The Core Competency Comment Support Tool can be used by

The Core Competency Comment Support Tool can be used by both employees and managers to assist them in writing comments for the core competencies on the annual review form. To use this tool, simply scroll to the table of contents on the next page, find your role in the list and click on the competency for which you want to write a comment. You can use this tool for all of your core competencies.

September 2012

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Contents Technical/Support .................................................................................................................................................................................................................................... 3 Broad Discernment .............................................................................................................................................................................................................................. 3 Communication .................................................................................................................................................................................................................................... 4 Creativity .............................................................................................................................................................................................................................................. 5 Execution & Impact .............................................................................................................................................................................................................................. 6 Mission Focused ................................................................................................................................................................................................................................... 7 Stewardship ......................................................................................................................................................................................................................................... 8 Professional .............................................................................................................................................................................................................................................. 9 Broad Discernment .............................................................................................................................................................................................................................. 9 Communication .................................................................................................................................................................................................................................. 10 Creativity ............................................................................................................................................................................................................................................ 11 Execution & Impact ............................................................................................................................................................................................................................ 12 Mission Focused ................................................................................................................................................................................................................................. 13 Stewardship ....................................................................................................................................................................................................................................... 14 Management .......................................................................................................................................................................................................................................... 15 Broad Discernment ............................................................................................................................................................................................................................ 15 Communication .................................................................................................................................................................................................................................. 16 Creativity ............................................................................................................................................................................................................................................ 17 Execution & Impact ............................................................................................................................................................................................................................ 18 Mission Focused ................................................................................................................................................................................................................................. 19 Stewardship ....................................................................................................................................................................................................................................... 20 Executive ................................................................................................................................................................................................................................................ 21 Broad Discernment ............................................................................................................................................................................................................................ 21 Communication .................................................................................................................................................................................................................................. 22 Creativity ............................................................................................................................................................................................................................................ 23 Execution & Impact ............................................................................................................................................................................................................................ 24 Mission Focused ................................................................................................................................................................................................................................. 25 Stewardship ....................................................................................................................................................................................................................................... 26

September 2012

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Technical/Support Broad Discernment Behavioral Indicators: o Makes sound decisions based on policies, practices, and procedures o Makes thoughtful decisions when faced with recurring and new situations o Demonstrates and focuses on making a positive impact with an understanding that work and personal actions positively or negatively impact others Does Not Meet Expectations

Partially Meets Expectations

Fully Meets Expectations

Intro: Your actions and decisions reflect a lack of understanding about our policies and practices and the impact that your actions have on others . . .

Intro: You have a basic understanding of how your actions affect individuals around you, however there is still room for growth . . .

Intro: You make thoughtful and informed decisions, taking into account possible alternatives as well as the larger impact these decisions will have . . .

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Keep up with policy, practice and procedure developments in your functional area and the media industry. Make sure you fully understand the elements of a new policy or the new set of data and what they mean for your role. Before making your next key decision, share your thoughts and possible outcomes with someone whose judgment you value, and ask for feedback. Look back to recent decision you made and ask yourself how your decision affected others. Could you have done things differently to minimize a negative outcome?

September 2012

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Make a decision based on relevant data, rather than just relying on personal feelings. Be more transparent in your decision making processes. Try to identify the root cause and the specific aspect of the process that may be negatively impacting what you hope to accomplish. Ask for feedback. Determine what makes your peers or other managers effective in their decision making, and try to emulate those habits. Be clear and honest with yourself and others about your opinions, attitudes, beliefs, prejudices and favorite or universal solutions.

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Frequently Exceeds Expectations Intro: You excel in making sound decisions, fully understanding the impact of your actions on others . . .

• One specific example where a decision that you made had a positive impact at Scripps is . . . One example of how you might • be able to grow in your decision making capability is . . . Think about the most important points of a decision that others should understand and take the • time to communicate these points. Try to identify the primary cause for a poor decision you made in the past and learn from it. •

One example where your sound judgment made a positive difference in your role as a ______ at Scripps is . . . Request guidance and coaching from your manager to cultivate your judgment capabilities on future decision making opportunities. Think of situations and problems you dealt with in the past, and identify any parallels to a current decision you are making. The problem-solving techniques used in the past may help you make a better decision. Seek advice from someone around you who makes decisions the way you would like; determine what questions he or she asks and the principles he or she follows.

Far Exceeds Expectations Intro: Your actions and decisions are exemplary and inspire confidence and respect from your peers . . . •

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One example where your strong decision making capability was brought to light was when . . . [insert example]. Search outside your comfort zone. Resist making decisions and plans based on how you have approached them in the past. Develop fresh ideas. Mentor others inside your function who need to strengthen their decision making capabilities. Ask your manager to consider if there are decisions that he or she could delegate to you.

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Technical/Support Communication Behavioral Indicators: o Shares information with others in the interest of the team and department; as applicable, clearly explains technical concepts in a way that is easy for others, including nontechnical audiences, to understand o Listens actively and confirms understanding rather than responding immediately o Keeps managers and colleagues informed of progress of work and potential issues Does Not Meet Expectations



Frequently Exceeds Expectations

Intro: Your inability to effectively communicate inhibits the flow of information and stunts the development of your working relationships with peers and with customers . . .

Intro: Though you may understand some of the basic benefits of effective communication, there are many opportunities for improvement . . . .

Intro: You effectively communicate with your clients and fellow employees and contribute to an open and transparent environment in the workplace . . .

Intro: You are an excellent communicator who handles challenging and fast-paced situations with great comfort while promoting collaboration across your department . . .

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You have difficulty explaining concepts of your job to others, Look for ways to break down the message and information you need to share with others. Be more direct when communicating by using simple and straightforward language Your verbal & written communication often fails to convey your message. Outline documents using the following questions: Who is my audience? What do I need them to know? What do I want them to do after reading this document? Provide the “storyline” and background as well as the context and reasoning to enhance others’ understanding. Realize which forms of communication to use in different situations.

September 2012

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• When dealing with frustrated employees, make an effort to calm them down and then • politely give a simple and tangible explanation. explain not only why the problem occurred, but how and when • you will respond to the problem. Become a more active listener during exchanges with others. • Avoid immediately dismissing ideas that differ from your own. Be sure to communicate with your manager, peers and customers with the utmost professionalism and respect. Sometimes you … [provide an example]. Strive to promote an environment of transparency.

Help mediate frustrations during periods of transition by • making yourself readily available. Encourage your peers to cooperate and collaborate • with each other Continue to demonstrate openness to differing opinions and to improving your own • understanding of how these differences affect the workplace. Continue to provide others with complete and accurate information, further gaining their trust and support and encouraging your peers to do the same.

When working on projects involve your peers and reach out to those who have experience in this area. Continue to refine your communication skills by adapting information to fit your intended audience. One specific example where your effective communication made a difference is …

Far Exceeds Expectations Intro: Your superior communication skills allow you to seamlessly facilitate communication across your department while bridging individuals with differing opinions . .. •

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Be proactive in educating others on information and insights that can help them deliver on their commitments and goals. Look for opportunities to serve as a trusted personal coach to others with regard to effective communication skills. Due to your excellent communication abilities, you have greatly contributed to a transparent and supportive workplace. Try establishing a similar level of transparency with customers

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Technical/Support Creativity Behavioral Indicators: o Asks questions and constructively challenges existing processes and assumptions o Demonstrates willingness to try new things; embraces change and new challenges o Seeks, accepts and builds on constructive criticism to improve ideas/suggestions Does Not Meet Expectations Intro: There are significant opportunities to introduce more creativity within your role and responsibilities . . . •

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Frequently close yourself off or outright reject change. Challenge yourself to look at reasoning and do your best to support them. Understand the rationale behind a change effort. Ask others what their thinking was and how they explored the issue and developed a solution. Generate new ideas about how to make improvements in your day to day work to create efficiencies. Often are closed off to feedback and exhibit negative reactions to constructive criticism. Seek input from your manager on how to improve. Lack of willingness to try new things limits career growth.




Intro: There are areas and circumstances where you introduce some creativity in your work, although there is opportunity for more . . .

Intro: When the situation requires it, you are able to effectively demonstrate creativity in your work ...

Intro: You often exhibit creative thinking and approaches throughout your work at Scripps . . .

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Increase your willingness to try new things. Look for opportunities to change or challenge. Challenge yourself to move past your common defense mechanisms. Ask for input on strengths and areas for improvement. Solicit input from others. Encourage discussion on what they like about an idea, rather than what they do not like. Challenge current practices. Ask why things are done a certain way and look for opportunities to improve the process.

