Feb 27, 2018
Today, we build on the two previous posts, on creating Mission and Vision Statements by discussing Core Values and creating your organization’s Value Statement, which completes the triad.
When organizations desire to perform at the highest level, they leverage three (3) commitments—three commitments that set the stage for overall efficiency, growth, and prosperity.
Core Values focus on how you run your organization and interact with customers and suppliers. Not everyone possesses the same core values, so it’s important for an organization to stress what theirs are to employees, vendors, and customers at the onset of hiring, doing business, or providing a service.
Take this example: Facebook started out in a dorm room and, in just ten years, grew to having 1.23 billion monthly users, about one-sixth of the entire world’s population. To celebrate that accomplishment, Mark Zuckerberg expressed how a Core Value guided them along the way:
“…We just cared more about connecting the world than anyone else. And we still do today.”
With its expressed Value of caring, Facebook is guided toward their vision and mission of accomplishing bigger and more important goals. It is yet to be seen whether Facebook will be foiled by one of the 5 very common mistakes we are about to explore here.
Mistake # 1: Being too vague
Your Core Values should be both meaningful and easy to understand. So, if caring is a core value, what does “caring” really mean? Your Value statement should flesh this out in a simple and powerful way. Zuckerberg outlined his 5 Core Values as “The Hacker Way.”
Mistake # 2: Lack of accountability
Your Core Values must be built into your performance management process or the oversight to ensure success will be sorely absent.
Mistake # 3: Creating too many Values
By limiting this list to reflect only your highest priorities, your core Values will be focused and accountability will increase.
It’s tempting to make a long list of Values that you think are important; however, when you keep the number to about three or four key items, you make enacting them easier and more likely.
Mistake # 4: Failing to share core Values with prospective employees
Potential employees should know how things work and what it’s like at your organization from the start. When someone does not subscribe to your Values, don’t hire them.
Mistake # 5: Not including a core Values preface statement
Some core Values can end up seeming disingenuous or hypocritical once mistakes are made. The best way to inoculate your organization from this is to disclose that possibility up front.
Include a preface statement like this:
“Although we strive for perfection, we sometimes miss the mark. When we do, we apologize and work to improve as we move forward. The following is a list of the values we strive to maintain.”
Your students, instructors, vendors, customers, and employees will appreciate your honesty and be more likely to give you the benefit of the doubt, should problems arise.
Core Value Statements are crucial to the culture of your organization and shouldn’t be taken lightly. The best way to ensure that your trio of Mission, Vision, and Value Statements will succeed is to ensure they are integrated into all you do from an HR perspective.
By avoiding the common mistakes and using top-notch methods, you’ll ensure that employees can achieve your Mission and Vision by adhering to the core Values most important to your organization. A high-performing organization is one that can last and even thrive in tough economic times. It must by guided carefully using processes that ensure consistency and stability through the Values you hold most dear.
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In His Name HR helps organizations build high performance Human Resources programs. Visit them at In HIS Name HR or e-mail them here.
Mark A. Griffin is the founder and chief consultant of In His Name HR LLC. Connect with him on LinkedIn or Twitter.
Mark A. Griffin | Christian Higher Ed HR
Feb 8, 2018
Position Closed
We are excited to be retained by this wonderful organization, Veritas Press to assist in recruiting a Executive Assistant to the President for their Lancaster Pennsylvania corporate office.
Veritas Press is a Christian organization dedicated to providing the best classical Christian education materials and services anywhere.
Learn about the great benefits of working for Veritas here!
The Executive Assistant to the President will assist the President and Executive VP along with executive team as needed.
Some Responsibilities Include:
Personal Assistant:
- Serve as a personal assistant to the president and executive vice president to conserve their time and promote the corporate image by representing them internally and externally; providing liaison between the president, key executives, and employees.
- Represent the president by welcoming visitors, reviewing correspondence; arranging company dinners and other corporate functions; answering questions and meeting requests directed to the president.
- Help key executives make consistent decisions by advising them of historical precedents; serving as liaison between them and the president.
- Arrange corporate and personal travel and meetings by developing itineraries and agendas; scheduling transportation; arranging lodging and meeting accommodations.
Administrative:
- Scan and Forward any invoices received via mail and all packing slips to the Financial Assistant.
- Scan and deposit all checks received.
- Assist in sending emails to large groups utilizing current software.
Reception:
- Receive all guests to Veritas Press.
