 2 Diversify exhibits and progs Outstanding Step #3: Insert the ratings from the plan for each sub-element in the sub-element rating column (example provided) Element 2: Mission-Leadership & Support Budget Management Highly 2 1 Generation of Outside Funds Successful 1 1 Physical Infrastructure Outstanding Element 3: Smithsonian Values and Supervision Integrity & Ethics Highly 2 1 Diversity Successful 1 1 Safety Outstanding External Comm & Outreach Highly 2 2 Internal Comm & Leading People Successful 1 2 Innovation & Leading Change Outstanding 3 2 Results Driven/Business Acumen Highly Element 4: Annual Organizational Priorities National Campaign Support Successful 1 1 Grand Challenges Centers Support Outstanding SUMMARY RATING Rating (Value) Weight Value Element Element Note: Weight of Element 3 must be at least.20 Element Element FINAL RATING 0.00 Step #4: Insert the score as follows: Outstanding 3 Highly 2 Successful 1 Unacceptable

18 Summary Rating Sheet Executive : Component Sub-Element Sub-Element Rating Score Sum Numerical Weight Value Element 1: Mission--Increase and Diffuse Knowledge Scholarship & Support Outstanding 3 1 Professional Partnerships Highly 2 1 Diversify scholars Successful Exhibits & Public Programs Outstanding 3 2 Digital Learning & Outreach Highly 2 2 Collections Management Successful 1 2 Diversify exhibits and progs Outstanding Step #5: The spreadsheet will automatically add up the scores of the component (elements 1 and 3 have two components; elements 2 and 4 only have one). Element 2: Mission-Leadership & Support Budget Management Highly 2 1 Generation of Outside Funds Successful 1 1 Physical Infrastructure Outstanding Element 3: Smithsonian Values and Supervision Integrity & Ethics Highly 2 1 Diversity Successful 1 1 Safety Outstanding External Comm & Outreach Highly 2 2 Internal Comm & Leading People Successful 1 2 Innovation & Leading Change Outstanding 3 2 Results Driven/Business Acumen Highly Element 4: Annual Organizational Priorities National Campaign Support Successful 1 1 Grand Challenges Centers Support Outstanding Note: Weight of Element 3 must be at least.20 Element Step #6: The spreadsheet will calculate the average score for the component and round to the nearest 10 th. SUMMARY RATING Rating (Value) Weight Value Note: if the math does not look correct, Element check the formula in the spreadsheet. Element OHR can provide assistance with that as well. Element FINAL RATING

19 Summary Rating Sheet Executive : Component Sub-Element Sub-Element Rating Score Sum Numerical Weight Value Element 1: Mission--Increase and Diffuse Knowledge 2.2 Step #7: Validate the weighting to ensure that the weightings within an element weighted appropriately. Some organizations may have elected to weight all subelements equally within an element, which is permitted. (Weightings among the elements are handled in step 9). 1 Scholarship & Support Outstanding 3 1 Professional Partnerships Highly 2 1 Diversify scholars Successful Exhibits & Public Programs Outstanding 3 2 Digital Learning & Outreach Highly 2 2 Collections Management Successful 1 2 Diversify exhibits and progs Outstanding Note: the spreadsheet is set up to weight parts 1 and 2 of an element, but can be altered to accommodate the weighting of each sub-element. OHR can assist with that. Element 2: Mission-Leadership & Support Budget Management Highly 2 1 Generation of Outside Funds Successful 1 1 Physical Infrastructure Outstanding Element 3: Smithsonian Values and Supervision Integrity & Ethics Highly 2 1 Diversity Successful 1 1 Safety Outstanding External Comm & Outreach Highly 2 2 Internal Comm & Leading People Successful 1 2 Innovation & Leading Change Outstanding 3 2 Results Driven/Business Acumen Highly Element 4: Annual Organizational Priorities National Campaign Support Successful 1 1 Grand Challenges Centers Support Outstanding SUMMARY RATING Rating (Value) Weight Value Element Element Note: Weight of Element 3 must be at least.20 Element Element FINAL RATING 0.00 Step #8: The spreadsheet will calculate the weighted score for the component and round to the nearest 10 th, and then calculate the overall element score. Note: if the math does not look correct, check the formula in the spreadsheet. OHR can provide assistance with that as 19

20 ummary Rating Sheet Executive : Component Sub-Element Sub-Element Rating Score Sum Numerical Weight Value Element 1: Mission--Increase and Diffuse Knowledge 2.2 Step #9: The spreadsheet will transfer each element s summary rating to the box at the bottom of the page. 1 Scholarship & Support Outstanding 3 1 Professional Partnerships Highly 2 1 Diversify scholars Successful Supervisors may wish to also enter the description of the score, although that is not required. The scale is as follows: 2 Exhibits & Public Programs Outstanding 3 2 Digital Learning & Outreach Highly 2 2 Collections Management Successful 1 Outstanding Highly Successful Unacceptable Diversify exhibits and progs Outstanding Element 2: Mission-Leadership & Support Budget Management Highly 2 1 Generation of Outside Funds Successful 1 1 Physical Infrastructure Outstanding Element 3: Smithsonian Values and Supervision Integrity & Ethics Highly 2 1 Diversity Successful 1 1 Safety Outstanding External Comm & Outreach Highly 2 2 Internal Comm & Leading People Successful 1 2 Innovation & Leading Change Outstanding 3 2 Results Driven/Business Acumen Highly Step #10: Validate that the weightings among elements are correct. The spreadsheet will apply the weights and calculate the final rating. Element 4: Annual Organizational Priorities National Campaign Support Successful 1 1 Grand Challenges Centers Support Outstanding SUMMARY RATING Rating (Value) Weight Value Element 1 Highly Element 2 Highly Note: Weight of Element 3 must be at least.20 Element 3 Highly Element 4 Highly FINAL RATING Highly

