Digital Communications Specialist Job Description

For internal use of MIT only.

Digital Communications Specialist Job Description

December 1, 2015

Version 5 Digital Communications Specialist Job Description December 1, 2015 – Page i


Table of Contents

General Characteristics ................................................................................................ 1 Job Path ......................................................................................................................... 2 Explanation of Proficiency Level Definitions ............................................................ 11 Summary Proficiency Matrix ...................................................................................... 12 Proficiency Matrix ....................................................................................................... 14

Version 5 Digital Communications Specialist Job Description December 1, 2015 – Page 1


General Characteristics Individuals in the Social Communications Specialist role works closely with IS&T leadership and are responsible for the development and execution of IS&T’s social communication strategy. These roles align communications with the Institute’s IT and business strategies; develop communication guidelines; develop tools, templates and processes; identify audiences; determine appropriate communication channels including social media; produce content and communications; and serve as editor.

The Social Communications Specialist roles will develop and expand IS&T’s social media communities and online outreach efforts with creative written and visual content; and identify and extract subjective information from social media. They will design and implement social content strategies to increase engagement with users across selected social platforms, creating relevant social content, blogging, and expanding community participation. Other responsibilities include designing and administering a series of customer and employee satisfaction surveys and developing content for the departmental website and Service Catalog. They use different feedback mechanisms to evaluate the effectiveness of social media and communication programs and they report to leadership for action planning. In addition, they incorporate feedback into the development of communication processes and social media programs as directed. Individuals serving in this role require the ability to deal with frequent change, delays, or unexpected events. They demonstrate accuracy and thoroughness and are able to leverage social media and develop innovative approaches and ideas in a manner that gets others' attention.



Job Path The following section is intended to serve as a general guideline for each relative dimension of project complexity, responsibility and education/experience within this role. This table is not intended for use as a checklist to facilitate promotions or to define specific responsibilities as outlined in a position description. Actual responsibilities and experiences may vary.

Title Communications Specialist I Communications Specialist II Communications Specialist III

Dimension

Work Complexity

Responsible for IS&T's communications as a team member.

Contributes to the development and execution of the IS&T social communications strategy.

Responsible for IS&T's communications as a team member, sometimes as a project team lead.

Contributes to the development and execution of the IS&T social communications strategy.

Responsible for IS&T's communications as a team lead.

Leads the overall development and execution of the IS&T social communications strategy.

Serves as a consultant to leadership team on all issues related to the marketing of IT to the business, communication planning and program implementation.

Serves as an expert and thought leader on digital marketing and digital media planning/buying practices.

Typical Responsibilities

Relationship Management

Communicates new initiatives, addresses questions and concerns and provides continuous feedback to the IS&T Leadership Team.



Title Communications Specialist I Communications Specialist II Communications Specialist III Builds effective relationships

and trusted advisor status with the IS&T leadership team.

Builds and maintains relationships with key communication professionals within the community.

Strategy, Objectives and Approach

Contributes to the development of the communications objectives and approach.

Contributes to the development of the communications/social media strategies, objectives, and approach.

Implements and enhances communication programs based on Leadership Team preferences and feedback.

May provide clients guidance for appropriate communication tactics.

Identifies, develops and executes communications and social media strategies.

Ensures communication strategy is consistent and reflects the Institute’s strategic vision.

Develops communications/social media strategies, objectives, and approach.

Implements and enhances communication programs based on Leadership Team preferences and feedback.

Provides clients guidance for appropriate communication tactics.

Identify Audiences and Channels

Assists in identifying audiences and appropriate communication channels and vehicles for specific communication needs.

Implements concepts, policies, and standards for the

Identifies audiences and appropriate communication channels and vehicles for specific communication needs.

Assists in the development and implementation of

Identifies audiences and appropriate communication channels and vehicles for specific communication needs.

Develops and implements concepts, policies, and



Title Communications Specialist I Communications Specialist II Communications Specialist IIIsuccessful operation of the website, Service Catalog, mobile apps, and social media outlets.

concepts, policies, and standards for the successful operation of the website, Service Catalog, mobile apps, and social media outlets.

standards for the successful operation of the website, Service Catalog, mobile apps, and social media outlets.

Planning and Content Development

Researches and creates content for communications.