- Maintain Visitor Log as directed.
Office Maintenance and Supplies:
- Order supplies as needed.
- Maintain organization of curriculum library.
- Maintain break room and supply room tidiness.
- Facilitate office cleaning with 3rd party vendor.
- Opens, sorts and delivers all corporate mail.
Projects:
- Utilizes project management software as directed.
- Assists with data entry within project management software.
- Coordinates and helps facilitate projects within project management software as directed by project lead.
Human Resources:
- Assists new employee onboarding as directed.
- Compiles new employee paperwork packet.
- Maintains employee files.
- Assists Director of Operations with administration of benefits.
Some Requirements Include:
- A bachelor’s degree is preferred, but not required.
- Conversant with and supportive of the reformed faith and classical Christian education according to the VPSA Statement of Faith and Philosophy.
- Excellent written and oral communication skills.
- Moderate mathematical skills and the ability to apply them to practical situations
- Able to work diligently without direct supervision.
- Proficient in handling detailed work.
- Wiling to continually learn various types of software.
- Experience with typical MS Office Suite products, Gmail, general computer skills, etc.
- Work to constantly expand abilities by gaining further training in areas of weakness.
- General account/bookkeeping experience is helpful.
Veritas employees always go the extra mile to serve their client’s educational needs. Want to join a winning team? Join Veritas today.
Location Will Be:
Veritas Press
1805 Olde Homestead Lane
Lancaster, PA 17601
Click For Map
Due to the overwhelming response we anticipate we ask that you are patient during the selection and interview process. All qualified applicants will be notified.
All qualified individuals may submit a resume and cover letter which includes why you should be considered for the position and what would make you the best candidate to:
Email HR@InHISNameHR.com
Veritas Press is an Equal Opportunity Employer.
Want to get future vacancies and blog updates? Subscribe here: Click
Mark A. Griffin | Blog, Now Recruiting For
Jan 22, 2018
ABHE Annual Meeting
February 21-23, 2018 | Rosen Plaza Hotel, Orlando Florida
Right-sizing – an organizational lifesaver . . . or toxic solution to financial difficulties? But when layoffs are not well thought out and used repeatedly without a graceful strategy, right sizing can destroy an organization’s effectiveness. How you treat people really matters – to the people who leave and perhaps most critically, to the people who remain.
• Taking steps – simple, impactful, and timely to make the process gracefully effective
• Executing a comprehensive communication plan – to students, faculty, employees, alumni and community
• Supporting displaced employees
• Caring for employees who remain
• Avoiding common pitfalls observed in other organizations
Learn More Here
Visit us- Booth 119 – ABHE Annual Meeting!
About the Speaker
Mark A. Griffin is the founder and chief consultant of In HIS Name HR LLC, a human resources outsourcing and career coaching firm created to help organizations pilot the complex issues of managing HR.
As a human resources professional with 20-plus years of experience in both public (Quaker Oats Company, Kodak Inc., Merck Inc.) and private companies (Woolrich, Conestoga Wood Specialties, Valco Companies Inc.), Mark is passionate about building high-performance workplaces by utilizing best practices while leading organizations with strong values.
Mark and his wife Gail have two adult children, and and attend LCBC Church. Mark has coached leaders on “Business as Mission” as far away as Eastern Europe, India, Haiti, Honduras, Nicaragua and the Dominican Republic.
Speaker, accomplished HR consultant, and the author of How to Build “Kingdom-Minded” Organizations and College to Career: The Student Guide to Career and Life Navigation, Mark A. Griffin encourages leaders to build values-led organizations during these increasingly complex times.
Mark A. Griffin | Blog, Christian Higher Ed HR, Events
Jan 21, 2018
Faith Based Nonprofit Resource Center Conference
May 30th 2018
The Embassy Suites Newark, DE
It’s no secret that your Nonprofit wants to succeed. It also should be no surprise that your employees want to succeed! Of course, there’s often a strong, positive relationship between the two—when employees succeed, so do the Nonprofit’s they serve.
A key question, then, becomes: How can organizations most effectively find, train, motivate and encourage employees’ success?
Topics To Be Covered
- Marketing your Nonprofit in today’s difficult labor situation.
- What should we have in place to be attractive?
- Where are Nonprofit finding employees?
- What are the three most important steps of an effective hiring process?
This presentation will also help prepare people within your organization who may want to move into a HR role. The presentation is highly interactive (includes table exercises) and gives participants the opportunity to collaborate with other organizations.
