Manager Accountabilities

Manager accountabilities provide managers of staff at Yale with a framework for how to achieve higher performance within the organization. Each of these accountabilities is directly linked to specific skills and behaviors needed to be successful in a managerial role at Yale, as described below.

Skills and Behaviors for Manager Accountabilities

The following skills and behaviors provide specific examples for how you, as a Yale manager, can effectively accomplish each of the manager accountabilities:

Hire Talent and Build the Team

• Utilize job descriptions to identify job candidates
• Conduct thorough interviews and reference checks to select quality candidates
• Communicate job or position expectations to staff
• Assess and determine staffing needs
• Ensure that new staff members have the resources needed to do their jobs (e.g., workstation, computer, systems access, orientation, technical training, etc.)
• Add, terminate and reorganize staff in accordance with University policy and procedure and collective bargaining agreements
• Ensure continuity of the team through cross-training and succession planning
• Support the University’s commitment to diversity

Set Goals and Deliver Results

• Create strategy, goals or plans for the team as appropriate, in alignment with University goals
• Set annual individual and team performance goals, using the SMART framework
• Identify action steps and timelines needed to reach objectives
• Communicate plans to staff and delegate work
• Effectively allocate available resources
• Track progress to ensure completion of work within target deadlines
• Set priorities and manage workload for self and staff

Provide Supervision

• Supervise staff activities and progress
• Oversee workflow and take action to ensure performance (e.g., adjust timelines, solve problems)
• Maintain compliance with Yale policies, contractual obligations and with federal/state law
• Act as a liaison or moderator and know when to seek assistance from other resources in resolving conflicts
• Support the work and objectives of staff, faculty and students in the department
• Where applicable, ensure that faculty and students apply proper procedures and timelines

Manage Operations

• Provide administrative leadership in managing people, infrastructure and facilities
• Administer operational procedures to ensure that the department runs smoothly
• Complete appropriate budgeting and financial reporting
• Plan and facilitate effective meetings
• Implement changes and new systems or programs within the department
• Engage staff in using best-practice tools and methodology

Evaluate Performance and Develop People

• Conduct performance reviews on a regular basis (e.g., mid-year, annual reviews)
• Deliver ongoing feedback and address performance issues
• Recognize training needs and ensure that staff gain needed skills
• Suggest appropriate training opportunities and assignments
• Collaborate with staff members to create and implement development plans
• As required, follow required procedures for managing union members

Share Information

• Share needed information with staff and others in a timely manner
• Provide a regular forum for sharing information within the department (e.g., weekly staff meetings)
• Provide recognition and praise to motivate the department
• Collaborate and share information with other groups or departments across the University

Acquire Technical Knowledge and Expertise

• Demonstrate knowledge of the school or department’s functional area (e.g., academic focus)
• Effectively utilize relevant tools, applications and systems
• Demonstrate knowledge of University and department processes and policies needed to make decisions, supervise work and answer questions
• Possess a broad range of expertise about the department’s work in order to step in or reassign tasks due to absences and/or increased workload
• Demonstrate knowledge of relevant labor management agreements
• Embrace continuous learning and self-development