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15 <br />REVALUATION MANAGER <br />revaluation/appraisal personnel in order to ensure that they are properly inducted, oriented and <br />trained. <br />Leading: Provides a work environment that encourages clear and open communications. Has a <br />clear and comprehensive understanding of the principles of effective leadership and how such <br />principles are to be applied. Provides adequate feedback to personnel under charge concerning <br />their performance. Commends and rewards personnel under charge for outstanding performance, <br />and takes timely and appropriate disciplinary action as necessary. Exercises enthusiasm in <br />influencing and guiding others toward achievement of established goals and objectives. <br />Controlling: Provides a work environment that is orderly and controlled. Coordinates, audits and <br />controls manpower and financial resources efficiently and effectively. Coordinates, audits and <br />controls the utilization of materials and equipment efficiently and effectively. Has a clear and <br />comprehensive understanding of County standards, methods and procedures. <br />Delegating: Assigns additional duties to staff as necessary and/or appropriate in order to meet <br />revaluation and appraisal goals, enhance staff abilities, build confidence on the job and assist staff <br />members in personal growth. Has confidence in staff to meet new or additional expectations. <br />Decision Making: Uses discretion and judgment in working with department management in <br />developing and implementing courses of action affecting the revaluation and appraisal functions of <br />the department. When a particular policy, procedure or strategy does not appear to be achieving <br />the desired result, moves decisively and definitively to develop and implement alternatives. <br />Creativity: Regularly seeks new and improved methodologies, policies and procedures for <br />enhancing the effectiveness of the department and County. Employs imagination and creativity in <br />the application of duties and responsibilities. Is not adverse to change. <br />Human Relations: Strives to develop and maintain good rapport with all staff members. Listens to <br />and considers suggestions and complaints and responds appropriately. Maintains the respect and <br />loyalty of staff. <br />Policy Implementation: Has a clear and comprehensive understanding of County policies <br />regarding the department and County function. Adheres to those policies in the discharge of duties <br />and responsibilities and ensures the same from subordinate staff. <br />Policv Formulation: Keeps abreast of changes in operating philosophies and policies of the <br />County and continually reviews department policies in order to ensure that any changes in County <br />philosophy or practice are appropriately incorporated. Also understands the relationship between <br />operating policies and practices and department morale and performance. Works to see that <br />established policies enhance it. <br />DISCLAIMER: This job description is not an employment agreement or contract. <br />Management has the exclusive right to alter this job description at any time without notice. <br />©Archer Company 2008 6 <br />