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September 2012

• One example where your creative thinking made a difference is … • Incorporate new problem solving techniques into your routine. Present problem to • someone who has never been exposed to the subject matter. Look for ways to combine multiple alternatives into a single solution. Create a climate where people • feel free to present their ideas without criticism. You are tolerant of others’ “reasonable” mistakes. Look for opportunities to take an intelligent risk on a potentially game-changing recommendation. Obstacles are opportunities to find new and better approaches. Obstacles force teams to develop creative solutions that can lead to improved effectiveness.

Examples where your creative thinking has had a measurable impact are…[insert example or examples]. Go beyond your current perspective and learn about parallel topics. Suggest new ideas and approaches that deliver department-wide impact. Move beyond traditional modes of operation that are limited to your function. Challenging traditional patterns of thinking is a strength. Discourage statements or behaviors that close off exploring alternatives. Counter arguments by gaining their commitment to a mutually beneficial solution.

Far Exceeds Expectations Intro: You consistently deliver exceptional creativity throughout your work . . . •

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Successful at developing and implementing creative ideas in your own daily work and exploring other opportunities for improvement. Spark conversations with your manager about how you can take your creativity one step further. Encourage the same strengths in others…[insert example or examples]. Mentor others inside your function who need to strengthen their creativity. Join a cross-functional team with a unique set of challenges. Foster the mindset that innovative thinking is a part of everyone’s job, regardless of function or level of responsibility.

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Technical/Support Execution & Impact Behavioral Indicators: o Delivers consistently strong performance that colleagues can rely upon; checks own work carefully to minimize risk of errors o Ensures manager and others are advised of problems in sufficient time for action to be taken o Recognizes when to escalate a problem to the next level and when to handle it individually Does Not Meet Expectations


Intro: With a lack of focus and an inability to effectively utilize the resources available to you, your performance and accountability have not been optimal . . .

Intro: Though you generally complete your tasks accurately and on time, there is much you can still learn about setting an effective pace, delivering consistently strong performance, and impacting those around you…

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Stick with tasks until they are completed. Ensure expected deadlines are met. Create a prioritized to-do list for the next day. Adopt a “get it done” mentality with your work. Determine when you need to escalate a problem and when to handle it individually. If unsure, error on the side of caution, ask your manager. Periodically ask your customers (both internal and external) how you and your team are doing. One example of how your inconsistent performance has affected the department is . . . Recognize the importance of putting other responsibilities and even other people on “pause”.

September 2012

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Far Exceeds Expectations

Intro: You deliver consistent Intro: Not only do your projects performance that others can rely on… consistently exceed expectations, but you solve problems with ease • You are focused on the highest and have earned the respect of priorities, including delivering your fellow team members… high quality, error-free work. One example is… • Your strong performance has • You successfully alert your had a measurable impact on manager quickly when issues our department. One specific arise. example is . . . Avoid procrastination. Make a • Work with your manager to come • You have a keen ability to know list of milestones to guide up with clear, attainable goals when to address problems on your progress for big that stretch you. your own and when to escalate projects. • Quickly determine the cause and issues to your manager. Set up regular meetings with take corrective action if you have • Continue to think and act your manager to review key a quality problem in your work. positively, even in the midst of responsibilities. • When you hit a roadblock, ask difficult situations. Act now. Take immediate for help or insights. • Keep others informed of your steps to handle the progress. problem/opportunity or let the appropriate people know. Meet with your manager to discuss your workload if you are overloaded and having trouble meeting deadlines. Use their insights to help prioritize and focus your work.

Intro: You help to deliver the highest quality solutions while generating consistent commitment and enthusiasm from your peers, as they readily follow your lead… • •

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You consistently deliver exceptional results in your work at Scripps . . . Spark conversations with your manager about how you can take the impact that you have at Scripps to the next level. Consider mentoring a peer who is struggling or a new member of the team. Take the initiative to find new ways you can make a difference. Do not wait to be told.

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Technical/Support Mission Focused Behavioral Indicators: o Demonstrates our core values in day-to-day activities o Shares understanding of and appreciation for mission and core values with others, especially new team members o Recognizes when situations or decisions are in conflict with our core values and escalates appropriately Does Not Meet Expectations


Intro: There are significant opportunities for you to demonstrate increased commitment to Scripps’s overall mission and core values…

Intro: You demonstrate many of the core values of the organization in your work, however there is still plenty of room for improvement . . .

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Intro: You effectively represent the organization’s core values in your day-to-day actions while demonstrating a strong appreciation for our mission as an You shy away from making • Be consistent and communicate organization . . . difficult decisions and let issues with conviction as you linger when comforted with encourage others to help you • You tend to be very effective pressures. One example is … meet key objectives. in addressing challenging Going forward, you need to do • Don’t do everything on your situations by demonstrating more to make decisions that own! Realize that your peers our core values. In what ways support our overall mission and and supervisors are excellent can you build on this and core values. resources that can help you further demonstrate a missionUse Scripps’ administrative accomplish your goals with oriented approach in the face capabilities in a manner increased efficiency and of adversity? consistent with company accuracy. • In addition to having your values. • Ask your department manager immediate peers and Consider what you can do to for the department’s goals, if supervisors as excellent they have not shared them with better manage conflicts at work. resources, remember that you already. Think of ways that Don’t let your own ambitions there are also other you, in your daily work, can cloud your judgment or obstruct departments and individuals help support these goals and your ability to deliver goals and who possess complimentary Scripps’ core values. results consistent with Scripps’ resources • When you have been involved mission and values. • Actively promote the core in situations that bring Scripps’ When you have been involved values in the workplace. core value [x] in to question, in situations that bring Scripps’ Demonstrate courage when you did not bring this issue to core value [x] in to question, you see something that does the attention of others. you did not bring this issue to not support our core values the attention of others and raise the issue with the appropriate person - either your manager, HR, or a trusted senior colleague.

September 2012



Intro: You excel at representing the organization through your steadfast dedication to strong values and ideals . . .

Intro: Your actions and morals consistently represent the highest standards, inspiring similar excellence among your peers . . .

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One specific example where your mission-mindedness makes a difference at Scripps is . . . Consider helping your team identify and adopt a new technological or assistive capability that is consistent with company mission to take your dedication to the next level. How can you solicit insight from others regarding to your commitment to organizational values? You consistently demonstrate that you are a highperforming contributor to our team through your ability to think in long-term scenarios. Some specific examples of how you might further expand your demonstration of this ability are . . .

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You showed exemplary commitment to the mission and values at Scripps when you . . . Challenge yourself and those around you to evaluate company-wide strengths and weaknesses and make appropriate recommendations to address them. Embrace company values beyond your interactions within your team and be an ambassador to other teams. Identify ways to improve the existing processes and solutions to better meet the organization’s vision and core values. Take on a mentorship role and offer to help your peers understand how they can correct/improve their current actions and mentalities.

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Technical/Support Stewardship Behavioral Indicators: o Demonstrates respect and ownership of company resources, particularly those things used on a day-to-day basis o Uses mistakes and or others’ experiences as learning opportunities and incorporates ideas for stronger personal performance o Seeks out opportunities to assist and partner with team members to accomplish team goals Does Not Meet Expectations Intro: There are significant opportunities for you to demonstrate a greater sense of stewardship as a _________ at Scripps . . .

Partially Meets Expectations Intro: While you do exhibit some degree of stewardship, there are many opportunities for growth in this area . . . •

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Request meetings with individuals you think could help you develop particular areas. Look for themes across your self-evaluations. What areas consistently need improvement, particularly regarding resource management? Include them on your development plan Practice a balanced approach in your self-evaluations by also noting what you do well as well as what you need to do better. When you do not understand feedback, or you disagree with it, ask clarifying questions.

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Seek expertise from other leaders, HR staff, family, friends and business leaders in your network to help you develop. Seek out projects that have higher levels of visibility, even if there is a risk of failure. Get involved in a variety of experiences to maximize your development. Seek help from others when you need it. Request meetings with colleagues you think could help you develop in particular areas. Admit mistakes and learn from them.

Fully Meets Expectations Intro: You demonstrate a consistent level of stewardship as a _____________ at Scripps . . .

Intro: You often exhibit great stewardship throughout your work at Scripps . . .