Learn More Here
About the Speaker
Mark A. Griffin is the founder and chief consultant of In HIS Name HR LLC, a human resources outsourcing and career coaching firm created to help organizations pilot the complex issues of managing HR.
As a human resources professional with 20-plus years of experience in both public (Quaker Oats Company, Kodak Inc., Merck Inc.) and private companies (Woolrich, Conestoga Wood Specialties, Valco Companies Inc.), Mark is passionate about building high-performance workplaces by utilizing best practices while leading organizations with strong values.
Mark and his wife Gail have two adult children, and attends LCBC Church. Mark has coached leaders on “Business as Mission” as far away as Eastern Europe, India, Haiti, Honduras, Nicaragua and the Dominican Republic.
Speaker, accomplished HR consultant, and the author of How to Build “Kingdom-Minded” Organizations and College to Career: The Student Guide to Career and Life Navigation, Mark A. Griffin encourages leaders to build values-led organizations during these increasingly complex times.
Mark A. Griffin | Blog, Events
Jan 17, 2018
Today, we’ll look at the 3 biggest mistakes commonly made by organizations during the creation of their Vision Statement.
As discussed in the last post, Organizations wanting to perform at the highest level do so by working to leverage 3 commitments. These commitments set the stage for overall efficiency, growth, and prosperity.
Mission Statement
Vision Statement
Core Values
Great leaders vision-cast for their organization.
They have an idea of where they want their organization to be down the road. They chart their desired course ahead of time. The best leaders will map out their Vision, put this Vision on paper, and share their Vision with the entire crew. However, too many leaders fail to be precise—they don’t follow a top-notch process to ensure their Vision truly comes to fruition.
Mistakes You Want to Avoid
Mistake #1: Developing a Vision Statement that isn’t achievable in the near future—within an employee’s working lifetime.
This is a bad idea. Instead of a far-off Vision as the organizational aim, your employees need to envision achieving the goal far sooner, so they can potentially experience the achievement as part of the team.
No employee wants to think that they are expected to work hard to achieve an organization’s Vision without still being around to celebrate it happening. If the goal lies too far into the future, employees don’t feel invested in the outcome. They don’t feel committed to it. Instead, it gets shelved and ignored. With an achievable goal, hope, motivation, and perseverance are ignited. They can see your destination on the horizon. Your excitement will become theirs.
When creating a Vision statement, make it achievable. Once it’s achieved, make sure you revisit it and make any adjustments and corrections to it as you move forward.
Mistake #2: The Vision statement is not included in the hiring and recruitment processes.
As you build your team, make sure that your potential employees know the direction your organization is headed; starting the moment they first step through the door. Let them know where they’re going when they first get onboard. It’s not enough to expect them to figure it out by osmosis. Don’t leave your Vision to chance. Tell them up front what it is and the role they will play in achieving it.
Your Vision statement must be seamlessly incorporated into your hiring practices and documents. If it is not obvious from the start, you risk spending a lot of time, energy, and money acquiring people who don’t know where you’re going and don’t care. Your organization will be rudderless.
Your Vision Statement is an invaluable motivator for your employees. Would you want to board a ship or a plane without knowing the destination ahead of time? Your employees won’t want to either.
As a leader, you are the captain. Your crew—your employees—and your passengers—your customers—must be informed as to the destination of your journey and be enthusiastic about it.
This is how high performance gets started!
Mistake # 3: Failing to integrate your commitment to your organization’s Core Values and Mission Statement into your Vision Statement—not making it a complete, holistic package.
A Vision statement should articulate two crucial items in addition to your Vision: your Mission statement and the core Values guiding your organization.
These three components are interdependent and must work together as a team. Just like a top coach wouldn’t play merely one-third of his football squad in the Super Bowl, it is not possible to create a high-performing organization from the ground up if it lacks any of these three key components.
The success of your Vision is important to your future—much too important to omit any of the key supporting pieces and risk it failing.
If creating these three documents sounds like a lot to bite off, don’t be discouraged! Human Resources experts exist to help you, and resources exist to make it easier. The best ones guide you through the whole process, just like the one I created with my team. We’ve done the foundational work for you to make it all happen smoothly and simply. Our HR Mastery Toolkit teaches and guides you to implement the best practices used by some of the top, most successful organizations in the world.