Creates Institute literature and other forms of communication, both print and electronic.

Works with project teams to ensure effectiveness and consistency of communications.

Participates in Change and Release Management team (aka Pipeline)


Creates Institute literature and other forms of communication, both print and electronic.

Creates content and provides content management for social media outlets.

Engages with users in communities.

Increases user engagement on all platforms.

Creates and monitors contests and campaigns.

Collaborates with Institute departments to ensure that required materials are accurate and reflects changes in policy or process.

Works with project teams to ensure effectiveness and consistency of communications.

Participates in Change and Release Management team

Oversees the planning, development, purchase and execution of all digital media strategies.

Leads the communication plans, and monitors progress and productivity to ensure projects are completed within time and budget guidelines, taking appropriate action when necessary.

Analyzes communications needs with specific emphasis on the internal political implications of communications and then develops short- and long-term communications plans.

Sets timing of release to coordinate with Institute events or initiatives.


Creates thought leadership materials.



Title Communications Specialist I Communications Specialist II Communications Specialist III(aka Pipeline) and generates content for community dissemination.

May copyedit, proofread, and revise communications.

Develops and maintains blogs.

Leads online communities and brand representation on all platforms.

Creates content and provides content management for all social media outlets.

Engages with users in communities.

Increases user engagement on all platforms.

Creates and monitors contests and campaigns.

Develops and maintains blogs.

Leads collaboration with Institute departments to ensure required materials are accurate and reflects changes in policy or process.

Serves as editor-in-chief for all IS&T related communications.

Copyedits, proofreads, and revises communications.

Ensures effectiveness and consistency of communications.

Support Provides ongoing

maintenance of the web site, Service Catalog, and social

Provides ongoing recommendations and maintenance of the web site, Service Catalog and social

Provides ongoing recommendations and maintenance of the web site, Service Catalog and social



Title Communications Specialist I Communications Specialist II Communications Specialist IIImedia outlets to ensure content accuracy and growth.

Maintains, monitors, and optimizes social media platforms and any marketing strategies carried out on them (Facebook, Twitter, YouTube, Google+, Flickr, etc.)

media outlets to ensure content accuracy and growth.

Maintains, monitors, and optimizes social media platforms and any marketing strategies carried out on them (Facebook, Twitter, YouTube, Google+, Flickr, etc.)

Monitors all online media.

media outlets to ensure content accuracy and growth.

Maintains, monitors, optimizes and leads social media platforms and any marketing strategies carried out on them (Facebook, Twitter, YouTube, Google+, Flickr, etc.)

Monitors all online media.

Customer/Employee Satisfaction

Administers customer and employee satisfaction surveys.

May evaluate the effectiveness of communication programs and provides results to team members.

Develops and administers customer and employee satisfaction surveys.

Evaluates the effectiveness of communication programs and creates reports.

Assists incorporating feedback into the development of communication processes and programs as directed.

Designs and administers a series of customer and employee satisfaction surveys.

Evaluates the effectiveness of communication programs and reports to leadership for action planning.

Measures all campaigns to determine the effectiveness of strategy.

Incorporates feedback into the development of communication processes and programs as directed.

Maintains communications support in order to seize and create opportunities for the client to connect with stakeholders.

Serves as a consultant to the Leadership Team on all issues related to the



Title Communications Specialist I Communications Specialist II Communications Specialist IIImarketing of IT to the business, communication planning and program implementation.

Communicates new initiatives, addresses questions and concerns and provides continuous feedback to the IS&T Leadership Team.

Communication Tools and Templates

May create communications templates for targeted audiences inside and outside the IS&T organization.

Implements and maintains site design and operation.

Creates a variety of communications templates for targeted audiences inside and outside the IS&T organization.

Implements and maintains site design and operation.

Designs and creates a variety of communications templates for targeted audiences inside and outside the IS&T organization.

Recommends and/or approves templates for communications products.

Gains acceptance for purchasing appropriate tools and technologies for projects that impact the Institute’s communications efforts, based on overall communications strategies.

Recommends, implements and maintains site design and operation.

Policies, Standards, and Processes

Participates in the evaluation of procedures and processes focused on content publishing,

Participates in the evaluation of procedures and processes focused on content publishing,

Develops communication guidelines within the IT organization to include



Title Communications Specialist I Communications Specialist II Communications Specialist IIIcontent management, web writing, and audience.

