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500 Questionnaire Items Measuring Supervisory Skills

Supervision is a multifaceted process that involves several key components to ensure effective oversight and development of employees. The main components of supervisory skills include:

• Delegation Assigning tasks or authority to others in a way that leverages their strengths and fosters accountability.
• Empowering Providing employees the autonomy and authority necessary to carry out their tasks.
• Coaching and Development Guide employees towards better performance by providing instruction, encouragement, support and constructive criticism to help individuals improve their performance and achieve their goals.
• Communication Ensuring clear, consistent, and open channels of communication for decision-making and daily interactions.
• Decision Making Deciding who, what, when, where people, supplies and tasks are to be allocated or used.
• Rewards and Recognition Recognizing and rewarding employees for their hard work and achievements is crucial. This can be in the form of bonuses, promotions, or even verbal recognition, which can motivate and reinforce desired behaviors.
• Feedback Regular performance feedback is essential for growth and improvement. It should be specific, timely, and relevant, allowing employees to understand what they are doing well and where they need to improve.
• Performance Management Setting goals, monitoring progress, and evaluating outcomes. A continuous process that involves monitoring and reviewing an employee's work objectives and contribution to the department/organization.
• Self-Control Supervisors must also exhibit self-control, managing their own emotions and actions, setting a good example for others, and maintaining a professional demeanor.

Supervisors are an important link between the employees (staff) and management, ensuring that the work of the team/department supports company objectives and employee development. Good supervisors foster a productive, efficient, and harmonious work environment.

360-Degree Feedback Questionnaire Items

The Supervisory Skills competency in a 360-Degree Feedback assessment includes items measuring the ability to hold employees accountable, delegate work/tasks, coach others, provide feedback, reward, recognize, and manage performance.



Delegation and Empowerment

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

Coaching and Development

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

Communication

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

Decision Making

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

Interpersonal

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

Accountability

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

Disciplinary

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

Performance Management

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

Feedback

• Provides constructive, ongoing feedback.
• Provides feedback that is aligned with performance expectations.
• Gives feedback that includes both a recognition of the employee's strengths and areas where the employee could do better.
• Offers constructive feedback to facilitate performance improvement.
• Provides feedback referencing specific instances or examples of behaviors.
• Meets with employees at the end of the job to debrief them.
• Provides detailed feedback to employees.
• 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.

Rewards and Recognition

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

Conflict Resolution

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

Self-Control

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

Teamwork

• 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.
• Supports team members who are working on difficult projects.
• Encourages teamwork.
• Provides good supervision for the team.

Leads by Example

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

Exemplary

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

Employee Opinion Survey Items

Supervisory skills are invaluable assets to any organization, driving performance, fostering collaboration, and ensuring that the department/team efforts are aligned with the organization's vision and goals.



Delegation and Empowerment

• I do not feel micro-managed.
• Employees have the autonomy to perform the assigned tasks
• Managers follow the company standard procedures for allocating assignments
• Employees are empowered to make their own decisions in the field
• Tasks are assigned fairly
• Assignments are delegated to employees according to seniority
• My supervisor motivates others through persuasion rather than coercion
• Supervisors are able to motivate others through persuasion rather than coercion
• Supervisors delegate work effectively
• Tasks are regularly assigned based on seniority
• Employees are allowed to make their own decisions
• Our department follows the company standard procedures for allocating assignments
• Tasks are assigned to the right employees based on their skill level
• My supervisor is effective in delegating assignments
• Managers are effective in delegating assignments
• Employees are given the ability to complete their tasks as they see fit
• Tasks are delegated to employees according to their skills (skill level)
• My co-workers are able to work without excessive supervision and guidance

Coaching and Development

• I receive adequate supervision
• My supervisor provides direction and coaching to employees
• Supervisors provide direction and coaching to employees
• Supervisors seek to enhance the performance of employees under their supervision
• Supervisors offer instructions and guidance to subordinates
• Managers coach and mentor others to achieve higher performance levels
• Managers encourage employees to achieve their full potential
• I receive the training on equipment as needed
• Supervisors coach subordinates in how to make good decisions
• Supervisors demonstrate empathy, respect, and openness to employees
• Managers seek to provide effective training and development opportunities for their employees
• Supervisors determine the training and development needs of employees and staff
• Supervisors determine the training and development needs of employees and staff
• Supervisors instructs employees on the proper (or safest) way to perform tasks
• My supervisor provides guidance and support to help employees achieve their goals
• Managers identify and maximize opportunities for continuing education for employees