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September 2012


An example where you demonstrate stewardship and respect for your resources is . .. Thank everyone who gives you feedback, even if it was not skillfully delivered or you disagree with it. After a tough assignment, debrief and get feedback with your manager on the challenges you faced, how you handled them, and what you learned from the experience. Critique your own performance, and solicit your manager’s input to identify opportunities for improvement. Create an individual development plan and update it periodically. Recognize your areas of expertise, and look for ways you can leverage that expertise in your department and/or the organization.

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An example where your stewardship has had a measurable impact on the organization . . . Continue to discourage statements or behaviors from others that negatively impact the culture and reputation of Scripps. Create opportunities for more feedback to occur.. Seek additional challenges in your role. Look for opportunities to go above and beyond. Look for opportunities to train others. Look for opportunities that include “start-up” or “fix it” situations to demonstrate that you can successfully manage tough assignments and that you are a team player. Volunteer for projects that require you to use resources to accomplish a task within a tight timeframe.

Far Exceeds Expectations Intro: You consistently demonstrate exceptional responsibility, respect and ownership throughout the work you do at Scripps . . . •

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Not only are you successful at managing day to day resources, you are able to help others cultivate their stewardship. For example . . . [provide example]. Consider seeking opportunities to mentor others. Look for opportunities to observe people you think are outstanding in a particular area you are trying to develop –solicit their feedback on your performance and additional suggestions for development. Encourage your manager and peers to give you specific feedback in areas where you are trying to develop.

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Professional Broad Discernment Behavioral Indicators: o Makes difficult decisions with confidence; seeks further detail and analysis when appropriate o Identifies and plans for risks that accompany various solutions o Influences others to reach informed decisions that consider the impact to other departments or areas Does Not Meet Expectations



Frequently Exceeds Expectations Intro: You excel at making tough decisions, fully understanding both the short and long term implications of these decisions . . .

Intro: Your actions and decisions reflect a lack of understanding of the broader implications they have on your peers, the department, and Scripps . . .

Intro: You have a basic understanding of how your actions affect Scripps and the individuals around you, however there is still room for growth . . .

Intro: You make thoughtful and informed decisions on a consistent basis, taking into account possible alternatives as well as the larger impact of your decisions . . .

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Pay attention to deadlines when making decisions. Set up progress checkpoints and let your manager know if deadlines can’t be met. Talk to others when making important decisions. Do you always ask yourself “why” when making important decisions? Taking the time to explore why a decision needs to be made can lead to helpful considerations about the implications of the decision. Understand and utilize the many resources available to help make informed decisions.

September 2012

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Make a decision based on relevant data you collected, rather than just relying on personal feelings. Think before you act when making important decisions. Define what you need in order to make an informed decision. Think of situations and problems you dealt with in the past to help solve a current decision.

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One effective decision you made was . . . [insert example]. Learn from your failures as you do from your successes, Determine what insights are needed to help explain the decision to those who might be affected. Determine how the outcome of a recent decision you made could have been better if you would have gathered this information before making a decision.

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One specific example where your strong decision making capability was brought to light was when . . . [insert example]. Ask a leader at Scripps how they successfully navigate through challenging situations and make difficult decisions. Ask your manager if there are decisions that could be delegated to you, specifically ones that will expose you to other areas of the business.

Far Exceeds Expectations Intro: Your actions and decisions inspire confidence and respect from others, encouraging positive changes throughout your department . . . • •

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Your sound judgment made a powerful difference in your role as a ______ at Scripps is . . . Your collaborative approach empowers those around you to take part in activities that benefit the team. Become a role model among your peers by suggesting new approaches to decision making.

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Professional Communication Behavioral Indicators: o Communicates clearly and concisely in speech and writing o Tailors communication style according to the audience and/or message o Demonstrates understanding of and sensitivity to unspoken meaning and nonverbal cues o Communicates by listening attentively and conveying information in a clear and persuasive manner Does Not Meet Expectations Intro: Your inability to effectively communicate inhibits the flow of information and prevents the development of meaningful interactions with team members and customers . . . •

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Intro: Though you understand some of the basic benefits of communicating and the utilization of your communication networks, you still have much to learn . . .

Intro: You effectively communicate with your colleagues and customers and contribute to an open and transparent environment in the workplace . . .

Intro: You are an excellent communicator who handles challenging and fast-paced situations with ease while actively promoting collaboration within your department . . .

• Your written & verbal communication often fails to convey the intended message or • illicit the desired response. Outline documents based on the following questions: Who is my audience? What do I need them to know? What do I want them to do after reading this document? • Provide the “storyline” and background as well as the • context and reasoning to enhance understanding. Understand audience’s needs, interests and level of expertise so that you can increase the effectiveness of your message. Learn to efficiently use the communication tools available and realize which forms of communication to use.

September 2012

Avoid immediately dismissing ideas that differ from your own. Communicate with your superiors and customers as well as your fellow employees with the utmost professionalism and respect. Sometimes you … [provide an example]. Actively strive to promote an environment of transparency. Keep calm and poised when you disagree with others.

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Encourage others to cooperate and collaborate by • demonstrating and communicating the benefits of doing so. Consider what is essential for • audience to know and how can you convey this information succinctly. Continue to be open to differing opinions and how • these differences are important in the workplace. Continue to provide others with complete and accurate information. Look for opportunities to refine and customize your message to your audience.

Far Exceeds Expectations Intro: Your superior communication skills allow you to seamlessly facilitate communication within your department while bridging individuals and teams with differing opinions . . .

When working on projects, involve your peers and reach • out to those from which you can learn. Help coach others by providing thoughtful and private insights and feedback to enhance the effectiveness of their communication. • Continue to refine your communication skills by further refining communication of information • and its intended purpose.

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You have an impressive ability to convey information clearly and persuasively, quickly garnering support for ideas and initiatives; use these to further advocate for your department’s goals. Look for opportunities to serve as a trusted personal coach to others with regard to effective communication skills Due to your excellent communication abilities, you have greatly contributed to a transparent and supportive workplace. Try establishing a similar level of transparency with customers One specific example where your effective communication made a difference is …

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Professional Creativity Behavioral Indicators: o Presents new ideas that are fully thought through along with potential risks and mitigating strategies o Explores creative ways to approach work by using insights from inside and outside the organization o Navigates comfortably in an environment where outcomes are dependent upon factors that are unseen and intangible Does Not Meet Expectations Intro: There are significant opportunities to introduce more creativity within your professional role at Scripps . . . •

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You struggle to generate new ideas. Leverage innovative ideas that already exist within your department, as a start. Seek advice from your manager about how to take these ideas and integrate them into your day to day work. Show enthusiasm for the implementation of these ideas. You appear defeated when operating in situations where outcomes are dependent on factors that cannot yet be seen. Partner with a colleague or manager to generate new solution ideas. Write down as many creative resolutions to an issue before you evaluate and select any options.

September 2012

Partially Meets Expectations Intro: There are areas and circumstances where you introduce some creativity in your work, although there is opportunity for more . . .

Fully Meets Expectations Intro: When the situation requires it, you are able to effectively demonstrate creativity in your role at Scripps . . . •

Look at the “cost” of remaining at status quo. Are there potential efficiencies or more effective ways to do things? Focus on the rewards of risky alternatives; demonstrate a positive attitude toward risks that have the potential to add more value. Further develop and refine your ideas by proactively assessing risks and developing plans to mitigate these risks. Challenge current practices. Ask why things are done a certain way and look for opportunities to improve the process.

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Frequently Exceeds Expectations Intro: You often exhibit creative thinking and approaches as a [title] at Scripps . . .

• You provide innovative solutions. One specific example where your creative thinking made a difference is …[insert • example]. You are tolerant of others’ “reasonable” mistakes. Look for opportunities to take an intelligent risk on a potentially game-changing recommendation. Present a current business problem to someone who has never been exposed to the • subject matter or area of expertise. They may offer some “out of the box” thinking that you had not previously considered. Talk with others at Scripps who • has insight on the trends and implications for your function.

There are a number of examples where your creative thinking has had a measurable impact on your department…[insert example] Actively challenge traditional ideas and provide innovative alternatives. Discourage statements or behaviors from others that close off exploration of alternatives. Counter such arguments or limited views by creating a common interest and gaining commitment to a mutually beneficial solution. Explore and implement ideas to decrease or eliminate taskoriented barriers to creativity. Support your coworkers’ abilities to generate and deliver new ideas by brainstorming. Go beyond your current perspective and learn about parallel topics (i.e., related ideas or issues in other departments or areas).