Adheres to enterprise-wide internal and external compliance requirements/ standards.

content management, web writing, and audience.

Adheres to enterprise-wide internal and external compliance requirements/ standards.

Monitors adherence to communication guidelines within the IS&T organization to include channels, tools, templates and processes.

Ensures that best practices are actively shared and an open and dynamic environment is sustained.

channels, tools, templates, and processes.

Ensures compliance with enterprise-wide internal and external compliance requirements/ standards.

Monitors adherence to communication guidelines within the IS&T organization to include channels, tools, templates, and processes.

Ensures that best practices are actively shared and an open and dynamic environment is sustained.

Research and Evaluation

Keeps current with industry standards, communications tools, and methodologies.

Researches media coverage and industry trends.

Assists in resolving production issues, as needed.



Assists in evaluating communications service provider solutions to ensure requirements compliance, cost effectiveness, and value proposition.

Resolves production issues, as needed.



Researches topics and reviews research by other staff to recommend implementation of best practices used in similar organizations.

Evaluates communications service provider solutions to ensure requirements compliance, cost effectiveness, and value proposition.



Title Communications Specialist I Communications Specialist II Communications Specialist III Provides insight on pricing

trends, client and vendor relationships, and processes.

Resolves production issues, as needed.

Typical Education/ Experience

Bachelor’s Degree in Social Media Marketing, Communications, Marketing, Public Relations, or other related field. Or equivalent work experience.

Typically has 1-3 years of business or communications experience and working knowledge of communications, collaboration and graphics tools.

Experience of working in an IT environment preferred.


Typically has 3-5 years of business or communications experience and working knowledge of communications, collaboration and graphics tools as well as marketing and content creation experience.


Excellent communication skills; verbal, presentation, writing skills, editing, and proof-reading.

Experience and demonstrated ability using content management, collaboration tools, audio visual, website development


Typically has 7 or more years of business or communications experience and working knowledge of communications, collaboration and graphics tools as well as marketing and content creation experience.


Superior communication skills; verbal, presentation, writing skills, editing, and proof-reading.

Strong experience and demonstrated ability using content management, collaboration tools, audio visual, website development



Title Communications Specialist I Communications Specialist II Communications Specialist IIIand various content creation mediums.

Experience managing non-personal social media accounts like Twitter, Facebook, YouTube, LinkedIn, Google+, etc.

The ability to communicate on social platforms in a consistent, on-brand voice.

and various content creation mediums.

Experience managing non-personal social media accounts like Twitter, Facebook, YouTube, LinkedIn, Google+, etc.

The ability to communicate on social platforms in a consistent, on-brand voice.



Explanation of Proficiency Level Definitions Proficiency scale definitions are provided to help determine an individual’s proficiency level in a specific competency. The rating scale below was created as a foundation for the development of proficiency level definitions used for assessments.

Being Developed: (BD) Demonstrates minimal use of this competency; limited knowledge of subject matter area; needs frequent assistance and close supervision for direction. Currently developing competency.

Basic: (B) Demonstrates limited use of this competency; basic familiarity of subject matter area; needs additional training to apply without assistance or with frequent supervision.

Intermediate: (I) Demonstrates working or functional proficiency level sufficient to apply this competency effectively without assistance and with minimal supervision; working/functional knowledge of subject matter area.

Advanced: (A) Demonstrates in-depth proficiency level sufficient to assist, consult to, or lead others in the application of this competency; in-depth knowledge in subject matter area.

Expert: (E) Demonstrates broad, in-depth proficiency sufficient to be recognized as an authority or master performer in the applications of this competency; recognized authority/expert in subject matter area.

As you complete the competency assessment, read all of the proficiency level definitions for a competency (provided in the next section) and select the one that is most characteristic of the demonstrated performance. If more than one definition is descriptive, select the highest level that is typically exhibited.



Summary Proficiency Matrix

The chart provides a summary of proficiency ratings.

Title Communications Specialist I

Communications Specialist II

Communications Specialist III

Competencies

Adaptability: Demonstrates flexibility within a variety of changing situations while working with various individuals and groups. Changes own ideas or perceptions in response to changing circumstances. Alters standard procedures when necessary, and multi-tasks as required.

