Ability to generate genuine enthusiasm and momentum for organizational change. It involves engaging and enabling groups to understand, accept and commit to the change agenda. It also includes advancing and sustaining change.

Responds effectively to the need or reason for change and participates in the activities or initiatives inherent to it

• Implements plans and activities related to change initiative affecting one’s functional area or expertise and motivates employees’ commitment to accept the change

• Identifies the current situation including dangers, opportunity forces and cultural elements supportive and resistant to change

• Publicly defines specific area where change is needed, but does not describe what those changes should be

• Understands that change is necessary requirement for the organization to remain competitive

Implements plans or activities related to a change initiative affecting one’s functional area or expertise

• Constructs a change management plan in which one or more office systems and/or processes are affected either by change intervention conducted internally or by a third party consultant

• Determines and applies appropriate strategies for dealing with resistance to change

• Utilizes basic conflict resolution concepts and techniques for minimizing the negative effects of conflict

• Provides feedback to subordinates on how change is being implemented and gives feedback to DOH Leadership as to how change is being accepted

Spearheads the implementation of the planned change

• Constructs a change management plan in which one or more office systems and/or processes are affected either by change intervention conducted internally or by a third party consultant

• Defines an explicit vision for change

• Addresses employee concerns about change

• Takes efforts to deliver the message or vision for change to everyone affected

Support institutional change by being an example

• Plans, defines, and exhibits buy-in and full support for the change management plan to succeed agency-wide to improve organizational effectiveness

• Creates a sense of urgency around change and motivates employees to join change efforts

• Demonstrates willingness to take calculated risks in trying unconventional approaches

• Identifies broad operational implications of change (e.g. roles, responsibilities and work processes) before changes are put in place

• Presents strong reasons for change to line management so they can in turn communicate it to all employees in the organization

• 3: Director III

• 3: Director IV

• 1: Engineer V (Division Chief)

• 2: Medical Officer V