Far Exceeds Expectations Intro: You consistently deliver exceptional creativity throughout your work . . . •

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Suggest new ideas and approaches that deliver department-wide impact. Take the initiative to move beyond your function or area of responsibility. Able to partner with your peers to encourage and help them do the same without them feeling threatened or burdened. Join a cross-functional team with a unique set of challenges. Pursue other peoples’ perspectives

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Professional Execution & Impact Behavioral Indicators: o Stays focused on highest priority tasks without being distracted by less critical issues o Inspires others by example and with a thirst for excellence; finds ways to accomplish work without contributing to or getting caught up in bureaucracy o Optimizes use of resources (e.g., time, budget, partnerships/relationships) to achieve maximum impact Does Not Meet Expectations




Intro: With a lack of focus and an inability to effectively utilize the resources available to you, your performance and level accountability have not been optimal . . .

Intro: Though you generally complete your tasks accurately and on time, there is much you can learn about staying focused, optimizing resources, and inspiring those around you . . .

Intro: You effectively accomplish key objectives by staying focused on the highest priority tasks and optimizing resources . . .

Intro: Not only do you consistently exceed expectations in your work, but you optimize resources and inspire others …

Intro: You deliver the highest quality results and inspire others by optimizing resources and demonstrating excellence . . .

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Take time at the end of each day to create a prioritized list of items to be completed the next day. Set interim review dates for your assignments. Ask for help and seek guidance as soon as you see that it will not be possible to meet the deadline. Review the resources and expenses necessary to accomplish your tasks. Eliminate redundancies and look for opportunities to streamline work steps. Recognize the importance of putting other responsibilities and even other people on “pause.” Check with your manager to confirm your priorities are aligned with his/her priorities.

September 2012

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Proactively critique your own performance related to the execution and impact of key objectives within your role. Document the expectations and goals of your role within the organization. Consider the causes when you made slow (or no) progress on an assignment. Use this information to help manage future assignments. Meet with your manager to discuss your workload if you are overloaded and having trouble meeting deadlines. Use their insights to help prioritize and focus your work.

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You successfully prioritize your work to focus on the most important goals and use resources effectively. One example is… Set up a meeting with someone you respect at Scripps who is known for consistently producing superior results. Ask him/her what they do that they think makes them successful. Consider what tactics they use that you believe would make you more effective and help you get closer to the same level of performance excellence. Take personal responsibility for seeing that a problem that you found gets fixed. Look for ways you can contribute your expertise to the department and the business to achieve results

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Your strong performance has had a measurable impact on our department. One specific example is . . . Seek additional challenges in your role. Take the initiative to find new ways you can make a difference. Think and act positively even in the midst of difficult situations. Strive to bring solutions to the problem when you meet with your manager.


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You consistently deliver exceptional results throughout your work at Scripps. A recent example that comes to mind is when you . . . Not only are you successful at focusing on critical issues and accomplishing key goals, but you inspire others to do the same by . . . Take the lead and drive performance among your peer group. Seek an opportunity to mentor a less experienced team member or a team member who has struggled to perform at a high level. Meet with other leaders to better understand the business and their goals.

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Professional Mission Focused Behavioral Indicators: o Contributes to decision making by ensuring that our mission and values are considered o Demonstrates Scripps commitment to our community through our day-to-day activities and service to our colleagues o Defends our mission by acting with courage and integrity when faced with immediate pressures Does Not Meet Expectations



Intro: There are significant opportunities for you to demonstrate increased commitment to Scripps’s overall mission and core values…

Intro: You exhibit some of the qualities and ideals valued by the organization, however there are still opportunities for growth . . .

Intro: You effectively represent the organization’s core values in your day-to-day actions while demonstrating solid decision making skills and consistent integrity . . .

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You shy away from making • difficult decisions and let issues linger when confronted with pressures. One example is … It is important to recognize the importance of your role in • contributing to the implementation of the organization’s strategic initiatives. Your own actions and initiatives must actively reflect these values. Put the organization first, instead of your own ambitions. This will help you achieve your strategic vision more effectively, • and earn you respect from your employees. When you have been involved in situations that bring Scripps’ core value [x] in to question, you did not bring this issue to the attention of others •

September 2012

Be consistent and communicate with conviction as you encourage others to help you meet organizational goals and objectives with a strategic vision. Realize that your peers and supervisors are excellent resources that can help you accomplish your goals Consider what it is that makes you feel pressured and/or overwhelmed and identify ways to address these concerns. Step up and offer to help facilitate the implementation of this change you believe in. Interview leaders within the organization who are responsible for driving strategy or major organizational change. When you have been involved in situations that bring Scripps’ core value [x] in to question, you did not bring this issue to the attention of others

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You tend to be very effective in addressing challenging situations by demonstrating commitment to our core values. How can you build on this strength? Besides working to help accomplish goals for yourself and your team, look for opportunities to challenge the status quo and identify metrics that can help the department accomplish more. Follow your convictions. Speak up for what you believe will help drive the mission at Scripps. Remember that there are also other departments and individuals who possess complimentary resources and/or can provide insights that may not be the strength of your department.



Intro: You excel in representing the organization through your steadfast dedication to our values and mission . . .

Intro: Your actions and morals demonstrate high standards, inspiring similar excellence throughout the organization . . .

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One specific example where your mission-mindedness makes a difference at Scripps is . . . You consistently demonstrate that you are a high-performing contributor to our team through your ability to think in long-term scenarios. Examples of how you might further expand your demonstration of this . . Consider alternative methods of attaining honest and constructive feedback regarding your demonstration of the core values and mission at Scripps. Look for opportunities to demonstrate courage and leadership potential by showing that you maintain composure during stressful situations.

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You showed exemplary commitment to the mission and values at Scripps when you . . . Embrace company values beyond your interactions within the team and be an ambassador to other departments. Take a mentorship role and offer to help them understand how they can correct their current actions and mentalities. Take your mission-focused capability to the next level by effectively implementing a balance between short and long term needs.

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Professional Stewardship Behavioral Indicators: o Demonstrates awareness of personal strengths and weaknesses; taps into colleagues that bring new and different perspectives than one’s self o Demonstrates a sense of ownership and responsibility for Scripps by consistently supporting the professional development of one’s self and others; solicits and applies feedback in order to improve personal performance o Seeks out opportunities to provide insights, support, and peer coaching to others in order to raise the overall performance level of the team Does Not Meet Expectations Intro: There are significant opportunities for you to demonstrate a greater sense of ownership and responsibility in your work at Scripps . . . • •

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Request meetings with individuals you think could help you develop particular areas. Look for themes across your self-evaluations. What areas consistently need improvement, particularly regarding resource management? Include them on your development plan Practice a balanced approach in your self-evaluations by also noting what you do well as well as what you need to do better. When you do not understand feedback, or you disagree with it, ask clarifying questions rather than arguing. Be generous with your time and assistance to people in and outside of your work group.

September 2012


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Seek expertise from other leaders, HR staff, family, friends and business leaders in your network to help you develop. Seek out projects that have higher levels of visibility, even if there is a risk of failure so others can see your strengths. Broaden your perspective by reading materials outside of your field of expertise. Get as much cross-functional exposure as possible. Seek help from others when you need it. Request meetings with colleagues you think could help you develop in particular areas. Recognize and admit areas of weakness.



Intro: You demonstrate a consistent sense of ownership as a ________ at Scripps, exhibiting self-awareness and responsibility throughout your work . . .

Intro: You often exhibit great selfawareness, ownership and responsibility in your work at Scripps. . .

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An example where you demonstrate stewardship is . . . Thank everyone who gives you feedback, even if it was not skillfully delivered or you disagree with it. After a tough assignment, debrief and get feedback with your manager on the challenges you faced, how you handled them, and what you learned from the experience. Critique your own performance, and solicit your manager’s input to identify opportunities for improvement. Create an individual development plan and update it periodically. Recognize your areas of expertise, and look for ways you can contribute that expertise to your department and to the organization.

Far Exceeds Expectations Intro: You consistently demonstrate exceptional selfawareness, ownership and responsibility throughout the work you do at Scripps . . .

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An example where your strong stewardship and resource management have had a measurable impact on the organization is . . . • Continue to discourage statements or behaviors from others that negatively impact the culture. • Create opportunities for more feedback to occur. • Seek additional challenges in your role, and let people know that you are looking for increased responsibility and personal growth. • Look for opportunities to train others. • Look for opportunities that include “start-up” or “fix it” situations to demonstrate that you can successfully manage tough assignments and that you are a team player. • Offer to lead a task force to develop your cross-functional knowledge.

