Respect and Dignity.
All associates earn respect by treating others as they would wish to be treated themselves. We give and receive feedback with consideration for the feelings of others. We value differences among ourselves and respect the personal dimensions of all associates. We believe that everyone has valuable ideas and opinions and can make important contributions to the company. Everyone has something to learn. Everyone has something to teach.

Customers.
We believe in always giving customers what they expect and, whenever possible, trying to deliver service they only dream about.

Quality and Continuous Improvement.
We embrace change and continuous improvement. We believe in the continuous improvement of our systems, processes, and competencies. We share best practices across the Company and we are receptive to change. Through effective goal setting and problem solving, we learn better ways to provide exceptional results to our stakeholders. We believe in always doing our best. We then look for ways to make our best even better.

Teamwork.
We are team players and team builders. We believe that through the power of teamwork we can achieve exceptional results for our stakeholders. We encourage and expect all associates to participate in teams as a fundamental condition of how we get our work done. We believe we're all in this together and want "United" to be more than just our name.

Accountability.
We are accountable and results focused.  We are personally accountable to our customers and other stakeholders for exceptional results.  We are personally accountable to each other for keeping promises and commitments.  We all take ownership for contributing to the Company’s success.

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Leadership Practices

One of the most important interactions that occurs in the workplace is that between a manager and his or her associates. At United Stationers, we consider leadership a special accountability entrusted to managers at all levels to ensure that associates are working with them toward specific goals with their full competence and commitment. In other words, one of a manger's key accountabilities is to create and sustain a working environment in his or her team that calls forth people's best efforts. We believe that consistently using the following leadership practices, in concert with the Company's values, is the "how to" and heart of effective managerial leadership.

In concert with the Company's values, and in their daily interaction with associates, managers at United Stationers are accountable for:

Selecting/Hiring/Orienting
Recruiting, selecting and hiring appropriate talent for vacant positions, and then providing guidance and resources that will enable new associates the best chance for success in their new position.

Involving Associates
Encouraging associates to participate in assignments and projects and assist with planning and problem solving. Being accessible to associates on a continuous basis, and ensuring that they receive and understand pertinent information regarding the Company, business unit and other things that may affect them.

Communicating
Regularly initiating two-way conversations with associates to create awareness, understanding, acceptance and commitment of (and to) the work unit and Company direction, goals and impending changes.

Coaching/Teaching/Developing
Helping associates understand the full opportunities in their roles and how to take advantage of them. Sharing knowledge and providing training that helps associates further develop and expand their own knowledge and skills. Assisting associates by providing feedback on how to better complete task assignments, and also helping them smooth out any rough edges in their behavior so they are supporting the Company's values.

Counseling
Assisting associates by giving them feedback, and helping them with individual problems by listening, problem solving and/or referring them to appropriate professional assistance, such as an Employee Assistance Program.

Describing the "Big Picture"
Effectively communicating Company information to associates on a regular basis, including the company vision, mission, business conditions, operating strategy, goals, results and significant organization and personnel changes. Also, letting associates know your own task assignments as a manager.

Planning
Using judgment about the best way to achieve a goal or objective. Developing a pathway to the goal, along with anticipating potential obstacles and ways to overcome them.

Assigning Tasks
Clearly communicating assignments that your associates need to complete, including quality and quantity standards. Also, clearly specifying required completion times and resources available for the assignment.

Appraising Associates' Personal Effectiveness
Judging associates' working effectiveness and the circumstances under which they were working; also, the manner in which they conduct themselves in carrying out their work assignments.

Recognizing and Rewarding
Providing positive feedback to associates when they demonstrate exemplary work performance and behaviors. Providing tangible reinforcement when appropriate.

Conducting Merit Reviews
Deciding merit pay increases for associates based on judgments of the individual's personal effectiveness, and discussing it with them.

Putting People in the Right Jobs
Reassigning: Recognizing when there is no longer a good match between the associate and the requirements for the position, and initiating placement of the associate into a more suitable position within the Company.

Dismissing: Terminating the employment of an associate who has failed to conduct him or herself in accordance with the Company's work rules, policies or values, or is not performing.

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Copyright 2004 by United Stationers Supply Co.