are not limited to: attempts to identify origin of issues, relaying resolutions to others. 1.3 Policies and Procedures. Understands and complies with UAMS policies and procedures. Currently on a written warning. Follows policies/procedures with no current written warnings. Adapts behavior with counseling or verbal warning. Follows policies/procedures with no disciplinary action, including counseling. Follows policies/procedures with no disciplinary action, including counseling. Offers ideas for improvements or new policies or procedures. 1.4 Credibility and Integrity. Demonstrated credibility and integrity in working towards the common good of the university. Evidence of dishonest behavior, such as falsifying productivity or timekeeping, failing to follow through or meet deadlines. Evidence of participating in damaging gossip about coworkers or UAMS; currently on a written warning for not following the UAMS code of conduct. Displays qualities of credibility and integrity by exhibiting honest and trustworthy behavior, such as maintaining productivity, meeting deadlines and timekeeping. Avoids participating in damaging gossip about coworkers or UAMS. Currently not past verbal warning stage of discipline for not following the UAMS code of conduct. Displays qualities of credibility and integrity by exhibiting honest and trustworthy behaviors, such as maintaining productivity, meeting deadlines and timekeeping. Does not participate in damaging gossip about coworkers and UAMS. Adheres to UAMS code of conduct. Displays qualities of credibility and integrity by maintaining productivity, meeting deadlines and timekeeping. Does not participate in damaging gossip about coworkers or UAMS and challenges those who do. Adheres to UAMS code of conduct. Acts as a mentor to co-workers when appropriate. 2 Respect. We embrace a culture of professionalism with respect for the dignity of all persons, honoring the unique contributions provided by a diversity of perspectives and cultures. 2.1 Morale. a positive contribution to morale. Employee does not make any efforts to make a positive contribution to morale. Example includes but is not limited to: making negative comments about other employees, their manager, their workplace environment, or UAMS. Employee consistently makes a positive contribution to morale within the department. Employee consistently a positive contribution to morale within the department. Employee makes positive comments about other employees, manager, workplace environment, and UAMS.. Employee consistently makes a positive contribution to morale within the department. Employee makes positive comments about other employees, manager, and UAMS. Employee shows initiative by going out of their way to insure a positive work environment by encouraging and motivating fellow employees.
2.2 Sensitivity and Consideration. Shows sensitivity to and consideration for others’ feelings. Displays behaviors and actions that are inconsistent with expected workplace courtesy, respect and individual consideration. Appears insensitive when dealing with others or delivers negative or sensitive information in an insulting, discourteous manner. Does not comply with UAMS code of conduct. Examples include but are not limited to: not maintaining confidentiality of private conversations by gossiping, speaking loudly so others may overhear, or participating in activities that keep coworkers from working effectively such as disruptive personal conversations. Continues disruptive behavior after being asked to stop. On a regular basis exhibits expected workplace courtesy, respect & individual consideration. Responds to coaching and feedback positively and modifies behavior. Anticipates how others will react to a situation; finds non-threatening ways to approach others about sensitive issues. Complies with UAMS code of conduct. Consistently exhibits expected workplace courtesy, respect & individual consideration. Makes an effort to understand how he/she is perceived by others. Provides feedback in a manner that is kind & constructive. Anticipates how others will react to a situation; finds non-threatening ways to approach others about sensitive issues. Complies with UAMS code of conduct. Consistently exhibits expected workplace courtesy, respect & individual consideration. Complies with UAMS code of conduct. Makes an effort to understand how he/she is perceived by others. Provides feedback in a manner that is kind & constructive. Seeks & gives respectful and constructive feedback. Improves own actions in response & encourages others to do the same. Anticipates how others will react to a situation; finds non-threatening ways to approach others about sensitive issues.
