TKA- Vice President – Support Services Exempt/Non-Exempt: Exempt Reports To: TKA-President Conducts Reviews: Yes Group: TKA-Executives Company: TKA Location: Southern, CA, Orange County, CA Job Summary/Job PurposeDecision Making-setting a course of action, by being able to seek to understand more about why you believe there is a problem. Planning-setting the direction for the organization and then guiding the process to follow the direction.Problem Solving-analyzing alternatives and selecting a course of action.Ethics/Social Responsibility-being able to know what is right or wrong in the workplace and doing what's right-this is in regard to effects of products/services and in relationships.Creativity/Innovation-using creativity to enhance performance of a process, person, team or organization.Systems Thinking-able to continually exchange feedback among its various parts to ensure that they remain closely aligned and focused on achieving the goal of the organization. THE ValuesTeamworkDemonstrates competence in working through communication, interpersonal relations and decision making that takes into account all of the groups and departments in the organization. HonestyDemonstrates competence in open communication, ethical decision making and respectful treatment of the people with whom you interact. ExcellenceDemonstrates competence in continuous improvement, continuous learning, accountability, teamwork, motivating and developing others, problem-solving and decision making, displaying financial understanding, managing daily operations, and demonstrating business/job specific knowledge. Core CompetenciesTitle and DescriptionAccount ManagementSupports accounts in a manner that ensures that customer needs are understoodand met. Builds relationships with key decision makers while showing respect foreach and every person in a customer organization. Expands services within existingaccounts and keeps track of account activities to respond to new developments and changes. This contrasts with those who are unaware of customer needs; are unsuccessful at building relationships with key decision-makers; treat some individuals in a discourteous or disrespectful manner; are unsuccessful at expanding sales within existing accounts; and/or are frequently unaware of account activity that could trigger a customer contact and, consequently, miss opportunities for the business. Customer FocusPersonally demonstrates that external (or internal) customers are a high priority. Identifies customer needs and expectations and responds to them in a timely and effective manner. Anticipates and prevents delays or other things that can adversely affect the customer. Keeps customers informed about the status of pending actions and inquires about customer satisfaction with products or services. This is in sharp contrast to behavior patterns that tend to disappoint customers, leave them feeling forgotten and unimportant or that otherwise result in unmet needs or expectations. LeadershipArticulates a vision that others choose to follow. Models’ behaviors expected of others and inspires others to undertake challenging tasks and projects. This is in contrast to those who fail to articulate a clear vision or whose vision is not compelling enough to generate enthusiasm or commitment; who expect specific behavior from others when they are not doing these things themselves; and/or whose attempts to lead that fail to inspire others. The latter conditions usually create a shortage of followers who voluntarily take on challenging assignments. Ensures Proper Training in New TechnologiesEnsures that employees get the support they need to use and embrace new technology to the fullest extent possible. This includes selecting the best training options, attending all training that others are expected to attend, staying abreast of how effectively the new technology is being used, providing post-training support and with demonstrating knowledge, support, and enthusiasm about the new technology. This contrasts leaders who fail to model enthusiasm or support for new technology, demonstrate little or no interest in the training or monitoring required to ensure successful implementation and tend to leave employees uncertain about the benefits or reasons for embracing the new technology. Performance AppraisalsEnsures that performance appraisals are fair, objective, and timely. When rating performance, considers each employee's role and experience along with any circumstances that affected performance. Rates based on fair and realistic expectations regarding both results expected, and competencies demonstrated. Understands the competencies required by those being assessed and can describe gaps in a clear and effective manner. Ensures that feedback is ongoing, and that appraisal documentation is submitted for review on time. This compares favorably to being unclear or unrealistic, failing to provide ongoing feedback, being unable to explain the connection between competencies and results, demonstrating bias in ratings or written documentation, or failing to complete documentation or meetings in a timely manner. Relationship Building / NetworkingBuilds rapport and develops alliances with a broad range of people. Adjusts communication style to meet the needs of individuals at various organizational levels and to meet the needs of clients. Creates alliances by demonstrating concern and respect for others, as well as by highlighting common interests and aspirations. Leave others feeling that he/she will be a trusted ally and is careful to act in ways that reinforce that trust over time. This is in contrast with the behavior of individuals who tend to interact with a relatively narrow range of people or who fail to adjust their communication styles to accommodate others. It is also quite different than behavior that leaves the impression that the person is seeking to advance his/her own narrow agendas and interests. SafetyMakes sure to understand every safety practice expected by the organization. Takes no shortcuts that increase the risks of accidents, personal injuries or equipment failures. Looks for unsafe practices in the workplace and takes responsibility to ensure that others are aware of the potential impact. This is distinctly different from those who are unaware of many safety expectations, take shortcuts that increase safety risks, and/or fail to recognize and take timely action to increase safe practices by others.