Communication

• I am given clear instructions and objectives.
• Supervisors ask employees for their input in decisions that may directly affect the team
• My manager is clear when assigning tasks to be completed
• I feel supervisors facilitate open communication between employees
• Supervisors in my department communicate effectively with employees
• I am informed of what tasks need to be completed on each shift
• Supervisors communicate equally well with all employees
• Managers ask employees for their ideas and opinions
• Supervisors communicate the goals and expectations for the team
• Leaders here communicate effectively with employees
• Supervisors set clear expectations for acceptable performance
• My supervisor asks me for my ideas and opinions
• My supervisor listens to the concerns of employees
• Managers convey instructions, directives and guidelines to the employees
• My supervisor communicates effectively to avoid issues, conflicts and errors on the job
• My supervisor listens to others
• Our department facilitates open communication between employees
• My supervisor knows the best ways to communicate effectively with different types of employees
• Managers are open to listening to others
• Supervisors communicate on a daily basis with the team at the start of each shift
• In my department, supervisors foster an environment that supports open communication

Decision Making

• My supervisor is fair in determining which team members are to be promoted to the next higher level
• Supervisors are effective in deciding how the supplies are to be allocated on the job site
• My supervisor decides what supplies need to be purchased
• Supervisors determine when the job is satisfactorily completed
• Supervisors make decisions based on all relevant information
• Supervisors decide the best approach for addressing issues that arise on the job
• Supervisors effectively determine which issues need immediate attention
• I feel my supervisor decides the best approach to perform jobs that have some level of risk
• Managers set the objectives to be completed for the shift
• The team lead is effective in deciding which team members are assigned to each job
• Supervisors are effective in deciding the order that tasks need to be completed
• Supervisors determine appropriate staffing levels for the job

Interpersonal

• Supervisors maintain professional interactions with peers, customers, and employees
• Supervisors in our department are respectful toward employees
• Supervisors value the opinions of subordinates
• At our company, managers treats all staff equitably
• Supervisors are aware of the unique strengths of each employee
• My supervisor works well with the team members
• My manager is respectful toward employees
• Managers facilitate conversations where each person can be heard
• Managers have a high degree of multi-cultural competence to supervise individuals of various cultural backgrounds
• In our department, supervisors encourage good working relationships between employees
• Supervisors maintain good working relationships with employees
• I feel supervisors demonstrate empathy, respect, and openness to employees
• Managers are sought after for advice in a variety of situations
• In our department, supervisors have the confidence and trust of employees
• In our company, managers effectively resolve internal employee and/or organizational conflicts through knowledge of management techniques

Accountability

• Employees are held accountable for assignments
• Managers in our department make sure employees are accomplishing important objectives
• My manager oversees employees to make sure their work is performed up to standard
• Staff are accountable for their work and job performance
• My supervisor makes sure employees complete the work on time
• Managers provide clear expectations of outcomes during performance reviews
• Employees are held accountable for completing work assignments on time
• Supervisors make sure employees are working toward goals set by the company
• My supervisor fosters a culture of personal responsibility and accountability
• Supervisors ensure employees know what they need to complete during the shift
• Supervisors encourage employees to take responsibility for mistakes
• Supervisors in our department set clear expectations about what employees will be held accountable for

Disciplinary

• Supervisor in the department are willing to consider a spectrum of disciplinary measures, ranging from formal warnings to unpaid leave
• Supervisors in my department will intervene immediately if disciplinary action is warranted
• Supervisors are diligent about properly documenting disciplinary actions
• In our department, supervisors use disciplinary measures with the intent to guide and improve behavior, rather than to seek retribution
• In our department, supervisors enforce workplace rules fairly
• My supervisor uses persuasion rather than threats of disciplinary action
• Supervisors emphasize constructive discipline strategies, prioritizing the development and feedback of employees over punitive measures
• My supervisor considers diverse perspectives during the disciplinary process
• My supervisor implements disciplinary policy in accordance with the union contract
• My supervisor is consistent in administering disciplinary/corrective actions
• My supervisor is fair and equitable in enforcement of work rules
• My department maintains a disciplinary policy and fair enforcement of work rules