21 Smithsonian Institution Senior Level Performance Appraisal Now that the rating is calculated, this page may be completed. : Title: Unit: Rating Period: FY 2010 Performance Agreement Certification: This is to certify that the rating official and employee have met, consulted, discussed, and understand expectations for the established appraisal period, and that the reviewing official approves the plan. Rating Official & Signature Date Reviewing Official & Signature Date Employee Signature Date Progress Review: This is to certify that the rating official and employee have met and conducted a progress review, during which the plan may be modified by the rating official as appropriate. Check the appropriate box based on the final rating as calculated. Rating Official & Signature Date Employee Signature Date Employee signs here Summary Performance Rating: Employee signature acknowledges receipt and discussion of performance appraisal, and does not imply agreement or disagreement with the rating. Employee may attach comments. Outstanding ( ) Highly Successful ( ) Successful ( ) Unacceptable Rating Official & Signature Date Reviewing Official & Signature Date Employee Signature Date Supervisor signs here Second level supervisor signs here before rating is communicated to employee 21

22 Element 3: Supervisory Elements Smithsonian Element Description Links to OPM Core Qualification External Communication External Awareness Understands and keeps up-to-date on local, national, and international policies and trends that affect the organization and shape stakeholders' views; is aware of the organization's impact on the external environment. Major Linkage: Partnering & Outreach Develops networks and builds alliances; collaborates across boundaries to build strategic relationships and achieve common goals. Political Savvy Identifies the external politics that impact the work of the organization. Perceives organizational and political reality and acts accordingly. Influencing/Negotiating Persuades others; builds consensus through give and take; gains cooperation from others to obtain information and accomplish goals. ECQ #5: Building Coalitions Possible Items to include in accomplishments: Employee s training and development in subject matter area (staying current on topics) Partnerships with organizations outside the Smithsonian Methods of working with key external stakeholders that facilitate results Internal Communication Conflict Management Encourages creative tension and differences of opinions. Anticipates and takes steps to prevent counter-productive confrontations. Manages and resolves conflicts and disagreements in a constructive manner. Developing Others & Employee Feedback Develops the ability of others to perform and contribute to the organization by providing ongoing feedback and by providing opportunities to learn through formal and informal methods. Listens to and incorporates feedback from others. Team Building Inspires and fosters team commitment, spirit, pride, and trust both within the organization and with other Smithsonian units. Facilitates cooperation and motivates team members to accomplish group goals. Political Savvy Identifies the internal politics that impact the work of the organization. Perceives organizational and Major Linkage: ECQ #2: Leading People Possible Items to include in accomplishments: Employee s methods of handling difficult or challenging situations with employees or others. Employee s ability to plan for 22

23 Innovation, Leading Change Results Driven, Business Acumen political reality and acts accordingly. Partnering & Collaboration Develops internal networks and builds alliances; collaborates across Smithsonian boundaries to build strategic relationships and achieve common goals. Creativity and Innovation Develops new insights into situations; questions conventional approaches; encourages new ideas and innovations; designs and implements new or cutting edge programs/processes. Flexibility Is open to change and new information; rapidly adapts to new information, changing conditions, or unexpected obstacles. Resilience Deals effectively with pressure; remains optimistic and persistent, even under adversity. Recovers quickly from setbacks. Strategic Thinking Formulates objectives and priorities, and implements plans consistent with the long-term interests of the organization in a global environment. Capitalizes on opportunities and manages risks. Vision Takes a long-term view and builds a shared vision with others; acts as a catalyst for organizational change. Influences others to translate vision into action. Accountability Holds self and others accountable for measurable high-quality, timely, and cost-effective results. Determines objectives, sets priorities, and delegates work. Accepts responsibility for mistakes. potential dissent and structure projects or plans to foster productive debate while achieving results Employee s ability to motive employees, peers, team members, etc. Partnerships within the Smithsonian that lead to results; participation in pan-institutional teams Major Linkage: ECQ #1: Leading Change Possible Items to include in accomplishments: Employee s awareness of trends in the operating environment and ability to incorporate new thinking into projects and work Ability to deal with changing conditions and redesign projects or tasks to fit changing needs or resource levels Ability to plan strategically and design long-term work processes that build foundations for greater future accomplishments Major Linkages: 23

24 Complies with established control systems and rules. Customer Service Anticipates and meets the needs of both internal and external customers. Delivers high-quality products and services; is committed to continuous improvement. Decisiveness Makes well-informed, effective, and timely decisions, even when data are limited or solutions produce unpleasant consequences; perceives the impact and implications of decisions. Entrepreneurship Positions the organization for future success by identifying new opportunities; builds the organization by developing or improving products or services. Takes calculated risks to accomplish organizational objectives. Problem Solving Identifies and analyzes problems; weighs relevance and accuracy of information; generates and evaluates alternative solutions; makes recommendations. Technical Credibility Understands and appropriately applies principles, procedures, requirements, regulations, and policies related to specialized expertise. Resource Management Understands the organization's financial processes. Prepares, justifies, and administers the program budget. Oversees procurement and contracting to achieve desired results. Monitors expenditures and uses cost-benefit thinking to set priorities. Builds and manages workforce based on organizational goals, budget considerations, and staffing needs. Keeps up-to-date on technological developments. Makes effective use of technology to achieve results. ECQ #3: Results Driven ECQ #4: Business Acumen Possible Items to include in accomplishments: Employee s ability to manage and direct (or redirect) resources to accomplish major tasks Employee s ability to ensure high quality, reliable products from his/her organization. Employee s customer service results. Employee s ability to make necessary decisions in a timely manner based on available information Employee s ability to devise solutions to issues or problems, using technical knowledge as well as management expertise 24