When needed, serves as an advisor regarding technical aspects of a project. Makes recommendations related to procedures and resources that may be needed. Has gained the respect and confidence of the people he/she advises. This is distinctly different from those whose advice fails to result in improving efficiency or avoiding pitfalls on projects and/or whose track record or ability to persuade others creates a lack of credibility and a lack of confidence in following any advice offered.

Prioritizes tasks and manages time to ensure that deadlines are met. Plans his or her time and sticks to those plans. Prevents or manages interruptions until the highest priority tasks are accomplished. This is in contrast to those individuals who fail to prioritize tasks or are not tenacious or disciplined enough to stay focused on the highest priority aspects of the job. This tendency to lack focus or discipline results in unmet deadlines and frustrated stakeholders.

Ensures that performance appraisals are fair, objective and timely. When rating performance, considers each employee's role and experience along with any circumstances that affected performance. Rates on the basis of fair and realistic expectations regarding both results expected and competencies demonstrated. Understands the competencies required by those being assessed and can describe gaps in a clear and effective manner. Ensures that feedback is ongoing and that appraisal documentation is submitted for review on time. This compares favorably to being unclear or unrealistic, failing to provide ongoing feedback, being unable to explain the connection between competencies and results, demonstrating bias in ratings or written documentation, or failing to complete documentation or meetings in a timely manner.

Consistently conveys that internal and external constituents are the highest priority. Respects constituent needs and expectations and lets them know if their expectations cannot be met. Refrains from complaining about (or speaking negatively about) constituent behavior or expectations. Communicates in a manner that promotes and sustains constituent satisfaction and encourages others to do the same. Achieves these outcomes by ensuring that constituent's needs and deadlines are realistic and that they are met. Publicly recognizes those who deliver excellent service. This is markedly different than those who speak unkindly about constituents, fail to inform constituents about any unrealistic expectations, complain about constituents expectations, and fail to recognize or reward those who think and behave otherwise.

Builds rapport and develops alliances with a broad range of people. Adjusts communication style to meet the needs of individuals at various organizational levels and to meet the needs of clients. Forms alliances by demonstrating concern and respect for others, as well as by highlighting common interests and aspirations. Leave others feeling that he/she will be a trusted ally and is careful to act in ways that reinforce that trust over time. This is in contrast with the behavior of individuals who tend to interact with a relatively narrow range of people or who fail to adjust their communication styles to accommodate others. It is also quite different than behavior that leaves the impression that the person is seeking to advance his/her own narrow agendas and interests.

Understands the internal climate of the organization, including the most productive channels of communication, and makes use of the appropriate communication channels to achieve goals and objectives. Has learned about both formal and informal communication channels and understands when to stick to the formal hierarchy of reporting relationships. Understands unwritten protocols and the political aspects of how communication takes place. Avoids errors in judgment when selecting strategies for accomplishing tasks. This is distinctly different than those who fail to understand formal and informal channels of communication, misread organizational dynamics and are left scratching their heads about why their efforts to achieve support and results fall short of their expectations.