Performance Management

• Supervisors complete assessments in a timely manner
• Supervisors in our department provide timely and thorough performance evaluations of employees
• Supervisors in my department are diligent about completing performance assessments on time
• In our department, supervisors maximize the performance of employees
• Supervisors use metrics and benchmarks established by the department
• Supervisors perform thorough and timely employee performance appraisals
• The manager is consistent in disciplinary/corrective actions
• Managers in our department maximize the performance of employees
• Managers measure job performance fairly using established criteria
• Supervisors will schedule follow up meetings if employee's performance is below average
• Supervisors understand the importance of good performance management
• Supervisors provide timely and thorough performance evaluations of employees
• Supervisors conduct regular performance management sessions
• Supervisors review performance against established measures

Feedback

• I receive feedback quickly if my performance is below expectations
• I trust the feedback I receive from My Supervisor
• My supervisor provides feedback that is aligned with performance expectations
• In our department, supervisors give feedback that includes both a recognition of the employee's strengths and areas where the employee could do better
• Supervisors provide useful and constructive feedback to employees
• Managers regularly complete performance assessments in a timely manner
• Supervisors meet with employees at the end of the job to debrief them
• Managers respond positively to innovative ideas and suggestions from subordinates
• Managers provide detailed feedback to employees
• At the company, supervisors offer constructive feedback to facilitate performance improvement
• My manager responds positively to innovative ideas and suggestions from subordinates
• Managers conduct regular progress meetings to ensure adherence to the schedule
• Supervisors provide constructive and ongoing feedback
• Supervisors give employees feedback on a regular basis
• Managers provide feedback referencing specific instances or examples of behaviors
• I receive constructive feedback from My Supervisor

Rewards and Recognition

• Supervisors recognize when employees have completed major milestones
• Supervisors in our department offer non-monetary rewards as incentives for employees
• Supervisors appropriately recognize and reward employees
• Managers recognize those who have exceeded expectations
• Managers recognize and reward excellent employees
• Managers effectively use rewards to help motivate employees

Conflict Resolution

• Managers resolve personnel problems quickly and effectively
• Supervisors in my department successfully mediate conflicts between employees
• I feel supervisors are effective in resolving conflicts to mutual satisfaction of the parties
• I feel supervisors are successful in resolving personnel conflicts
• My supervisor spends time to actively listen to the grievance
• My manager speaks to all employees involved to get a complete picture of the situation
• Supervisors resolve disputes in a way that quickly reaches mutual agreement

Self-Control

• Supervisors in our department remain calm in tense situations
• Managers at the Company are able to control their emotions during difficult times
• Managers maintain an even temper in stressful situations
• My supervisor always remains calm and professional even in stressful situations
• I feel supervisors here are a calming force during stressful periods
• My manager adopts a measured approach to resolving workplace issues, ensuring that actions are not taken hastily
• Supervisors maintain a calm demeanor when addressing stressful issues in the workplace

Teamwork

• Managers in our department encourage teamwork
• Managers facilitate team members working well together
• Supervisors motivate and inspire high performance by team members
• Supervisors promote teamwork and cooperation within the department
• I feel supervisors in our department enhance teamwork through good supervision
• Supervisors support team members who are working on difficult projects
• Supervisors provides good supervision for the team
• Team leaders use the team to its fullest capacity

Leads by Example

• Managers show consistency between what they say and do
• Managers have a strong work ethic that inspires others
• Supervisors lead others through their commitment to the department
• I feel that managers here exemplify professionalism at work
• Supervisors in my department exemplify professionalism in the workplace
• Supervisor here have a high degree of enthusiasm for their work
• Managers set a good example for others to follow

