• Employee Opinion Survey
  • Employee Opinion
  • Demos
  • Item Bank
  • Create your own
• 360-Feedback
  • About 360 Feedback
  • Demo Questionnaires
  • Item Bank
  • Create your own
  • Systems Overview
  • Competency Model
• Performance Management
  • Performance Appraisals
  • Demos
• Training Needs Analysis
  • About Training Needs
  • Sample Questionnaires
  • Sample Results 1
  • Sample Results 2
  • Sample Results 3
• HR Audit Survey
  • About HR Audit
  • Demos
• Client Login
  • Client Login

Competency: Supervisory Skills

• Delegates effectively.
• Oversees the work of a group of employees.
• Empowers employees to make their own decisions in the field.
• Is able to motivate others through persuasion rather than coercion.
• Empowers employees to perform the assigned tasks.
• Allows employees to make their own decisions.
• Gives employees the ability to complete their tasks as they see fit.
• Delegates assignments to employees according to seniority.
• Assigns tasks appropriately.
• Follows the company standard procedures for allocating assignments.
• Effective in delegating assignments.
• Delegates tasks to employees according to their skills (skill level).
• Assigns the right work to the right employees.

• Encourages employees to achieve their full potential.
• Seeks to enhance the performance of employees under their supervision.
• Coaches and mentors others to achieve higher performance levels.
• Instructs employees on the proper way to perform tasks.
• Offers instructions and guidance to subordinates.
• Provides direction and coaching to employees.
• Identifies and maximizes opportunities for continuing education for employees.
• Instructs employees on the safest way to perform tasks.
• Provides training on equipment as needed.
• Determines the training and development needs of employees and staff.
• Coaches subordinates in how to make good decisions.
• Provides guidance and support to help employees achieve their goals.
• Introduces targeted training and development initiatives to address and elevate subpar performance.
• Seeks to provide effective training and development opportunities for employees.

• Knows the best ways to communicate effectively with different types of employees.
• Communicates equally well with all employees.
• Is clear when assigning tasks to be completed.
• Communicates on a daily basis with the team at the start of each shift.
• Communicates the goals and expectations for the team.
• Asks employees for their ideas and opinions.
• Facilitates open communication between employees.
• Informs employees of what tasks need to be completed on each shift.
• Sets clear expectations for acceptable performance.
• Conveys instructions, directives and guidelines to the employees.
• Listens to others.
• Communicates effectively with employees.
• Asks employees for their input in decisions that may directly affect the team.
• Listens to the concerns of employees.
• Fosters an environment that supports open communication.
• Communicates effectively to avoid issues, conflicts and errors on the job.

• Determines which team members are to be promoted to the next higher level.
• Decides the order that tasks need to be completed.
• Determines when the job is satisfactorily completed.
• Sets the objectives to be completed for the shift.
• Decides which team members are assigned to each job.
• Determines appropriate staffing levels for the job.
• Decides the best approach for addressing issues that arise on the job.
• Effectively determines which issues need immediate attention.
• Makes decisions based on all relevant information.
• Decides what supplies need to be purchased.
• Decides how the supplies are to be allocated on the job site.
• Decides the best approach to perform jobs that have some level of risk.

• Maintains good working relationships with employees.
• Is aware of the unique strengths of each employee.
• Treats all staff equitably.
• Demonstrates empathy, respect, and openness to employees.
• Is respectful toward employees.
• Facilitates conversations where each person can be heard.
• Values the opinions of subordinates.
• Is sought after for advice in a variety of situations.
• Has a high degree of multi-cultural competence to supervise individuals of various cultural backgrounds.
• Works well with the team members.
• Maintains professional interactions with peers, customers, and employees.
• Encourages good working relationships between employees.
• Maintains the confidence and trust of employees.
• Effectively resolves internal employee and/or organizational conflicts through knowledge of management techniques.