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Not only are you successful at demonstrating great stewardship, you help build the same strength in others…[provide example]. Consider seeking opportunities to mentor others. Share your techniques for personal growth and as a professional. Look for opportunities to observe people you think are outstanding in a particular area you are trying to develop –solicit their feedback on your performance and additional suggestions for development. Encourage your manager and peers to give you feedback in areas you are trying to develop. Encourage and build confidence in others..

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Management Broad Discernment Behavioral Indicators: o Demonstrates an understanding of when to make decisions independently and when to involve others o Delegates decision making responsibilities to the appropriate level and holds decision makers accountable for results o Provides direction to others when they are faced with making tactical decisions in uncertain circumstances o Considers a broad range of issues and factors – despite ambiguity – when making decisions Does Not Meet Expectations Intro: Your actions and decisions reflect a lack of understanding about the broader implications they have on the key stakeholders at Scripps . . . • • •

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Partially Meets Expectations Intro: You have a basic understanding of how your actions affect Scripps and the individuals around you, however there is still room for growth . . .

Work to balance • independence and information overload. Provide oversight to your team rather than “doing” work • that should be delegated. Provide direction and allow • your team to do their work during times when you have tough decisions. Demonstrate your consideration of a broad range of issues and factors when making decisions.



Intro: You consistently make thoughtful and informed decisions, taking into account possible alternatives as well as the larger impact of these decisions . . .

Intro: You excel at making challenging and innovative decisions, fully understanding both their short and long term implications . . .

Manage your time and • delegating decision making responsibilities more effectively. Become more transparent with • your decisions and problem solving efforts. Avoid misunderstandings by thoughtfully considering the • implications of your decisions and explaining them to your employees. •

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September 2012

Enhance your delegation skills • by ensuring that you hold individuals accountable for the outcomes of their decisions. Empower your employees in • their decision making efforts, even when they are faced with uncertain circumstances. Improve the outcomes of your decisions by involving more, or • different, people in your decisions. Identify potential information overlooked or a person you could have consulted to improve a recent decision’s outcome or implementation effort. Gather input from people who might disagree with you.

You have proven yourself to be a strong decision-maker at Scripps by . . . [insert example]. Reward strong decision making initiative but stress the importance of your employees communicating with you and other team members. Enhance your ability to work through ambiguity and still make smart decisions.

Far Exceeds Expectations Intro: Your actions and decisions inspire confidence and respect from others, encouraging positive changes in their own decision making processes . . . •

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You actively listen to your employees’ input and often combine multiple opinions into one coherent and effective solution. Draw attention to your employees’ accomplishments and give them full license to make more decisions. Review previous decisions from multiple angles and highlight what was done right and opportunities for growth. Strive to become a role model for moving decisions forward.

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Management Communication Behavioral Indicators: o Facilitates communication across the organization; building bridges between parties with differing points of view o Treats people with respect independent of status or differing opinions o Captures others’ attention through engaging content and delivery o Maintains calm and poise in fast paced and challenging situations Does Not Meet Expectations Intro: Your inability to effectively communicate inhibits the flow of information and prevents the development of effective working relationships with peers, direct reports and customers . . . •

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When information is passed down from the executive level, make sure it reaches the appropriate recipients under your management. Determine which details are important, and then pass them along in a timely manner. Provide the “storyline” and background as well as the context and reasoning to enhance understanding Strive to be more direct when communicating with those around you, using simple and straightforward language. Avoid using a condescending or commanding tone, as this can have a negative impact on the effectiveness of your words.

September 2012




Intro: Though you understand some of the basic benefits of strong communication and the effective utilization of your communication networks, there are still many opportunities for growth in this area ...

Intro: You effectively communicate with your customers and fellow employees, contributing to an open and transparent environment in the workplace . . .

Intro: You are an excellent communicator who handles challenging and fast-paced situations with ease while actively promoting collaboration across the organization . . .

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Keep calm and poised when • handling stressful situations within your department. Become a more active listener with others; do not dismiss ideas that differ from your own. Work actively to promote an • environment of transparency. When interacting with your team members, show enthusiasm and energy.

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Devote yourself to continually demonstrating a willingness to consider differing opinions Enhance others’ responses to your messages by considering what is most essential for them to know and how you can convey this information more succinctly. Continue to provide others with complete and accurate information. Actively encourage your employees to contribute to the transparent, open environment you and your team desire. Push your employees to work closely with each other through role-modeling effective collaboration. Encourage cooperation and positive interactions

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Continue taking the time with your team to fully explain the opportunities and challenges associated with these changes. Help coach others by giving thoughtful and private feedback to your employees when they exhibit nonverbal communication that might inhibit the effectiveness of their communication. Continue to refine your communication skills by learning to better filter information and its intended purpose. Actively encourage others to come to you with important information and concerns.

Far Exceeds Expectations Intro: Your superior communication skills allow you to seamlessly facilitate strong interactions across the organization, while building bridges among individuals and teams with differing opinions . . . • •

• •

Challenge yourself to find means of improving the current feedback initiatives. You have created a truly transparent and supportive workplace that has earned you enormous respect. Ensure you have established a similar level of transparency and satisfaction with your customers. Hold workshops and seminars to share personal tips and advice. One specific example where your effective communication made a difference is …

16 | P a g e

Management Creativity Behavioral Indicators: o Encourages team members to challenge established processes and practices to find new and/or better ways to do things o Translates ideas into value for the company; commits resources to pursue new, alternative solutions o Inspires team members to learn new skills and share insights with others Does Not Meet Expectations Intro: There are significant opportunities to introduce more creativity within your individual work and management responsibilities . . . •

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Fear of failure minimizes ability to think innovatively. Recognize that creativity and risk-taking go hand-in-hand. Often overly critical of others’ opinions. Acknowledge the merits of others suggestions and be supportive of your employees’ efforts to learn through failure. Are there opportunities to delegate more responsibility to your team to develop and inspire their creative capacities? When employees bring problems to you, ask them to propose solutions. Foster an attitude that innovative thinking is part of everyone’s job,

Partially Meets Expectations Intro: There are areas and circumstances where you introduce some creativity in your role as a manager, although there is opportunity for more . . . •

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September 2012

You lose sight of how creative ideas add value. Proactively explore solutions to these challenges by thinking “outside the box.” Spend extra time cultivating ideas that have never before been considered. Where might you challenge current practices? Explore why things are done a certain way and look to improve the process. Ask for constructive input. If you reject an idea, provide a clear, rational and tactful explanation. Explore new ways to develop capabilities on the job or through peer mentoring. Involve others in a brainstorming session to explore areas of improvement. Encourage them to first discuss what they like about an idea, rather than what they do not like.



Intro: When the situation requires it, you are able to effectively demonstrate creativity in your role as a manager . . .

Intro: You consistently and effectively demonstrate creative thinking and approaches as a manager at Scripps . . .

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Far Exceeds Expectations Intro: You consistently deliver exceptional creativity throughout your management activities . . . •

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One example where your creative thinking made a difference is …[insert example] Solid foundation in demonstrating creativity. Ask employees how products or services might be improved to better meet customer needs. Incorporate new problem solving techniques into your daily routine. Combine multiple alternatives into a single solution. Leverage the best parts of multiple options. Look for opportunities to place calculated “big bets” on a potentially game-changing recommendation.

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There are a number of examples where creative thinking has had a measurable impact on the organization. For instance . . . [insert example] Decrease or eliminate departmental barriers to creativity. Reduce department policy, procedural and operational barriers. Consider how innovations outside of Scripps have come about. Suggest new ideas and approaches that deliver department-wide impact. Move beyond traditional modes of operation that are limited to your function. Explore new ways to create effectiveness and efficiencies in existing processes. Openness to challenging traditional patterns of thinking is a strength.

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Innovative thought leader among your peers and team members. Get to know other creative thought leaders in your industry. You are able to build the same strengths in others. Share with others your techniques for cultivating creative capacity. Individuals are encouraged to be innovative.