We begin with this essential first task: establishing your organization’s Mission, Vision, and Values.
By using a top-notch process to create your Vision Statement, you’ll set the stage for your employees to achieve it.
In the next post, we will continue examining this critical trio. I’ll give you some of the expertise I’ve gleaned from more than twenty years in the field of human resources. Come back to read: Mistakes Organizations Make When Determining Their Core Values.
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Join us at the 2018 Annual ABACC Conference at the Wyndham Orlando Florida Resort (International Drive). We will be exhibiting at this informative conference February 13 through February 16, 2018. Learn more here.
We will also be speaking (Grace and Wisdom When Right-Sizing Your Staff) and exhibiting for the ABHE Annual Meeting February 21-23, 2018 at the Rosen Plaza Hotel, Orlando Florida Learn more here.
Contact us directly to set up a personal meeting in advance of the annual meeting. Looking forward to creating new friends and fostering deeper relationships with contacts we know.
In His Name HR helps organizations build high performance Human Resources programs. Visit them at In HIS Name HR or e-mail them here.
Mark A. Griffin is the founder and chief consultant of In His Name HR LLC. Connect with him on LinkedIn or Twitter.
Mark A. Griffin | Christian Higher Ed HR
Jan 11, 2018
Join us at the 2018 Annual ABACC Conference at the Wyndham Orlando Florida Resort (International Drive). We will be exhibiting at this informative conference February 13 through February 16, 2018.
You have many conferences to choose from, but the ABACC Annual Conference is different from most other conferences. There are many options for finding professional development resources, ABACC is one organization that provides high quality professional development with a Christian worldview perspective. This makes a significant difference to discuss hot topics, current regulations, and issues on your campus with peer institutions who share the same ultimate goal, serving God at our institutions, to the absolute best of our abilities.
The ABACC Annual Conference is the only conference providing professional development and networking opportunities specifically for Christian Higher Education business officers.
Learn More Here
Find us at Booth 521
At In HIS Name HR LLC our primary role is to assist the client to identify needs, develop an action plan and facilitate change to enhance the success of your organization. Our management, human resource, and training services are designed to improve quality, safety, productivity, efficiency, and communication while improving employee morale.
With our vast experiences spanning many industries including Christian Higher Education, we will create the HR programs that will drive excellence. Contact us today. You will be glad you did.
Mark A. Griffin | Blog, Events
Jan 10, 2018
January 30-31, 2018
2018 CCCA Mid-Atlantic Camp Conference
Tuscarora Inn, Mt. Bethel, PA
It’s no secret that your camp wants to succeed. It also should be no surprise that your employees want to succeed! Of course, there’s often a strong, positive relationship between the two—when employees succeed, so do the camps they serve.
A key question, then, becomes: How can organizations most effectively find, train, motivate and encourage employees’ success?
Topics To Be Covered
- Marketing your camp in today’s difficult labor situation.
- What should we have in place to be attractive?
- Where are camps finding employees?
- What are the three most important steps of an effective hiring process?
This presentation will also help prepare people within your organization who may want to move into a HR role. The presentation is highly interactive (includes table exercises) and gives participants the opportunity to collaborate with other organizations.
Learn More Here
About the Speaker
Mark A. Griffin is the founder and chief consultant of In HIS Name HR LLC, a human resources outsourcing and career coaching firm created to help organizations pilot the complex issues of managing HR.
As a human resources professional with 20-plus years of experience in both public (Quaker Oats Company, Kodak Inc., Merck Inc.) and private companies (Woolrich, Conestoga Wood Specialties, Valco Companies Inc.), Mark is passionate about building high-performance workplaces by utilizing best practices while leading organizations with strong values.
Mark and his wife Gail have two adult children, and and attend LCBC Church. Mark has coached leaders on “Business as Mission” as far away as Eastern Europe, India, Haiti, Honduras, Nicaragua and the Dominican Republic.
Speaker, accomplished HR consultant, and the author of How to Build “Kingdom-Minded” Organizations and College to Career: The Student Guide to Career and Life Navigation, Mark A. Griffin encourages leaders to build values-led organizations during these increasingly complex times.
Mark A. Griffin | Blog, Events
Jan 9, 2018
When organizations want to perform at the highest level, they leverage the three (3) commitments that strengthen their organization like a strong, cement foundation:
Mission Statement
Vision Statement
Core Values
With these in place, everyone in the organization starts out on the same page. Better yet, clients and customers know what to expect and it builds additional trust. They appreciate the organization’s investment and articulation of these commitments.
