Page 53 - eBOOK VERSION 8 BOOK 2 of 2 JUL 2022

STANDARD OPERATING PROCEDURE Research Administration SOP No: A004
SOP Title: Adaptive Leadership within a MODEL Framework
1. PURPOSE
The purpose of this standard operating procedure (SOP) is to outline procedures to be followed to address concerns of the current time of Pandemic and flexible on site work structure.
2. INTRODUCTION
CHST and RA realize that Children’s success relies on each employee, meeting or exceeding their individual goals and carrying out the mission in safety and compliance. Evidence shows that employees who take part in owning the tasks in creating, monitoring, and reporting on their goals, demonstrate high engagement and commitment to achieving their goals and to their institution. In this time of Pandemic, racial injustice and civil unrest; hybrid and remote worker consideration; and ever- evolving state of safety and compliance practices: administrators must adapt to the changing times to modify work operations in conjunction with its strategic priorities and guiding principles (Safety Strategy, Sustainability) and employees’ needs to ensure that all maintain well-being, a sense of belonging, and urgency of mission. It is vital that resources are well-allocated and support is adequately administered. These challenges must be mitigated through a concerted effort on the part of administrators to adapt their leadership styles to needs of the times and to the needs of their teams to stay connected and current on safety and compliance practices; employee communications within Children’s Health System of Texas (CHST) and Research Administration (RA); the team member’s research onboarding, ongoing training, health of their portfolio, and development; along with work-life/ work-environment needs.
3. SCOPE
This SOP applies to RA staff in the effort to intentionally revision the new normal across its remote worker, onsite and hybrid employee work structure in consideration and anticipation their needs and the direction and resources to be administered are in a fluid state.
4. RESPONSIBILITIES & PROCESS
4.1 Get Informed, Develop Remote Management Skills and MODEL Leadership
Make use of the Learning Institute’s LI Cares toolbox to get informed on remote work environment, leading through disruption, and inclusive leadership. Join and develop diversity and inclusion initiatives and goals. Stay informed on safety and compliance directive daily and devise and communication structure with your team to ensure knowledge and understanding. It is advised to utilize the MODEL leadership assessments, training and resources (see attached).
4.2 Take Inventory and Assessment of Needs
Evaluate the impact and take an assessment of needs and changes in operations to align with the HICS command structure and relevant policy and senior leaders’ guidance.
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