My Supervisor

• I have a good relationship with my supervisor.
• My Supervisor communicates the actions necessary for me to take to achieve organizational objectives
• I am treated fairly by My Supervisor.
• My immediate supervisor seeks out my ideas and opinions.
• My Supervisor trains subordinates to act independently in a variety of situations

My Supervisor Items

Communication

• My supervisor is approachable and easy to talk with
• My Supervisor asks employees for their ideas and opinions
• My Supervisor facilitates open communication between employees
• My Supervisor communicates effectively with employees
• My Supervisor fosters an environment that supports open communication
• My Supervisor listens to me
• My Supervisor keeps me informed about important issues
• My Supervisor helps me to understand how I am doing
• My Supervisor is willing to listen to my ideas
• My immediate supervisor is available to me when I have questions or need help.
• My supervisor understands me

Gives Feedback

• My Supervisor provides useful and constructive feedback to employees
• My Supervisor provides detailed feedback to employees
• My Supervisor gives employees feedback on a regular basis
• My Supervisor provides constructive and ongoing feedback
• My Supervisor conducts regular progress meetings to ensure adherence to the schedule
• My Supervisor completes performance assessments in a timely manner
• My Supervisor responds positively to innovative ideas and suggestions from subordinates
• My Supervisor is honest and fair in my performance review
• My Supervisor praises me for a job well done
• My Supervisor gives me constructive feedback

Interpersonal Skills

• My immediate supervisor sets a good example.
• My Supervisor has excellent interpersonal skills
• My Supervisor demonstrates a high level of professionalism and integrity
• My Supervisor treats others with fairness
• My Supervisor is effective in dealing with pressure and remaining calm under adverse conditions
• My immediate supervisor is effective in building and maintaining working relationships with his/her team.
• The relationship between me and my direct supervisor is excellent.
• My Supervisor is fair and honest

Supports Innovation and Initiative

• My Supervisor supports me in developing new products
• My Supervisor encourages me to take initiative in my job
• My Supervisor encourages innovative ideas

Delegates

• My Supervisor establishes responsibility and accountability in their subordinates
• My Supervisor motivates others to follow new processes
• My Supervisor delegates tasks to employees according to their skills (skill level)
• My Supervisor assigns the right work to the right employees
• My Supervisor assigns tasks appropriately
• My Supervisor is effective in delegating assignments
• My Supervisor follows the company standard procedures for allocating assignments
• My immediate supervisor delegates work effectively.
• My immediate supervisor is effective in involving his/her employees in solving the problems we face as a unit.
• My Supervisor involves me in important decisions

Development

• My Supervisor is open to suggestions
• My Supervisor tries to learn new things
• My Supervisor capitalizes on opportunities to grow and develop
• My Supervisor supports my efforts to seek relevant job training
• My Supervisor views mistakes as opportunities to learn

Rewards and Recognition

• My Supervisor offers non-monetary rewards as incentives for employees
• My Supervisor effectively uses rewards to help motivate employees
• My Supervisor recognizes and rewards excellent employees
• My Supervisor recognizes those who have exceeded expectations
• My Supervisor recognizes when employees have completed major milestones
• My Supervisor appropriately recognizes and rewards employees

Staffing and Hiring

• My Supervisor can assess the unique talents and training of their employees
• My Supervisor is good at determining staffing needs
• My Supervisor is effective in maximizing the potential of employees
• My Supervisor is good at building a staff of creative and innovative individuals

Achieves Objectives

• My Supervisor has high technical skills
• My Supervisor is aware of the quality standards used
• My Supervisor helps me to stay focused on the job
• My Supervisor continually seeks new and innovative ways of doing things
• My Supervisor is a skilled negotiator
• My Supervisor is able to manage time effectively
• My Supervisor understands the geo-political business environment
• My Supervisor is comfortable using analytic techniques to solve problems
• My Supervisor uses information and technical resources to achieve objectives