B I A

Building Relationships: Builds both formal and informal professional networks. Maintains and extends networks within, across and external to organizational boundaries. Obtains and shares information, ideas and problems. Solicits advice, support, championship, sponsorship and commitment that result in smooth transitions of change and the development of mutually acceptable solutions.

B I A

Change Advocate: Identifies and acts upon opportunities for continuous improvement. Encourages prudent risk-taking, exploration of alternative approaches, and organizational learning. Demonstrates personal commitment to change through actions and words. Mobilizes others to support change through times of stress and uncertainty.

B I A

Communications for Results: Expresses technical and business concepts, ideas, feelings, opinions, and conclusions orally and in writing. Listens attentively and reinforces words through empathetic body language and tone.

I A E

Influencing Others: Communicates ideas or positions in a persuasive manner. Devises counter-arguments and offers compromises while maintaining company objectives. Remains assertive in face of conflict and reaches agreements that promotes mutual interests, and maximize commitment. Takes actions that directly or indirectly have an effect on others to create buy-in, gain trust, and motivate actions in others or win concessions without damaging relationships.

B I A






Information Seeking: Gathers and analyzes information or data on current and future trends of best practice. Seeks information on issues impacting the progress of organizational and process issues. Translates up to date information into continuous improvement activities that enhance performance.

B I A

Innovation: Improves organizational performance though the application of original thinking to existing and emerging methods, processes, products and services. Employs sound judgment in determining how innovations will be deployed to produce return on investment.

B I A

Thoroughness: Demonstrates attention to detail and accuracy. Defines and organizes tasks, responsibilities and priorities. Takes responsibility for timely completion.

I A E



Proficiency Matrix The following charts illustrate proficiency levels for each competency.




Competencies

Adaptability: Demonstrates flexibility within a variety of changing situations while working with various individuals and groups. Changes own ideas or perceptions in response to changing circumstances. Alters standard procedures when necessary, and multi-tasks as required.

Being Developed (BD): Recognizes and responds appropriately to new or changing situations. Adjusts priorities to meet changing demands. Determines when whether or not others' points of view are reasonable or valid.

Basic (B): Listens to others' opinions and acknowledges the value of difference. Maintains flexibility and attempts new approaches as needed to accomplish objectives. Able to multi-task effectively. Adjusts to changing priorities. Readily adopts new procedures and technology.

Intermediate (I): Handles multiple projects and duties simultaneously, prioritizing as needed. Devises flexible approaches that are easily adopted by all levels and types of people. Works creatively to respond to a specific situation. Quickly resolves new challenges in a changing environment. Interprets the spirit of a policy to meet business goals and client needs. Respects and responds sensitively to others’ reluctance to change. Fosters flexibility through cross-training and developmental work assignments.

Advanced (A): Calmly takes control of high-pressure situations. Maximizes the output of limited resources. Shifts tactics and redefines organizational priorities. Implements new practices when original approach and assumptions are no longer valid. Conducts transition planning and fosters employee involvement. Manages high-level milestone accomplishments across multiple change activities. Recommends large-scale change interventions.






Expert (E): Demonstrates resilience and applies contingency plans in the face of significant obstacles. Assesses and redefines strategies as needed to adapt in a dynamic environment. Manages change and minimizes stress by developing techniques or plans activities in advance. Takes a visible role in leading and sponsoring the successful transition of structure and resources, and increases in productivity. Invests in people through communication and education. Provides clarity of the need for change and benefits to all. Applies best leadership practices and managerial techniques to drive significant change initiatives.






Building Relationships: Builds both formal and informal professional networks. Maintains and extends networks within, across and external to organizational boundaries. Obtains and shares information, ideas and problems. Solicits advice, support, championship, sponsorship and commitment that result in smooth transitions of change and the development of mutually acceptable solutions.

Being Developed (BD): Establishes network of contacts. Solicits guidance in how to get things done and with whose help.

Basic (B): Establishes and maintains network of peers and contacts with access to information and to key business partners. Shares information and advice on how to get things done and who to involve.

Intermediate (I): Establishes and maintains networks and alliances. Shares information and readily determines who to go to for relevant information. Seeks assistance and feedback in the problem solving process. Partners with others to achieve expectations.

