CODAC Management Manual

MANAGEMENT PHILOSOPHY CODAC has always emphasized that outstanding people are the key to our success. Our strength and future growth depend on the contributions made by you and each person within our agency. We are glad to have you as a member of our management team. Every employee has an important role in our operations and we value the abilities, experience and background that they bring with them. In your role as a supervisor you will have the opportunity for professional growth in the leadership arena. You will provide hands-on assistance to your direct reports as they work towards fulfilment of CODAC’s Mission Statement through daily service provision. Your role will be crucial to guiding employees in day-to-day operations, handling crises, and succeeding with a variety of challenging situations. You’ll have the opportunity to mentor employees new to the field of integrated health through training, modeling professionalism, and demonstrating effective clinical interventions and teamwork. You’ll develop program components and participate in decisions that impact your team and the agency. Toward these ends, you’ll work closely with your immediate supervisor, your peers, and other CODAC leadership to meet elements of CODAC’s Strategic Plan each year. Welcome to the adventure of leadership at CODAC! PURPOSE OF MANAGEMENT RESOURCE GUIDE This Management Resource Guide contains information about the clinical and employment policies and practices of CODAC. Please note not all CODAC policies, procedures, and practices (how-to) are set forth in this Guide. Nothing in this Guide or in any other document or policy is intended to violate any local, state or federal law. Nothing in this Guide or in any other document or policy is intended to limit any concerted activities by employees relating to their wages, hours or working conditions, or any other conduct protected by Section 7 of the National Labor Relations Act (NLRA). Furthermore, nothing in this Guide prohibits an employee from reporting concerns, making lawful disclosures or communicating with any governmental authority about conduct the employee believes violates any laws or regulations.

P a g e 5 | 73