Mentors

• My Supervisor has helped in my career development
• My Supervisor identifies and maximizes opportunities for continuing education for employees
• My Supervisor demonstrates empathy, respect, and openness to employees
• My Supervisor determines the training and development needs of employees and staff
• My Supervisor coaches and mentors others to achieve higher performance levels
• My Supervisor encourages employees to achieve their full potential
• My Supervisor seeks to enhance the performance of employees under their supervision
• My Supervisor seeks to provide effective training and development opportunities for employees
• My Supervisor provides direction and coaching to employees

Flexibility

• My Supervisor has a positive attitude when new changes are implemented
• My Supervisor remains calm during organizational changes

Accountability

• My Supervisor holds employees accountable for work assignments
• My Supervisor provides clear expectations of outcomes during performance reviews
• My Supervisor holds staff accountable for completing tasks on time
• My Supervisor is consistent in disciplinary/corrective actions
• My Supervisor holds staff accountable for their work and job performance

Performance Management

• My Supervisor maximizes the performance of employees
• My Supervisor performs thorough and timely employee performance appraisals
• My Supervisor provides timely and thorough performance evaluations of employees
• My Supervisor conducts regular performance management sessions
• My Supervisor understands the importance of good performance management
• My Supervisor schedules follow up meetings if employee's performance is below average
• My Supervisor is not afraid to take disciplinary action when needed

Interpersonal

• My Supervisor maintains good working relationships with employees
• My Supervisor is aware of the unique strengths of each employee
• My Supervisor maintains the confidence and trust of employees
• My Supervisor is respectful toward employees
• My Supervisor encourages good working relationships between employees
• My Supervisor facilitates conversations where each person can be heard
• My Supervisor values the opinions of subordinates
• My Supervisor effectively resolves internal employee and/or organizational conflicts through knowledge of management techniques
• My Supervisor is sought after for advice in a variety of situations
• My Supervisor has a high degree of multi-cultural competence to supervise individuals of various cultural backgrounds
• My Supervisor treats all staff equitably

Teamwork

• My Supervisor supports team members who are working on difficult projects
• My Supervisor motivates and inspires high performance by team members
• My Supervisor encourages teamwork
• My Supervisor provides good supervision for the team
• My Supervisor enhances teamwork through good supervision
• My Supervisor promotes teamwork and cooperation within the department
• My Supervisor facilitates team members working well together
• My Supervisor uses the team to its fullest capacity

Conflict Resolution

• My Supervisor effectively resolves employee problems and labor issues
• My Supervisor is effective in resolving conflicts to mutual satisfaction of the parties
• My Supervisor resolves disputes in a way that quickly reaches mutual agreement
• My Supervisor resolves personnel problems quickly and effectively
• My Supervisor is successful in resolving personnel conflicts

Self-Control

• My Supervisor is a calming force during stressful periods
• My Supervisor maintains a calm demeanor when addressing stressful issues in the workplace
• My Supervisor is able to remain calm in tense situations
• My Supervisor maintains self-control in stressful situations
• My Supervisor is able to manage emotions during difficult times
• My Supervisor is able to maintain an even temper in stressful situations

Leads by Example

• My Supervisor shows consistency between what they say and do
• My Supervisor has a strong work ethic that inspires others
• Others emulate my supervisor's enthusiasm for work
• My Supervisor leads others through their commitment to the department
• My Supervisor sets a good example for others to follow
• My Supervisor exemplifies professionalism in the workplace

Self-Assessment Items

Delegation and Empowerment

• You delegate effectively.
• I empower employees to perform the assigned tasks.
• I oversee the work of a group of employees.
• I delegate assignments to employees according to seniority.
• I assign tasks appropriately.
• You are able to motivate others through persuasion rather than coercion.
• I empower employees to make their own decisions in the field.
• You give employees the ability to complete their tasks as they see fit.
• I follow the company standard procedures for allocating assignments.
• I allow employees to make their own decisions.
• You assign the right work to the right employees.
• You delegate tasks to employees according to their skills (skill level).
• You are effective in delegating assignments.