Advanced (A): Sets objectives necessary for obtaining feedback and assistance. Maintains effective communication. Shares ideas, issues, and opportunities with members of personal network. Seeks referrals from network members to others with relevant expertise and influence. Attends professional networking groups.

Expert (E): Maintains and forms alliances with recognized leading experts and authoritative decision makers. Partners with wide circle of contacts and involves them in generating mutually beneficial long-term opportunities and achieving win-win outcomes. Represents the organization on strategic issues impacting multiple organizations, the community and the professional field.






Change Advocate: Identifies and acts upon opportunities for continuous improvement. Encourages prudent risk-taking, exploration of alternative approaches, and organizational learning. Demonstrates personal commitment to change through actions and words. Mobilizes others to support change through times of stress and uncertainty.

Being Developed (BD): Supports change initiatives by following new directions as directed and providing appropriate information. Asks for feedback and ideas on how to do a better job and tries new approaches.

Basic (B): Participates in change initiatives by implementing new directions and providing appropriate information and feedback. Offers ideas for improving work and team processes. Experiments with new approaches and improves productivity through trial and error.

Intermediate (I): Participates in change programs by planning implementation activities with other change champions. Interprets the meaning of new strategic directions for the work group and sets objectives and standards. Implements monitoring and feedback systems. Evaluates progress and finds ways of making continuous improvements. Solicits and offers ideas for improving primary business processes. Improves effectiveness and efficiency through the involvement of peers and business partners by initiating new approaches.

Advanced (A): Leads the planning and implementation of change programs that impact critical functions/processes. Partners with other resource managers/change agents to identify opportunities for significant process enhancements. Recommends changes that impact strategic business direction. Sets expectations for monitoring and feedback systems and reviews performance trends. Evaluates progress and involves peers and team members in analyzing strengths and weaknesses in performance. Improves efficiency by spearheading pilots and planned functional change initiatives.

Expert (E): Reviews, sponsors and approves recommendations for enterprise-wide change programs that impact cross functional key processes. Partners with other business leaders to identify opportunities for significant technology/process enhancements. Lobbies for changes that impact strategic business direction. Approves strategic monitoring criteria and reviews high impact enterprise performance trends. Evaluates progress against key performance drivers and assesses organizational opportunities and risks. Solicits the support of business leaders in planning and spearheading enterprise change initiatives.






Communications for Results: Expresses technical and business concepts, ideas, feelings, opinions, and conclusions orally and in writing. Listens attentively and reinforces words through empathetic body language and tone.

Being Developed (BD): Speaks and writes to peers in ways that support transactional activities. Shares information and asks questions prior to taking action.

Basic (B): Converses with and writes to peers in ways that support transactional and administrative activities. Seeks and shares information and opinions. Explains the immediate context of the situation, asks questions with follow-ups, and solicits advice prior to taking action.

Intermediate (I): Conducts discussions with and writes memoranda to all levels of colleagues and peer groups in ways that support troubleshooting and problem solving. Seeks and shares relevant information, opinions, and judgments. Handles conflict empathetically. Explains the context of inter-related situations, asks probing questions, and solicits multiple sources of advice prior to taking action.

Advanced (A): Converses with, writes reports and creates/delivers presentations to all levels of colleagues and peer groups in ways that support problem solving and planning. Seeks a consensus with business partners. Debates opinions, tests understanding and clarifies judgments. Brings conflict into the open empathetically. Explains the context of multiple inter-related situations, asks searching, probing questions, and solicits expert advice prior to taking action and making recommendations.

Expert (E): Converses with, writes strategic documents and creates/delivers presentations to internal business leaders and as well as external groups. Leads discussions with senior leaders and external partners in ways that support strategic planning and decision-making. Seeks a consensus with business leaders. Debates opinions, tests understanding and clarifies judgments. Identifies underlying differences and resolves conflict openly and empathetically. Explains the context of multiple, complex inter-related situations. Asks searching, probing questions, plays devil's advocate, and solicits authoritative perspectives and advice prior to approving plans and recommendations.






Influencing Others: Communicates ideas or positions in a persuasive manner. Devises counter-arguments and offers compromises while maintaining company objectives. Remains assertive in face of conflict and reaches agreements that promotes mutual interests, and maximize commitment. Takes actions that directly or indirectly have an effect on others to create buy-in, gain trust, and motivate actions in others or win concessions without damaging relationships.