17 | P a g e

Management Execution & Impact Behavioral Indicators: o Keeps the focus on accomplishing desired results while following established processes o Holds team members accountable for meeting objectives despite challenges o Adapts working style to maximize team contributions Does Not Meet Expectations Intro: There are significant opportunities to improve your execution and impact as a manager at Scripps . . . •

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Ensure that your employees have clear objectives and expectations. Hold team members accountable for deadlines and results. Make sure your employees know that they will still be held accountable for accomplishing key objectives, even in the face of challenges. Stress the importance of working as a cohesive team and that everyone’s hard work is necessary. Coach your employees on obtaining results, not just working longer hours or working “harder.”

September 2012




Intro: Though you generally accomplish key objectives accurately and on time, there are opportunities for you to improve your execution and impact at Scripps . . .

Intro: You effectively finish the tasks you set out to accomplish by staying focused on achieving results, holding others accountable and adapting your working style to fit the needs of your team . . .

Intro: Not only does your performance consistently exceed expectations, but you solve problems with ease and effectively adapt your working style to optimize results . . .

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Motivate your employees based on what drives them. Make sure your goals are aligned with where the business is going to ensure you have the greatest impact. Proactively look for coachable moments, which often have the most impact in the face of tough circumstances. Confront performance problems early. Do not be afraid to try new styles of managing others in an effort to improve performance. Optimize the results of your employees by altering your own working style.

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Review progress against stated goals each month. Demonstrate your commitment to the department and your bias for action. Show enthusiasm for adding value and driving results. Set a goal of either completing it ahead of schedule or at a quality level that will exceed expectations. Look for opportunities to increase team and individual performance expectations; last year’s performance level may not be good enough for next year’s success. Routinely tell employees how their performance impacted overall results.

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Far Exceeds Expectations Intro: You deliver exceptional results with great impact while generating consistent commitment and enthusiasm from your employees . . .

• Your strong performance has had a measurable impact on your department. One specific example is . . . • Adapt your interpersonal style • and approach to your team members. Encourage team members to do the same. Follow up with your employees after key goals have been announced. Provide clarification • on what is required, and ask if there are any questions. Determine how you and your employees can measure progress against goals.

You show commitment to the department and a great bias for action. One example showing the power of your execution and impact is . . . Celebrate accomplishments You show great enthusiasm for improving results. Implement only those initiatives that will add the most value. Recognize and reward people by focusing on HOW they achieved these results.

18 | P a g e

Management Mission Focused Behavioral Indicators: o Demonstrates passion, courage, and enthusiasm for our mission o Aligns the objectives of the department with our mission by enabling team members to be successful contributors o Navigates unclear and challenging situations by maintaining focus on our mission and values Does Not Meet Expectations


Intro: There are significant opportunities for you to demonstrate increased commitment to Scripps’s overall mission and core value . . .

Intro: You exhibit some of the qualities and ideals valued by the organization, however there are opportunities for improvement . . .

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Always keep ethics and integrity in mind and set an example that you want your employees to follow. Develop organization goals that are consistent with the Scripps mission and core values. Cascade long-term goals throughout your department. Meet with your employees to keep them informed of the organization’s long-term plan. Put the organization first, instead of your own ambitions. This will help you achieve your strategic vision more effectively, and earn you respect from your employees. Express confidence in your teams’ abilities and explain how the value of their work furthers the organizations mission.

September 2012

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Look beyond your own department to ensure integration with related functions and the broader organization. Attempt to integrate Scripps’ mission and strategic vision into your day-to-day interactions. Give feedback to your employees letting them know how their work is contributing to Scripps values or what they could do differently Encourage employees to make suggestions and insights on what you as a manager could do better; it helps contribute to the greater good of our community at Scripps. As a manager, what more can you do to set an example of excellence through your courage, passion and drive for the mission at Scripps?



Intro: You consistently represent the organization’s vision and core values in your day-to-day actions as a manager while demonstrating passion, courage and enthusiasm ...

Intro: You excel in representing the organization through your steadfast dedication to our core values and a common mission . . . •

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You navigate unclear and challenging situations by focusing on goals that are • consistent with Scripps’ mission and values. Establish meaningful metrics to track progress against goals Actively promote strong values • in the workplace and personally address situations where employees have violated them. Look for additional opportunities to engage and • inspire your employees through personal commitment and actions that demonstrate our core values. In situations that become intense and challenging, you often remain calm under pressure.


Intro: Your actions and morals are of the highest standards, inspiring similar excellence throughout the organization . . .

• One specific example of how your mission-mindedness makes a difference at Scripps is . . . Consider and communicate the long-term implications • and possibilities associated with the strategic objectives for your department. Develop a feedback system specific to your department to • ensure that your teams’ efforts are consistently aligned with the common mission at Scripps. When developing objectives, try to plan for, and minimize, • the negative effects of such potential complications by developing innovative contingency plans. •

You lead by setting a personal example of excellence and integrity. One of the specific ways that you have demonstrated your passion, courage and enthusiasm for our mission is by . . . Embrace company values beyond your interactions within the organization and be an ambassador to customers Seek out similarly minded individuals throughout your department who can help communicate and implement key mission-focused objectives with you. Sometimes an initiative or project needs to be effectively ‘killed’ or suspended. Do so swiftly and with conviction, so that you may efficiently reallocate that initiative’s people and resources. Leverage strategic initiatives that exist not only within Scripps, but within the industry at large.

19 | P a g e

Management Stewardship Behavioral Indicators: o Develops teams with diverse capabilities to bring big picture thinking to business, financial, and talent decisions o Prepares for personal succession by evaluating and creating targeted development plans for team members o Demonstrates compassion for his/her team by taking a personal interest in the well being of each team member o Sets a clear direction that others will follow to achieve results; provides resources and information so others can do their jobs well o Demonstrates courage by providing honest performance feedback; addresses underperformance in a timely and direct manner Does Not Meet Expectations Intro: You lack a sense of ownership in your work as a manager at Scripps, thus severely limiting your ability to foster the talent, business, and financial resources for which you are responsible . . . • •

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Develop a personal development plan that guides you toward excellence. Identify the knowledge and skill requirements that will be needed in the future, and address gaps within your department. When an employee makes a mistake treat it as a learning experience and express confidence in his or her ability to do better. Encourage employees to present possible solutions, outcomes and risks (to taking action or not taking action) to challenges they are facing. Avoid withholding the sharing of information for your own purposes. Be honest in giving feedback and do not sugar coat the message.

September 2012


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Review your department goals, long-term company strategies, and market forces to decide what kind of resources you will need in the future. Provide immediate feedback whenever possible. Focus on specific, concrete behaviors and results. Explore why things are done a certain way and look for opportunities to improve the process. Position yourself as a manager who provides talent considerations or implications to key business decisions. Look for opportunities to increase employees’ authority and accountability. Empower your team by enabling them to solve problems on their own. Provide ongoing coaching to your employees.



Intro: You demonstrate a strong sense of ownership in your work at Scripps, exhibiting selfawareness as a manager and actively promoting the development of others on your team . . .

Intro: In addition to exceptional personal performance, you are able to foster the abilities of others, effectively leveraging their talents and driving the business at Scripps ...

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An example where your stewardship makes a difference at Scripps is . . . Learn as much as you can about your internal and external customers so you can develop approaches based on informed perspectives. Develop relationships with managers who demonstrate high ethical standards so that you can emulate their behaviors. Your main job is to help the team, and each person individually, be successful. Can you do more to empower your employees to make the necessary decisions to satisfy business needs? Identify the skills and capabilities needed to drive business, financial and talentoriented results in the future.

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Examples where your stewardship has had a measurable impact on the organization are . . . Continue to discourage statements or behaviors from others that negatively impact the culture and reputation of Scripps. Go beyond your current perspective; look at other companies, and learn about parallel topics that can be leveraged. Strive to decrease or eliminate departmental barriers to success. Benchmark your department, against companies with forward-thinking resource practices, programs, policies and processes. Look for opportunities to increase performance expectations.

Far Exceeds Expectations Intro: You challenge and provide direction for both your team and the overall organization, consistently bringing people and ideas together and effectively leveraging resources to champion Scripps as a trusted media source ... •

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Not only are you successful at demonstrating great stewardship, you are able to help build the same strength in others…[provide example]. Seek opportunities to mentor others with their succession planning and talent development skills. Make it a personal goal to immerse yourself in all areas that impact your department in order to stay current and plan for future business needs. Serve as a champion for the individuals on your team to others in the organization. Identify “extra credit” opportunities. Identify tasks that are very challenging but that provide a great avenue for growth.

