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Objectives • Continue to develop and implement supervisor training programs that reinforce our expectation that supervisors act as leaders, and thus, serve as role models for appropriate, professional, and courteous behavior... always and in all Ways. • Continue to develop and make supervisors' responsibilities more equal. • Continue to develop and implement programs that encourage our leaders to clearly communicate specific performance expectations to all the employees who work under their command. • Continue to develop and implement programs that teach our leaders to be intolerant of incompetence anywhere in our department. We shall hold all of our employees accountable for their actions, their inactions, and their ability to achieve established performance standards. • Continue to develop and implement policies and procedures that provide direction to the employees that are systematic, orderly, managed and not left to chance. By using established procedures, our leaders can positively influence how all employees of the department behave and perform. • Continue to develop and implement programs that reinforce our expectation that our leaders continually display enthusiasm toward excellent self - performance and professional behavior. Maintaining organizational growth and learning requires that leaders display high and continuous energy output. Proactive leaders improve the probability of our organizational success, where laissez- faire, or negative approaches, will damage our department. • Continue to develop and implement programs that require our leaders to be decision makers and avoid excessive efforts to gain consensus or compromise. Good leaders are decisive and accept responsibility for the tough decisions. • Continue to develop and implement programs whereby our leaders display effective interpersonal skills for coaching employees (supervisors and non - supervisors) by gently, yet relentlessly, reinforcing our department's high standards of performance. • Continue to develop and implement programs to ensure our leaders treat employees fairly. Equity is crucial for trust and morale in our department. our leaders shall not play favorites. They shall practice a high degree of objectivity and fairness in all their actions with all employees. • Continue to develop and implement programs to ensure our leaders place a very high priority on open, timely and valid communications throughout our department... and work very hard to ensure that quality communications is always a priority. Action Plan AP 3.14 The Administration Division shall design and implement an employee performance evaluation and reward system to be used as a communications tool to recognize and improve the performance of our employees. PRIORITY 2. 27