Who is responsible for our values?
We’re all responsible for living our values, but as managers or leaders, it’s your role to set the standard.

That’s you! Whether you’re a Corps Officer or Secretary for Business Administration, Executive Director of a hostel or Songster Leader, you’re in a leadership and/or management role.

Managers and leaders support the mission of The Salvation Army and ensure that its values are reflected in all areas of operation. This support is directly related to four areas of management responsibility — leadership, decision-making, work environment and performance appraisal.

Leadership
Managers and leaders model strong leadership by:

  • Translating values into actions;
  • Being accountable;
  • Leading by example; and
  • Accepting responsibility for their actions.

Decision-making
When making decisions, managers and leaders:

  • Promote and apply a decision-making process in which mission and values guide judgment;
  • Ensure that mission, values and ethics are are considered when developing guidelines, policies and programs;
  • Involve stakeholders;
  • Reflect the core values and the commitment to mission and values in their instructions to staff and volunteers; and
  • Factor harmony between a candidate’s personal values and The Salvation Army’s values into recruitment and promotion decisions.

Work environment
Leaders and management foster a healthy work environment when they:

  • Develop a culture and work environment based on shared values;
  • Create safe opportunities to discuss values and ethics;
  • Are readily available to discuss concerns about values and ethics with employees, volunteers, members and clients; and
  • Provide ethics development and training opportunities for employees and volunteers.

The Ethics Centre can provide resources or develop tools specifically for your ministry unit; and lead or facilitate sessions

Performance appraisal
A commitment to organizational values is supported in a performance appraisal process that:

  • Takes into account the values employees have shown while working to meet objectives or commitments; and
  • Rewards employees only when they have consistently modeled the core values in their actions.

More detail on all of this in the Performance Review section