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Our Values
 

Our values express the expectations we have of each other and ourselves, and identify how we conduct business with our clients.

Because we value CONTINUOUS LEARNING

Definition:

Demonstrates eagerness to acquire necessary technical knowledge, skills, and judgment to accomplish a result or to serve a customer's needs effectively. Has desire and drive to acquire knowledge and skills necessary to perform job more effectively.

Behavioral Indicators:
  • Keeps up-to-date on current research and technology in one's work focus and identifies and pursues areas for development and training that will enhance job performance.
  • Takes responsibility for one's own development.
  • Maintains fluency in appropriate work applications, software, or tools.
  • Reviews, selects, and disseminates information regarding key technologies, best practices, and tools to others in the group.
  • Continually looks for ways to expand job capabilities.
Because we value COMMUNICATION

Definition:

Creates an atmosphere in which timely and high-quality information flows smoothly up and down, inside and outside of the University; encourages open expression of ideas and opinions.

Behavioral Indicators:
  • Asks open-ended questions that encourage others to give their points-of-view and is approachable at all times.
  • Keeps relevant people accurately informed and up-to-date of both positive and potentially negative information.
  • Appropriately expresses one's own opinion.
  • Refrains from immediate judgment and criticism of others' ideas delivers criticism in a way that demonstrates sensitivity to the feelings of others and waits for others to finish their intended message before responding.
  • Encourages response and dissent to ideas and issues.
Because we value COLLABORATION

Definition:

Develops cooperation and teamwork while participating in a group, working toward solutions which generally benefit all involved parties.

Behavioral Indicators:
  • Demonstrates respect for the opinions of others.
  • Identifies and pushes for solutions in which all parties can benefit.
  • Helps and supports fellow employees in their work to contribute to overall University success.
  • Keeps people informed and up-to-date.
  • Shares information and own expertise with others to enable them to accomplish group goals.
Because we value ORGANISATIONAL UNDERSTANDING

Definition:

Understands agendas and perspectives of others, recognizing and effectively balancing the interests and needs of one's own group with those of the broader organization.

Behavioral Indicators:
  • Knowledgeable about one's own department and about the University in general.
  • Demonstrates awareness of University's general goals and makes requests or decisions to support this awareness.
  • Knows how to use the University's formal and informal systems to get things done.
  • Maintains cross-functional focus and uses the most appropriate channels to communicate within and between departments/divisions.
  • Keeps objectives related to University's priorities at the top of one's own priorities and the priorities of one's work department or group.
  • Works to build a sense of common purpose across all work groups, avoiding a "we versus them" attitude.
Because we value CONSISTENCY

Definition:

Demonstrates a high level of dependability in all aspects of the job.

Behavioral Indicators:
  • Shows commitment/dedication and accountability in one's work, and follows through on all projects, goals, aspects of one's work.
  • Completes all assigned tasks on time and with minimal supervision.
  • Arrives at work on time every day.
  • Fulfills all commitments made to peers, co-workers, and supervisor.
  • Works to achieve agreement (by offering alternatives, etc.) on time frames or objectives that can be realistically met.
Because we value LEADERSHIP

Definition:

Promotes and generates cooperation among one's peers in leadership to achieve a collective outcome; fosters the development of a common vision and fully participates in creating a unified leadership team that get results.

Behavioral Indicators:
  • Takes into account the University as a whole when making decisions. Separates one's own interests from University interests to make the best possible judgments for the University.
  • Identifies and pushes for solutions in which all parts of the University can benefit.
  • Builds consensus among one's peers in leadership.
  • Communicates key University priorities and how one's division or department contributes to achieving those priorities.
  • Shares goals with peers in the University to increase alignment, cooperation, and opportunities to collaborate.
 
 
 
 
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