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Executive Broad Discernment Behavioral Indicators: o Balances short- and long-term needs of the organization while maintaining a long-term, realistic and big picture view; identifies the business impacts of today’s decisions on our owners, customers, and employees o Guides the organization through transition and change; inspires others to commit to the change o Recognizes what creates economic value and takes action to drive business success Does Not Meet Expectations




Intro: Your actions and decisions reflect a lack of understanding about the broader implications they have on our owners, customers and employees . . .

Intro: You have a basic understanding of how your decisions and actions affect the organization and the individuals around you; however, there is room for growth . . .

Intro: You consistently make thoughtful and informed decisions, taking into account possible alternatives as well as the larger impact these decisions will have . . .

Intro: You excel at making challenging and thoughtful decisions, fully understanding both the short and long term implications of the actions taken by you and the organization . . .

Intro: Your actions and decisions inspire confidence and respect from others, encouraging positive changes on a grand scale throughout the decision making process . . .

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You struggle to determine when to involve others in your decisions. For example, [insert example]. Prioritizing decisions is crucial to running a successful organization. Focus decisions with the most impact. Maintain focus on broader goals during transition and change. You have difficulty understanding the correlation between current work and the larger picture implications that your decisions have within the organization. For example, [insert example]. Break down larger initiatives into smaller tasks to improve the quality of your leadership, making you more effective and efficient as a decision maker.

September 2012

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Consider all of the available resources you have within and outside of Scripps when making decisions. Communicate your decisions down the chain of command for consistency in the organization. Identify future opportunities and risks that are likely to impact the organization. Consider the impact decisions will have on customers. Need to improve managing your time and delegating decision making responsibilities.

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Maintain effective balance between short and long term needs and goals of the organization. Enhance delegation skill by holding individuals accountable for the outcomes for their decisions. Anticipate problems and make adjustments and decisions to prevent them from happening. Make decisions based on analysis, rather than relying on incomplete information or personal feelings. Treat every decision that you make as an opportunity to inspire others.

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You do an excellent job of guiding the organization through transition and change, solving problems successfully and anticipating new issues before they arise. Inspire others by demonstrating excellence in decision making responsibilities. Take steps to help managers understand how their actions affect both the organization and customers. Innovative decisions and solutions do not always prove to be effective, do not be afraid to make such decisions or pursue such solutions. You excel at delegating and prioritizing decisions.


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Your collaborative approach and positive recognition of ideas inspire managers to buy into your decisions and respond positively to the outcomes of these decisions. Learn who you can trust and rely on and make it a part of your routine to consult them when addressing difficult or complex situations. Volunteer to facilitate leadership seminars at Scripps to enhance manager and professional decision making capabilities? Reward your managers and employees for smart risk taking.

21 | P a g e

Executive Communication Behavioral Indicators: o Promotes an environment that embraces transparent communication; inspires others by personalizing strategic messages based on the audience o Promotes an environment of collaboration across the organization o Leverages internal and external communication networks to achieve goals Does Not Meet Expectations



Intro: Your inability to effectively communicate inhibits the flow of information and prevents the development of meaningful working relationships with peers and customers . . .

Intro: You effectively communicate with your customers and team members, thus contributing to an open and transparent workplace environment . . .

Intro: You are an excellent communicator who handles challenging and fast-paced situations with ease while actively promoting collaboration throughout the organization…

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Intro: Though you understand some of the basic benefits of effective communication, there are still many opportunities for improvement . . . • Do not dismiss ideas that differ from, or conflict with your own. Give ideas Strive to be more direct when consideration and respond in communicating with those a way that shows respect for around you, using simple and others’ points of view. Actively straightforward language. listen. Provide the “storyline” and • Bring more energy and background to others to enthusiasm to your enhance others’ interactions with others. understanding of how • Actively work to promote an objectives and information environment of transparency. could benefit them. • Assist your senior leadership Avoid using a condescending peers in leveraging Scripps’ or commanding tone, as this internal and external can have a negative impact on communication tools. the effectiveness of your • Look for opportunities to bring words. information you gather from Take time to understand the outside Scripps back to your communication channels at team. Scripps.

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September 2012

Further enhance your interactions by considering what is most essential for them to know and how you can convey this information in the least amount of time. You are honest and thorough in your communications. Actively encourage employees to contribute to the transparent environment you and Scripps desire. Push your managers to work closely with each other while working closer with them yourself. Encourage inter-department cooperation and collaboration to develop and/or deepen synergies. You effectively bring information and insights from outside Scripps back to your team. One example is …

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One specific example where your effective communication made a difference is … Continue to take the time to meet with your employees and fully explain the opportunities and challenges associated with change. Enhance your communication skills by learning to better filter both information and its intended audience. Encourage employees to come to you with important information and concerns, even when they feel uncomfortable doing so.

Far Exceeds Expectations Intro: Your superior communication skills allow you to seamlessly facilitate and deliver messages across the organization while building bridges among individuals and teams with differing opinions . . . •

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You have created a truly transparent and supportive workplace that has earned you enormous respect. Ensure you have established a similar level of transparency and satisfaction with your customers. Hold workshops and seminars to share personal tips and advice. Challenge yourself to find means of improving the current feedback initiatives. You actively manage your external networks to gather market intelligence from trusted sources. Encourage your staff to do the same.

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Executive Creativity Behavioral Indicators: o Fosters an environment that promotes entrepreneurship and prudent risk-taking o Inspires the organization to lead and act upon the ideas that advance the mission o Operates in a manner that is courageous and ego-less when searching for the best ideas Does Not Meet Expectations


Intro: There are significant opportunities to introduce more creativity throughout your individual role and leadership responsibilities ...

Intro: There are areas and circumstances where you introduce some creativity in your individual role and leadership responsibilities, although there is opportunity for more . . .

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Don’t be overly critical of others’ opinions or others may be reluctant to offer new ideas Acknowledge the merits of others’ suggestions. Be supportive of your employees’ efforts to learn through failure. Find opportunities to delegate more responsibility. Encourage possible solutions, potential outcomes and potential risks. (Consider implementing techniques that will motivate employees to generate new ideas) Show enthusiasm for others’ ideas by recognizing them publicly Customers are often the best source of innovative ideas. Listen to their suggestions/ideas. Connect with outside business contacts. Discuss unique or creative approaches they might be using in their business.

September 2012

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Intro: When the situation requires it, you are able to effectively demonstrate creativity in your role as a senior leader . . . •

Where you might challenge • current practices? Explore why things are done a certain way and look for opportunities to improve the process. Don’t stifle innovative due to fear of risk. Recognize that • occasional failures are not obstacles, but launching pads for growth. Challenge yourself to take on greater risks to expand abilities. • Solicit as many ideas from others before you dismiss one idea. If you reject, provide a clear, rational and tactful explanation. Ask for feedback on your approach/style. Involve others, from different departments and levels, in a brainstorming session to explore areas of improvements within or across functions. Encourage them to first discuss what they like about an idea, rather than what they do not like.

Intro: You often exhibit creative Intro: You consistently deliver thinking and approaches as a senior exceptional creativity throughout leader at Scripps . . . your individual and leadership responsibilities . . . • There are a number of examples where your creative thinking has • You are successful at One example where your had a measurable impact on the creative thinking made a encouraging others to develop organization… difference is … and implement creative ideas. • Open to challenging traditional Incorporate new problem • Seek opportunities to mentor patterns of thinking is a strength. solving techniques into your others outside of your function. Counter arguments by creating a • Lead a cross-functional team routine. Combine multiple common interest and gaining alternatives into a single with a unique set of their commitment. solution. Can you leverage the challenges. • Go beyond your current best parts of multiple options? • The more you know, the better perspective and learn about Look for opportunities to place you will be at developing parallel topics. calculated “big bets” on a innovative concepts and • Strive to decrease or eliminate potentially game-changing solutions. Immerse yourself in organizational barriers to recommendation within your all areas that impact your creativity. function. company, in order to stay • Advocate creativity by current. Continue to learn as much as suggesting new ideas and you can about your internal and • Explore the creative approaches that deliver external customers, their approaches used by other company-wide impact. Take the needs, and how they use your businesses. initiative to move beyond products or services. traditional modes of operation that are specific to your function or area of responsibility.

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Executive Execution & Impact Behavioral Indicators: o Assigns clear authority and accountability; sets an appropriate pace for accomplishing objectives o Generates commitment and enthusiasm from others to achieve difficult objectives o Tackles problems directly and removes obstacles; demonstrates resilience and perseverance Does Not Meet Expectations



Intro: There are significant opportunities for you to improve your execution and impact at Scripps throughout your individual role and leadership responsibilities . . .