However, it’s not as simple as punching out three sentences to propel your organization forward. There is an important process to creating potent organizational statements to ensure they truly succeed.
Today, we’ll look at the 4 mistakes commonly made during the creation of an organization’s Mission Statement. Done poorly, a Mission Statement can actually undermine the high performance leadership hopes to attain in the first place.
Don’t let this happen to you!
Mistake #1: Not including employees in the process.
When leadership creates a Mission Statement in a vacuum, employees are far less likely to appreciate it, accept it, and, most importantly, execute it.
Instead, your organization should first get input from a group of employees that make up a good cross-section of capabilities and responsibilities throughout the organization.
At this point, too many organizations find that employees have little idea what their organization really stands for or why they are doing what they do. Unless you’ve clearly articulated a Mission Statement, you can’t blame them. After employee input, the leadership can approve and improve on what comes from the employee input group.
With a Mission Statement in place, employees do more than just show up. They arrive to work with a renewed orientation to the organization and feel like they are doing something meaningful. Everyone wants to play a part in something bigger than just themselves. A Mission Statement gives them this opportunity.
By including them from the start, employees not only start to think from a high-performing standpoint, but they also feel respected and appreciated for their input at the outset.
Mistake #2: Creating a Mission that is too broad or too lofty.
Here are examples of two Mission statements that don’t work:
“We want to make the world a better place.”
“We want to give our customers good service and a great price.”
Compare them to one from Charity Water. It gets to the crux of their mission.
“We’re a non-profit organization on a mission to bring clean and safe drinking water to every person on the planet.”
Or, this great example from Habitat for Humanity International:
“Seeking to put God’s love into action, Habitat for Humanity brings people together to build homes, communities and hope.”
Mistake #3: Not rolling out the new Mission appropriately.
A good Mission Statement is woven into the very culture and fabric of your organization. It’s not just something that goes on the wall and the website. It gets incorporated into all the material of your organization.
During your hiring practices, organizational meetings, performance reviews, and in job descriptions, you should have direct tie-ins and references to your Mission. After all, your organization is centered on a Mission: its purpose for existing.
EXPERT TIP: Your employees are great idea factories to help find new ways to proliferate and enact your organization’s Mission statement in multiple ways that will make a big difference. Get their input.
Mistake #4: Not communicating the Mission to your key stakeholders.
Your key stakeholders are your students, parents, vendors, and suppliers. Your Mission statement should be integrated into your interaction with them, and in all the material, marketing, and communications you engage in together.
Your Mission Statement is the central feature around which your organization revolves. That means, it’s not just an internal document. Make sure you publicize it, every chance you get.
You don’t have to tackle the process of creating a Mission Statement alone. You can hire an outside HR expert to guide you. There are other helpful HR resources too, like the HR Mastery Toolkit we have created to make your organization high-performing in this and other areas. It teaches and guides you in the best practices of some of the top, most effective organizations in the world.
When you create a Mission Statement using a top-notch process, you’ll find that performance on every level improves. Not only do you save costs and improve quality and productivity, but also being employed at your organization becomes much more enjoyable.
In our next post, we will continue examining this critical trio. I’ll give you some of the expertise I’ve gleaned from more than twenty years in the field of human resources. Come back to read: 3 Mistakes in High-Performance Vision Statements
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In His Name HR helps organizations build high performance Human Resources programs. Visit them at In HIS Name HR or e-mail them here.
Mark A. Griffin is the founder and chief consultant of In His Name HR LLC. Connect with him on LinkedIn or Twitter.
Mark A. Griffin | Christian Higher Ed HR
Nov 27, 2017
Finding and keeping qualified talent has never been more challenging or expensive. Too many organizations implement haphazard hiring methods that are not only inefficient, but also potentially illegal.
Are people hired systematically at your organization?
The best organizations in the world use sophisticated processes to find and hire new workers. If you don’t have a solid system in place to hire workers, consider creating policies, and putting them in writing, that outline your process in detail.
Ready to get started?
Here is a checklist of 4 action steps that you should ensure your HR department is following. By using these steps they will simplify the hiring process for your organization.
