Coordination Team Code of Conduct

The OPERAS Coordination Team follows the OPERAS Code of Conduct and its Gender Equality Plan in the way people work and interact. To better define the relations within the team, it has developed a Coordination Team Code of Conduct: 

Vision and Strategy: 

We prioritise along our clear vision and our strategy.

  • We establish a compelling vision and a clear strategy and communicate and update the strategy regularly.
  • We speak with one voice to key stakeholders.
  • We use the strategy to form our operational priorities.
  • We identify strategic competence needs and build up competencies, skills and resources accordingly.

Culture and Values: 

We nurture a culture of mutual respect, trust and support, creating a positive team atmosphere.

  • We are open to other views and live an open discussion culture. This includes addressing any issues directly, manage expectations and resolve conflicts in a  respectful way.
  • We recognize the individual strengths and utilise these in the roles of the team members.
  • We recognise self-responsibility as an important part of our culture.
  • We support diversity in all dimensions.
  • We have transparent processes and strongly support transparency in our exchanges.
  • We involve people at all levels in decision-making and encourage them to take decisions in their own field of competency. This includes promoting autonomy and taking self-responsibility.
  • We encourage the adaptation of workload individually to allow for a healthy work-life-balance.
  • We listen to each other to be able to reduce pressure and avoid stress at an early stage.

Conflict Management: 

We manage conflict proactively with respect to the other’s view and seek solutions on common ground.

  • We value different opinions as a normal part of working together and a prerequisite for learning and evolution.
  • We interact professionally and respectfully, even in critical situations.

Personal and professional development: 

We enable and encourage the personal and professional development of our team members.

  • We establish ways of knowledge sharing and allow time for creativity.
  • We provide opportunities for learning and individualised skills development. 
  • We encourage individuals to identify training needs. 

Structure and Process: 

Our structure and processes are aligned with our strategy. 

  • We define ways of working together including key work activity areas and/or roles and responsibilities and reporting lines.
  • We realistically estimate time and resources to successfully manage both our planned tasks and unexpected events to keep the workload at an acceptable level.
  • We acknowledge the differences between the OCT members, based on their own rules of employment, in terms of salary, working conditions, hierarchy, etc. 
  • We strive to be autonomous and responsible in our own field and act collaboratively as a team member within a task force, a sub-OCT group or the OCT as a whole. 
  • We regularly review our structure and processes to adapt our way of working to changing needs.