Intro: You consistently drive performance and results with focus and resilience, setting an appropriate pace for accomplishing objectives and demonstrating perseverance as a leader . . .

Intro: Not only does your execution and impact consistently exceed expectations, but you solve problems with ease and earn the respect of your peers and direct reports through your resilience and perseverance . . . .

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Intro: Though you sometimes accomplish key objectives accurately and on time, there is still room for improvement in your performance when it comes to setting an effective pace, delivering consistently strong results and positively impacting Carefully define what you expect from your managers up those around you . . . front. Meet with someone who is • Make sure your managers known for consistently understand what they are producing superior results. responsible for and the Adopt their principles and results you expect from them. methodologies to maximize Provide coaching and your impact. feedback for overcoming You often show an inability to obstacles. move past obstacles that • See the challenge through stand in your way of achieving until the intended objective is results. accomplished. Don’t “do the When you hit a roadblock, ask work yourself,” but provide for help. coaching and feedback to Do you clearly communicate your managers. the consequences for poor • Revise and update goal performance? Managers need deadlines whenever to know what your necessary expectations are, that there • Prioritize projects will be consequences for not appropriately as not all meeting standards and project are “urgent”. commitments and what these consequences will be.

September 2012

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Your strong performance has had a measurable impact on your department. One specific example is . . . Consider when obstacles occur, why they occur, and just as importantly, when and why they do not occur. Encourage managers to be forward-thinking and to challenge processes and solutions they feel have become outdated. Position yourself as a resource to help your people succeed, but also let them know they are accountable for their own performance. Revise and update goal deadlines whenever necessary. Make sure that all of your managers fully understand your needs and expectations.

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Your strong performance has had a measurable impact on your department. One specific example is . . . Work on translating complex ideas and principles into easyto-understand message that are both inspirational and provide clarity for people in turbulent situations. Empower your subordinate leaders to take charge and make things happen. When performance falls short of your expectations, be sure to express to the employee you have confidence in their future performance. When you make a mistake, admit it to encourage your managers to communicate openly and demonstrate your personal resilience in the face of challenges.

Far Exceeds Expectations Intro: You deliver exceptional results with great impact while generating consistent commitment and enthusiasm from your employees . . . •

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You consistently deliver exceptional performance as a leader at Scripps. One example is… Create an environment where employees understand that excellent performance is rewarded with new opportunities. Provide clarification on expectations and be clear on accountability. Reinforce the positive; don’t focus on the negative. You have used your knowledge to take advantage of critical opportunities that have added a lot of value to Scripps.

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Executive Mission Focused Behavioral Indicators: o Nurtures a commitment to a common vision and core values; establishes a clear, long-term plan that is a direct reflection of our mission o Serves as a role model by placing a high value on ethics, integrity, and respect for others o Puts the values of the organization ahead of personal goals/agendas; maintains a consistent focus on serving the greater good of our community Does Not Meet Expectations



Intro: There are significant opportunities for you to demonstrate increased commitment to Scripps’s overall mission and core values . . .

Intro: You exhibit some of the qualities and ideals valued by Scripps; however, there is still room for growth . . .

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• Sometimes inconsistent in • demonstrating [x]. It is my expectation that you… • Ensure long-term plan is focused on things that make a measurable impact. • • Give feedback to your managers letting them know how their work is contributing to Scripps values or what they could do differently. • • Encourage team members to make suggestions and insights on what you as a manager could do better.

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More needs to be done communicating the long-term strategy. Meet regularly with your managers; keep them informed of long-term vision Ensure your long-term plan reflects a roadmap on how to specifically accomplish the mission, Review Scripps values so that you can do more to demonstrate them to your managers. Put the organization first, instead of your own ambitions. This will help you achieve your strategic vision more effectively, and earn you respect from your employees. Express confidence in your managers’ abilities and explain the value of their work.

September 2012

Intro: You effectively represent the organization’s core values in your day-to-day actions while demonstrating professionalism, ethics, and integrity . . .

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Challenge yourself to improve and re-energize existing policies and identify metrics to measure accomplishment of goals. Actively promote strong core values in the workplace and personally address situations where employees have violated them. Look for opportunities to engage and inspire employees through personal commitment and actions that demonstrate our core values. Set aside time each month to devote to strategic thinking/planning.

Frequently Exceeds Expectations Intro: You excel in representing the organization’s strategic mission through your steadfast dedication to strong values and ideals . . . •

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Your commitment to a common vision and core values makes a difference at Scripps by . . . You have played an integral role in developing and fostering an effective and open feedback system at Scripps. Be responsible and speak up for what you believe will help drive the mission at Scripps. Let your employees know where you intend to take the organization in the long term and why.


Intro: Your actions, morals and commitment to the mission at Scripps demonstrate the highest standards, inspiring similar excellence throughout the organization . . . •

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You lead by setting a personal example of excellence and integrity. One of the specific ways that you have created a desire in others to excel at Scripps is by . . . Mentor the individuals who can powerfully drive your mission-minded efforts, and coach them through your expectations and ideas for implementing them. Develop a vision that benefits the organization and the community outside of Scripps. Reward tough decisions that reflect a strong commitment to our core values.

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Executive Stewardship Behavioral Indicators: o Champions and protects Scripps as a trusted media source that values reporting what the people need to know o Creates a culture that fosters personal investment and excellence; demonstrates personal commitment and action to leading Scripps’ talent by using effective performance feedback, development, and succession planning practices o Anticipates critical skills required for organizational success; uses an appropriate mix of internal and external talent to fill key organizational roles o Delegates effectively to achieve goals and to develop others through challenging opportunities; leverages talent across the organization Does Not Meet Expectations Intro: You lack a sense of ownership in your work as a leader at Scripps, thus severely limiting your ability to foster the people, business, and financial resources for which you are responsible . . . •

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Identify the knowledge and skill requirements that will be needed in the future and identify any gaps that might exist. Encourage managers to present possible solutions, potential outcomes and potential risks. Recognize customers are the best source of feedback for your business. Encourage this same approach within your team. Develop or update a personal development plan that guides you toward excellence Avoid withholding the sharing of information for your own purposes.

September 2012


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Review organizational goals, long-term company strategies, and market forces to decide the kind of talent needed to meet the organization’s needs. Challenge current practices in your area to drive excellence. Position yourself as a leader who provides talent considerations or implications to business decisions. Provide ongoing coaching to your managers on the importance of good relationships and building a strong personal brand. Consider the development needs of your people; avoid the tendency to delegate tasks only to people who have done them before. Identify talent whom you consider to be your successor based on their ability to fill future skill set requirements.



Intro: You demonstrate a strong sense of ownership in your work at Scripps, exhibiting selfawareness and actively promoting talent optimization and synergies within the organization . . .

Intro: In addition to exceptional personal performance, you are able to tap into the abilities of others, effectively leveraging their talents and driving the business at Scripps ...

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One example where your consistent stewardship makes a difference is … Continue to learn about your internal and external customers, their needs, and how they use products or services. Develop relationships with leaders who demonstrate high ethical standards and earn respect through their behaviors. Help your leaders staff their teams with broad talent by mapping their department’s goals to the current talent, and then identifying gaps. Help your teams understand that customers look for thoughtfulness and consideration in addition to timeliness, quality, and accuracy.

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Your stewardship has had a measurable impact on the organization when . . . Discourage statements from others that negatively impact the culture and reputation of Scripps. Learn how organizations outside of Scripps foster excellence and commitment among employees. As a role model, strive to decrease organizational barriers to success. Benchmark Scripps, against companies with forwardthinking resource optimization practices, programs, policies and processes. Share relevant findings with others, as appropriate. Look for opportunities to increase team and individual performance expectations over time.

Far Exceeds Expectations Intro: You challenge and provide direction for both your team and the overall organization, consistently bringing people and ideas together and effectively leveraging resources to champion Scripps as a trusted media source ... • •

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You are able to help build stewardship in others by…[provide example]. Mentor others who need to strengthen their succession, performance and talent planning skills. The more you know about markets, your industry, customers, etc, the better you will be at leveraging resources. Explore the resource optimization techniques used by other businesses that are in unrelated industries. Frequently communicate the importance of ethics, integrity, teamwork, and people management skills while understanding that nothing speaks louder than your own actions.

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The Core Competency Comment Support Tool can be used by

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