• Encourages employees to take responsibility for mistakes.
• Provides clear expectations of outcomes during performance reviews.
• Holds employees accountable for work assignments.
• Makes sure employees are accomplishing important objectives.
• Oversees employees to make sure their work is performed up to standard.
• Makes sure employees are working toward goals set by the company.
• Is clear about the expectations that employees will be held accountable for.
• Ensures employees know what they need to complete during the shift.
• Fosters a culture of personal responsibility and accountability.
• Makes sure employees complete the work on time.
• Holds others accountable for completing tasks on time.
• Holds others accountable for their work and job performance.

• Uses disciplinary measures with the intent to guide and improve behavior, rather than to seek retribution.
• Is diligent about properly documenting disciplinary actions.
• Is fair and equitable in enforcement of work rules.
• Considers diverse perspectives during the disciplinary process.
• Emphasizes constructive discipline strategies, prioritizing the development and feedback of employees over punitive measures.
• Uses persuasion rather than threats of disciplinary action.
• Enforces workplace rules fairly.
• Willing to consider a spectrum of disciplinary measures, ranging from formal warnings to unpaid leave.
• Implements disciplinary policy in accordance with the union contract
• Intervenes immediately if disciplinary action is warranted.
• Maintains disciplinary policy and fair enforcement of work rules
• Is consistent in disciplinary/corrective actions.

• Is diligent about completing performance assessments on time.
• Provides timely and thorough performance evaluations of employees.
• Measures job performance fairly using established criteria.
• Conducts regular performance management sessions.
• Completes assessments in a timely manner.
• Uses metrics and benchmarks established by the department.
• Understands the importance of good performance management.
• Schedules follow up meetings if employee's performance is below average.
• Reviews performance against established measures.
• Maximizes the performance of employees.
• Performs thorough and timely employee performance appraisals.

• Provides constructive, ongoing feedback.
• Gives feedback that includes both a recognition of the employee's strengths and areas where the employee could do better.
• Provides detailed feedback to employees.
• Offers constructive feedback to facilitate performance improvement.
• Provides feedback referencing specific instances or examples of behaviors.
• Provides feedback that is aligned with performance expectations.
• Meets with employees at the end of the job to debrief them.
• Provides useful and constructive feedback to employees.
• Conducts regular progress meetings to ensure adherence to the schedule.
• Responds positively to innovative ideas and suggestions from subordinates.
• Gives employees feedback on a regular basis.

• Appropriately recognizes and rewards employees.
• Effectively uses rewards to help motivate employees.
• Offers non-monetary rewards as incentives for employees.
• Recognizes those who have exceeded expectations.
• Recognizes when employees have completed major milestones.
• Recognizes and rewards excellent employees.

• Resolves personnel problems quickly and effectively.
• Resolves disputes in a way that quickly reaches mutual agreement.
• Speaks to all employees involved to get a complete picture of the situation.
• Successfully mediates conflicts between employees.
• Spends time to actively listen to the grievance.
• Effective in resolving conflicts to mutual satisfaction of the parties.
• Successful in resolving personnel conflicts.

• Is able to manage emotions during difficult times.
• Maintains an even temper in stressful situations.
• Adopts a measured approach to resolving workplace issues, ensuring that actions are not taken hastily.
• Is a calming force during stressful periods.
• Able to remain calm in tense situations.
• Maintains a calm demeanor when addressing stressful issues in the workplace.
• Always remains calm and professional even in stressful situations.

• Promotes teamwork and cooperation within the department.
• Motivates and inspires high performance by team members.
• Facilitates team members working well together.
• Enhances teamwork through good supervision.
• Uses the team to its fullest capacity.
• Provides good supervision for the team.
• Encourages teamwork.
• Supports team members who are working on difficult projects.

• Others emulate this supervisor's enthusiasm for work.
• Exemplifies professionalism in the workplace.
• Leads others through their commitment to the department.
• Sets a good example for others to follow.
• Has a strong work ethic that inspires others.
• Shows consistency between what they say and do.

• Fosters a positive work environment in the department.
• Contributes to a productive work environment for the team.
• Demonstrates exemplary work performance that others should follow.