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I <br /> S. Performance Focuses on staff development. Acknowledges and strengthens existing <br /> Management/ performance and supports employee development of new skills. Actively <br /> ~ Staff coaches/counsels their employees' performance improvement and <br /> Development correction. <br /> i <br /> ! Key behaviors <br /> • Encourages and acknowledges positive employee performance and <br /> j behaviors. <br /> • Supports employees, allowing them to gain and use their skills to <br /> j perform their jobs and advance in the organization. <br /> <br /> 1 • Takes immediate, corrective action when indicated. <br /> • Creates timely, effective, and appropriate documentation. <br /> • Continually evaluates staff development as part of successful <br /> ~ department succession planning. <br /> • Performance management practices align with organizational <br /> policies and procedures. <br /> • Encourages personal initiative and accountability of all team <br /> members. <br /> <br /> i <br /> <br /> I <br /> 9. Possesses skill in carrying out technicaUstrategic aspects of managing and <br /> Administrative supervising employees. Develops and maintains knowledge in the <br /> Activities following areas: <br /> • City policies and procedures <br /> • Fiscal management <br /> • Budgeting processes <br /> • Purchasing processes <br /> • HR management <br /> <br /> t <br /> • Wage and hour laws <br /> • Labor relations and contract management <br /> • Worker's compensation <br /> • Classification and Compensation <br /> • Benefits <br /> • Risk and safety management <br /> • Hiring processes <br /> • Employee Relations and regulations <br /> • Knowledgeable in the variety of technology that is integrated in, <br /> and impacts, their areas of responsibility. <br /> <br />