3.1 Views of others. Listens to and considers the views of others. Displays ineffective listening skills, including interrupting others, inappropriate responses, impatience, arrogance or disinterest. An example would include continually interrupting others when they are trying to speak in meetings. Is an attentive listener; often able to restate other’s views. Considerate and respectful of other’s views even when in disagreement. Exhibits balance in listening to, seeking & drawing out others’ views; encourages others to present their views and provides an open environment for discussion. Examples include but are not limited to listening without interrupting and/ or asking open ended questions to solicit others opinions. Consistently exhibits active listening & consideration to build trust collaboration within the team. Encourages others to present their views and provides an open environment for discussion. Examples include but are not limited to: listening without interrupting, asking open ended questions to solicit others’ opinions and offering suggestions that build on others’ comments. 3.2 Inclusion. We are committed to the importance of the diversity of UAMS leadership, faculty, staff and students in order to enhance the education of our students, reduce racial and ethnic health disparities in our state, and provide an environment in which all employees and views are welcomed. Demonstrates a lack of respect for others; exhibits difficulty in establishing working relationships with people different than themselves. (i.e., different gender, race, religion, etc.) Examples include but are not limited to making negative comments based on race, ethnicity, religious affiliation, gender, etc. of others, including inappropriate jokes that are targeted at a particular class of people. Demonstrates respect for and welcomes all types of people (fellow team members and/or customers). Actively seeks and considers different cultures, backgrounds, viewpoints and perspectives. Is flexible and adaptable in response to their work environment and/or customers’ needs. Demonstrates tolerance and acceptance in interactions with others. Frequently opportunities to encourage others to demonstrate equitable and respectful treatment of others while modeling desired behavior. Is able to understand that we are all different and treat others as they want to be treated when it is appropriate.
3.3 Trust & Respect. Builds a sense of community based on trust and respect for others. Cannot be relied upon to complete tasks and/or to be truthful with others. Doesn’t respect others views or show common courtesy in a professional manner. Examples include consistently failing to complete assigned tasks on time, failing to arrive on time for meetings or failing to respect the confidence of a coworker by repeating negative and/or personal information. Is truthful with others and follows tasks to completion within deadlines. Can be relied upon to maintain confidentiality when appropriate in both work & personal situations. Can always be relied upon to maintain honesty and professionalism while demonstrating strong work ethic. Does what he/she says they’ll do. Is always honest and professional. Respectful of others confidences. Inspires strong commitment and accountability among others by modeling appropriate behaviors. Consistently demonstrates accountability in all work responsibilities. Treats all people with respect in their communication practices. Openly volunteers information and does not omit details, allowing the listener or observer to see how they handled a particular situation. 4 Teamwork. We seek to create interdisciplinary, synergistic and collegial relationships characterized by honesty, collaboration, inclusiveness and flexibility. 4.1 Assist Coworkers. Willingness to assist coworkers. Does not provide assistance when others need help or fulfill requests to aid co-workers in or outside the unit when appropriate. Failure to fulfill requests is demonstrated not only by unwillingness to help but also may be demonstrated by a lack of thoroughness or withholding information. Provides assistance and/or participates in training of new and existing employees when requested. Assists coworkers with workload when requested and time permits. Participates in training of new and existing employees in or outside the unit when appropriate and/or participates in training or advising co-workers and/ or helping with workload inside or outside the unit when requested. Initiates training or volunteers to assist others with workloads either in or outside the unit.
6.3 Adaptability & Attitude. Accepts change and addresses problems by a “how can we” (positive) rather than a “we can’t” (negative) approach. Exhibits difficulty in adjusting to changing situations, priorities & responsibilities. Fails to change usual patterns of behavior or performance to meet specific expectations. Exhibits resistant, negative behavior when faced with change. Usually adapts to changing priorities, situations, and demands. Handles multiple tasks and priorities; adjusts to change positively. Asks appropriate questions regarding the change. Switches roles & procedures easily to facilitate change and can be relied upon to help others in this process. Approaches changes with a positive attitude asking appropriate questions regarding the change. Examples include maintaining a positive attitude when changes occur; thinking quickly to respond to changes; taking on new challenges at short notice. Anticipates and proactively responds to changing situations to achieve work results-generating new ideas, information, & explores new possibilities. Approaches the change with a positive attitude and encourages co-workers to do the same. Asks appropriate questions regarding the change and provides input on how to manage it effectively. A person exceeding this standard easily deals with changing priorities and workloads and looks for ways to encourage / assist coworkers in doing the same. 6.4 Ability to make Decisions. Considers the alternatives, advantages, disadvantages, usefulness, potential results, and other relevant factors when making decisions. Acts impulsively, not considering the impact of a decision, or struggles to come to decision at all. Usually turns to others to solve problems. An example would be an instance where someone who has been trained on some aspect of their job yet they continue to ask the same question repeatedly. Demonstrates use of thoughtful process when making decisions. Knows when to ask for assistance while trying to reach a decision. Effectively addresses work problems and demonstrates proactive problem solving; weighs positive and negative outcomes, and other contributing factors before acting. Engages in problem solving; applies logical thought process by considering alternatives, advantages, disadvantages, usefulness, potential results and other contributing factors. Suggests ways to improve performance and be more efficient.