Being Developed (BD): Understands and identifies behavior and approaches that would persuade others to take action. With a high degree of accuracy, identifies individuals, groups or organizations that need to be persuaded to support a desired course of action.

Basic (B): Makes inquiries to better understand the needs of other parties and expectations of the enterprise. Uses graphics, overheads, or slides that display information clearly with high impact. Uses direct persuasion in a discussion or presentation. Knows when to escalate critical issues to own or others' management, if own efforts to enlist support have not succeeded.

Intermediate (I): Investigates areas of disagreement. Presents facts, analysis, and conclusions or solutions in a way that demonstrates command of content, factors in perspectives and interests of the audience, and shows what's in it for them or what meets the common good. Appeals to reason, uses data or concrete examples, visual aids, demonstrations, etc. Uses stories, analogies, or examples that effectively illustrate a point. Uses multiple actions to influence. Involves others in a process or decision to ensure their support. Seeks out and builds relationships with others who can provide information, potential business, and other forms of help.

Advanced (A): Conducts research and benchmarking in preparation for negotiations of significant impact and involving multiple parties. Defines and gains approval for appropriate terms of agreement. Plans the process and techniques that will maximize participation in reaching a commonly acceptable solution. Solicits in advance the involvement of others who will be affected by a decision, initiative or program to build their sense of ownership. Uses subtle or indirect approaches, including involving others not directly involved, to achieve acceptance. Identifies potential for compromise. Presents information or data that has a strong effect on others as evidenced by their reactions to it. Uses language and examples that speak to the issues, experience and organizational level of the audience. Calculates the impact of own actions or words. Takes calculated approaches and actions to negotiate skillfully, and achieves planned outcomes in difficult or risky situations.






Expert (E): Thinks through and executes a variety of useful planned actions or initiatives (both direct and indirect influence) as part of a sequenced, multi-step, complex campaign for gaining support and ownership from others. Identifies and targets efforts to influence the real decision makers and those who can influence them. Solicits the perspectives and assembles coalitions of key influencers. Builds support of business leaders for proposed solutions. Uses experts or other third parties to influence. Recruits or assembles opinion leaders to assist in changing the minds of others. Possesses the ability to persuade and motivate others to achieve the desired outcome. Leads, sponsors, and arbitrates negotiations of enterprise-wide impact. Reviews recommended strategies and their potential advantages for reaching agreement, as well as their disadvantages and long-term consequences.






Information Seeking: Gathers and analyzes information or data on current and future trends of best practice. Seeks information on issues impacting the progress of organizational and process issues. Translates up to date information into continuous improvement activities that enhance performance.

Being Developed (BD): Asks questions and solicits procedural information that explains how day-to-day tasks are conducted. Collates facts and data. Checks and monitors progress of activities in area of responsibility. Seeks out the appropriate people for guidance when needed to get things done.

Basic (B): Seeks information on both formal and informal processes. Uses appropriate tools, techniques and sources to gather, update and monitor information. Checks for accuracy of interpretation. Seeks out the appropriate people for guidance when needed depending on the type of issue.

Intermediate (I): Utilizes a variety of information and data sources pertaining to organizational and professional trends. Checks the source for omission and accuracy. Identifies the sources that are appropriate for specific types of information. Checks for bias and omission. Seeks out the appropriate people to approach for guidance either formally or informally depending on the type of issue. Links information in a lateral as well as linear manner. Finds hidden data. Relates and manipulates data from various sources to create a fuller picture. Investigates and uncovers root causes of a problem or issue.

Advanced (A): Researches organizational and professional trends. Networks internally and externally on areas of interest and concern. Evaluates sources, and collates and compares findings for bias, omission and accuracy. Conducts objective analysis. Prioritizes information by source. Monitors systematically. Deploys resources (time, people, systems) to ensure timely management reporting. Reviews and determines need for corrective action and/or business opportunities.

Expert (E): Studies environmental, business and technological trends and forecasts. Networks among thought leaders and strategic influencers. Differentiates data sources for validity, reliability and credibility. Tracks and synthesizes systemic benchmarking trends. Evaluates composite information in relation to its impact on decision-making and strategic implications. Sets expectations for and reviews management and key stakeholder reports. Assesses validity of business strategy recommendations against trend data. Steers senior leadership toward making informed, sound strategic decisions.