Coaching and Development

• You encourage employees to achieve your full potential.
• I offer instructions and guidance to subordinates.
• I coach and mentor others to achieve higher performance levels.
• I provide guidance and support to help employees achieve their goals.
• You determine the training and development needs of employees and staff.
• I provide training on equipment as needed.
• You provide direction and coaching to employees.
• I coach subordinates in how to make good decisions.
• I seek to enhance the performance of employees under my supervision.
• You identify and maximize opportunities for continuing education for employees.
• I instruct employees on the proper way to perform tasks.
• I instruct employees on the safest way to perform tasks.
• I introduce targeted training and development initiatives to address and elevate subpar performance.
• You seek to provide effective training and development opportunities for employees.

Communication

• I inform employees of what tasks need to be completed on each shift.
• I listen to the concerns of employees.
• You facilitate open communication between employees.
• I communicate effectively with employees.
• I listen to others.
• I convey instructions, directives and guidelines to the employees.
• You foster an environment that supports open communication.
• I communicate the goals and expectations for the team.
• I ask employees for their input in decisions that directly affects the team.
• You communicate on a daily basis with the team at the start of each shift.
• You communicate effectively to avoid issues, conflicts and errors on the job.
• I communicate equally well with all employees.
• You set clear expectations for acceptable performance.
• I know the best ways to communicate effectively with different types of employees.
• I am clear when assigning tasks to be completed.
• I ask employees for their ideas and opinions.

Decision Making

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

Interpersonal

• You maintain good working relationships with employees.
• You are aware of the unique strengths of each employee.
• You treat all staff equitably.
• I facilitate conversations where each person can be heard.
• I maintain the confidence and trust of employees.
• I work well with the team members.
• I have a high degree of multi-cultural competence to supervise individuals of various cultural backgrounds.
• I demonstrate empathy, respect, and openness to employees.
• You encourage good working relationships between employees.
• I maintain professional interactions with peers, customers, and employees.
• I value the opinions of subordinates.
• You are respectful toward employees.
• I am sought after for advice in a variety of situations.
• You effectively resolve internal employee and/or organizational conflicts through knowledge of management techniques.

Accountability

• I oversee employees to make sure their work is performed up to standard.
• I foster a culture of personal responsibility and accountability.
• I make sure employees are working toward goals set by the company.
• You encourage employees to take responsibility for their mistakes.
• I make sure employees are accomplishing important objectives.
• You ensure employees know what they need to complete during the shift.
• I hold employees accountable for work assignments.
• I am clear about the expectations that employees will be held accountable for.
• I make sure employees complete the work on time.
• I provide clear expectations of outcomes during performance reviews.
• You hold others accountable for completing tasks on time.
• You hold others accountable for your work and job performance.

Disciplinary

• You use persuasion rather than threats of disciplinary action.
• I am fair and equitable in enforcement of work rules.
• I am diligent about properly documenting disciplinary actions.
• I emphasize constructive discipline strategies, prioritizing the development and feedback of employees over punitive measures.
• I maintain disciplinary policies and fair enforcement of work rules
• I implement disciplinary policy in accordance with the union contract
• I use disciplinary measures with the intent to guide and improve behavior, rather than to seek retribution.
• I am willing to consider a spectrum of disciplinary measures, ranging from formal warnings to unpaid leave.
• You enforce workplace rules fairly.
• You intervene immediately if disciplinary action is warranted.
• I consider diverse perspectives during the disciplinary process.
• You are consistent in disciplinary/corrective actions.

Performance Management

• You review performance against established measures.
• You complete assessments in a timely manner.
• I conduct regular performance management sessions.
• I measure job performance fairly using established criteria.
• You provide timely and thorough performance evaluations of employees.
• I schedule follow up meetings if employee's performance is below average.
• I use metrics and benchmarks established by the department.
• I am diligent about completing performance assessments on time.
• I understand the importance of good performance management.
• You maximize the performance of employees.
• You perform thorough and timely employee performance appraisals.

Feedback

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

Rewards and Recognition

• You appropriately recognize and reward employees.
• I am effective in using rewards to help motivate employees.
• I recognize when employees have completed major milestones.
• I recognize those who have exceeded expectations.
• I offer non-monetary rewards as incentives for employees.
• You recognize and reward excellent employees.

