Indicator: Leadership supports continuous improvement efforts and makes a concerted effort to foster a culture of information sharing, coordination and collaboration among leadership, dispute resolution staff, other departments, units and contracted entities.
Leadership is critical to the development, implementation, and sustainability of the dispute resolution system and available processes. A clear vision and guiding principles for the dispute resolution system have been established and communicated to dispute resolution staff, other departments, units and contracted entities.
Staff and, if applicable, contracted entities have been identified to manage DR processes. Concerted efforts are made to seek and grow leaders, including individuals from underserved communities. Program leadership and staff meet regularly to plan dispute resolution operations and review system performance. Policies, procedures, and practices encourage and enable information sharing, coordination and collaboration. Leadership supports ongoing professional development.
Senior leadership is regularly informed of progress and communicates with various stakeholders about their dispute resolution system and available processes.
Examples: weekly, monthly, or quarterly planning and review – perhaps in conjunction with staff, practitioners, and stakeholders; senior leadership provides updates to senior management and advisory groups
Critical Questions for Consideration
- What vision and principles guide the dispute resolution system?
- Who will manage the various DR processes?
- How will DR leadership and staff coordinate and collaborate with each other, contracted entities and other departments and units?
- How will leadership support the continuous improvement process?