Step 1 – Create a candidate pool by…
- Constructing a comprehensive job description (with employee input)
- Having leadership approve the position and salary range (based on a compensation study)
- Posting the position internally first, to allow current employees the opportunity to apply
- Encouraging employees to refer friends and family
- Creating an advertisement based on the established job description
- Running the advertisement
- Reviewing ad responses against the requirements outlined in the job description
- Sharing your Mission, Vision and Values (MVV) with all candidates
- Having the candidates explain how they will support your MVV
- Setting up three to four candidates for interviews
Step 2 – Systemize the interview process by…
- Selecting interview questions and job criteria correlated to the job description requirements (build MVV questions into process)
- Requesting all interviewees first fill out an application
- Ensuring all interviewees sign a “consent to background check” form
- Having interviewers complete a Candidate Evaluation Form on every candidate after each interview.
Step 3 – Establish the Selection Process by…
- Having the team of interviewers meet to discuss candidates (this is typically led by HR personnel)
- Conducting candidate interest testing (be careful with tool used)
- Selecting the best candidate based on interview results, selection testing, and the hiring manager’s decision
- Furnishing a verbal offer to the candidate and, if agreed to, creating an offer letter
- Sending the offer letter for the candidate to sign, and ensuring it is returned to you.
Step 4 – Start the hiring process by…
- Sending the application and consent form to a background check company
- Arranging a pre-employment physical and drug & alcohol test for the candidate
- Setting a firm start date when the candidate has met all the requirements and is determined “all clear”
- If the candidate fails the background or D&A test, the candidate is notified by HR and you return to initial pool of interviewed candidates, choose one, and begin the hiring process again or expand the candidate pool and begin again.
- Sending out polite non-selection letters to the other candidates
When you implement a consistent system in your hiring practices, you will increase the efficiency of your organization, saving time and money, and eliminating confusion, both now and in the future.
Also consider the fact that by using the right recruitment approach you are also marketing your organization to potential students?
Any dollars spent in recruitment marketing also benefits your institution from a brand recognition perspective.
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In His Name HR helps organizations build high performance Human Resources programs. Visit them at In HIS Name HR or e-mail them here.
Mark A. Griffin is the founder and chief consultant of In His Name HR LLC. Connect with him on LinkedIn or Twitter.
Mark A. Griffin | Christian Higher Ed HR
Nov 7, 2017
Position Closed
GreenWay Fence & Railing Supply LLC. is committed to understanding, meeting and exceeding their customer’s expectations. They provide customers with the highest quality maintenance free outdoor products and services available at a competitive price – on time with complete satisfaction in an honest and ethical manner.
Purpose of Position:
Responsible to oversee and manage all aspects of the vinyl production/fab shop. This will start with communication with the sales team and upper management on orders coming in lead times etc. Excellent communication skills are a must. You are the link between our sales team and delivering outstanding results for our customers. You will also need to effectively manage 5-8 production employees under your oversight. This will include hearing their concerns and suggestions and mentoring them if needed but also showing them by example how to work efficiently and respect authority over this position.
It is expected that the incumbent is constantly working on improving production efficiencies and looking for innovative ways to produce leaner without compromising a quality product for our customer or a quality environment for our employees. Ability to direct personnel towards maximum performance will set you apart as a leader. Decision-making and problem-solving will take up a great part of your day.
Some Essential Duties
- Liaise with other managers to understand specific job requirements and schedules
- Organize workflow to meet specifications and deadlines
- Ensure output meets quality standards
- Work to properly report & resolve all quality control issues
- Monitor production to resolve issues
- Supervise and evaluate performance of production personnel
- Ensure that periodical maintenance of machinery is performed
- Work alongside employees as a working supervisor
- Report to upper management
- Performs other duties as assigned
Some Position Requirements
- Outstanding communication ability
- Excellent organizational and leadership skills
- Attention to detail
- Strong decision-making skills and a results-driven approach
- Willingness to do the work yourself if needed. The best leaders are willing to show by example.
- Must have a valid driver’s license. Except for religious purposes.
- Complete support of and willing adherence to Greenway’s Standard of Conduct, Incumbent must hold these standards as his/her own.
Some Required Personal Attributes
Just like all GreenWay employees, the conduct of this contract representative must be consistent with good character, must be an appropriate reflective of our company’s heritage. Complete support of and willing adherence to GreenWay Fence & Railing Supply’s mission and vision. Applicant must hold these standards as his/her own.
All qualified individuals may submit a resume and letter of interest to:
Email HR Team
Mark A. Griffin | Blog, Now Recruiting For