Innovation: Improves organizational performance though the application of original thinking to existing and emerging methods, processes, products and services. Employs sound judgment in determining how innovations will be deployed to produce return on investment.

Being Developed (BD): Participates in problem-solving discussions and suggests ideas as opportunities arise. Accepts that new ways of doing things can improve individual and team results. Basic (B): Reacts open-mindedly to new perspectives or ideas. Considers different or unusual solutions when appropriate. Identifies opportunities for innovation and offers new ideas. Takes the initiative to experiment. Intermediate (I): Shares new ideas and consistently demonstrates openness to the opinions and views of others. Identifies new and different patterns, trends, and opportunities. Generates solutions that build upon, adapt, and go beyond tradition and status quo. Targets important areas for innovation and develops solutions that address meaningful work issues. Seeks to involve other stakeholders in developing solutions to problems. Takes calculated risks.

Advanced (A): Challenges conventional thinking and traditional ways of operating and invites stakeholders to identify issues and opportunities. Helps others overcome resistance to change. Seeks out opportunities to improve, streamline, reinvent work processes. Explores numerous potential solutions and evaluates each before accepting any, as time permits. Maintains balance between innovation and pragmatism when determining the practical application of new ideas. Makes lots of proposals, builds on others’ ideas. Sees opportunities, open-minded. Develops new products or services, methods or approaches. Develops better, faster, or less expensive ways to do things. Fosters a non-judgmental environment that stimulates creativity.

Expert (E): Thinks expansively by combining ideas in unique ways or making connections between disparate ideas. Devises unusual or radically different approaches to deliver value added solutions. Analyzes previously used concepts, processes or trends and devises new efficiencies not obvious by others. Directs creativity toward effective implementation of solutions. Creates a work environment that encourages creative thinking and innovation. Sponsors the development of new products, services, methods, or procedures. Exhibits creativity and innovation when contributing to organizational and individual objectives. Employs sound judgment when selecting among various creative ideas for implementation.






Thoroughness: Demonstrates attention to detail and accuracy. Defines and organizes tasks, responsibilities and priorities. Takes responsibility for timely completion.

Being Developed (BD): Applies attention to detail to routine tasks defined in formal, written procedures and oral instructions. Seeks guidance on the quality and the degree of completion required for completing new tasks. Reprioritizes, as new deadlines are set. Responds constructively to customer feedback on task output.

Basic (B): Performs tasks according to quality and output standards. Takes initiative to ensure that outcomes meet internal and external customer requirements. Solicits feedback on performance in new tasks. Measures accuracy using performance metrics. Sets improvement standards to reduce errors, omissions and oversights.

Intermediate (I): Demonstrates operational agility. Uses organizational systems that result in multiple critical activities to be identified and completed on time. Renegotiates priorities as necessary. Puts systems in place and uses them to monitor and detect errors and problems. Tests and inspects outputs, and applies quality checks prior to work submission.

Advanced (A): Identifies potential areas of conflicting priorities and vulnerability in achieving standards. Reviews department's progress against established goals, objectives, service level targets and project milestones. Supports others in achieving deliverables by efficiently allocating resources and providing common organizing systems, techniques and disciplines. Maintains a proactive work review and approval process prior to assignment completion. Solicits internal and external customer evaluation of performance and devises measures for improvement.






Expert (E): Sets the vision, defines the value and acts as role model for creating a culture that sets superior standards and delivers on time and on budget. Agrees upon service level and project expectations with senior leaders. Reviews enterprise's progress against established goals, objectives, service level targets and project milestones. Devises strategies for delivering large-scale projects on time. Proactively conducts business review meetings for reprioritization of resources and taking corrective action to respond to strategic initiatives. Holds self and leadership team members accountable for achievements, publicly recognizing successes. Identifies areas of potential vulnerability in achieving strategic business drivers. Supports the enterprise in achieving deliverables by investing in world-class organizational processes.



Any questions regarding this Report should be addressed to: Diana Hughes Director of HR and Administration Information Systems and Technology Massachusetts Institute of Technology (617) 253-6205 [email protected]

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Digital Communications Specialist Job Description