Conflict Resolution

• You resolve personnel problems quickly and effectively.
• I resolve disputes in a way that quickly reaches mutual agreement.
• I speak to all employees involved to get a complete picture of the situation.
• I am effective in resolving conflicts to mutual satisfaction of the parties.
• I am successful in resolving personnel conflicts.
• I successfully mediate conflicts between employees.
• I spend time to actively listen to the grievance.

Self-Control

• I always remain calm and professional even in stressful situations.
• You maintain an even temper in stressful situations.
• I maintain a calm demeanor when addressing stressful issues in the workplace.
• I am a calming force during stressful periods.
• I adopt a measured approach to resolving workplace issues, ensuring that actions are not taken hastily.
• I am able to remain calm in tense situations.
• You are able to manage emotions during difficult times.

Teamwork

• You promote teamwork and cooperation within the department.
• You facilitate team members working well together.
• I use the team to its fullest capacity.
• I enhance teamwork through good supervision.
• You motivate and inspires high performance by team members.
• I encourage teamwork.
• I provide good supervision for the team.
• I support team members who are working on difficult projects.

Leads by Example

• I show consistency between what I say and do.
• I lead others through my commitment to the department.
• I set a good example for others to follow.
• I have a strong work ethic that inspires others.
• I exemplify professionalism in the workplace.
• Others emulate my enthusiasm for work.

Exemplary

• I contribute to a productive work environment for the team.
• You demonstrate exemplary work performance that others should follow.
• You foster a positive work environment in the department.

Job Application

Delegation and Empowerment

• Do you empower employees to perform the assigned tasks?
• Have you delegated assignments to employees according to seniority?
• Explain how you empower employees to make their own decisions in the field.
• Describe how and when you allow employees to make their own decisions.
• How do you assign the right work to the right employees?
• How are you able to motivate others through persuasion rather than coercion?
• Explain how you give employees the ability to complete their tasks as they see fit.
• How do you assign tasks appropriately?
• Describe how you oversee the work of a group of employees.
• Do you follow the company standard procedures for allocating assignments?
• How do you delegate assignments?
• Do you delegate tasks to employees according to their skills (skill level)?

Coaching and Development

• How do you determine the training and development needs of employees and staff?
• Describe how you would instruct employees on the safest way to perform tasks.
• Explain how you would encourage employees to achieve their full potential.
• How do you identify and maximize opportunities for continuing education for employees?
• Describe how you would seek to enhance the performance of employees under your supervision.
• Explain how you coach and mentor others to achieve higher performance levels.
• Have you provided direction and coaching to employees?
• Did you offer instructions and guidance to subordinates?
• Describe how you would coach subordinates on how to make good decisions.
• How would you introduce targeted training and development initiatives to address and elevate subpar performance?
• Do you feel you have been able to provide effective training and development opportunities for employees? Explain.
• Are you able to provide training on equipment as needed?
• Explain how you provide guidance and support to help employees achieve their goals.
• How would you instruct employees on the proper way to perform tasks?

Communication

• Do you feel you communicate effectively with employees?
• Describe how you would foster an environment that supports open communication.
• Do you communicate equally well with all employees? Explain.
• Do you always listen to others?
• What steps do you take to make sure you are clear when assigning tasks to be completed?
• Do you ask employees for their input in decisions that may directly affect the team?
• Explain how you listen to the concerns of employees.
• Did you inform employees of what tasks needed to be completed on each shift?
• Describe how you would communicate the goals and expectations for the team.
• Do you communicate on a daily basis with the team at the start of each shift?
• Describe the best ways to communicate effectively with different types of employees?
• How do you set clear expectations for acceptable performance?
• How do you ask employees for their ideas and opinions?
• How would you convey instructions, directives and guidelines to the employees?
• How do you facilitate open communication between employees?
• Explain how you communicate effectively to avoid issues, conflicts and errors on the job.

Decision Making

• What is the best approach to perform jobs that have some level of risk?
• Describe how you would determine which team members are to be promoted to the next higher level?
• How do you know when a job is satisfactorily completed?
• Explain how you would decide which team members are assigned to each job.
• How do you decide what supplies need to be purchased?
• Explain how you decide the best approach for addressing issues that arise on the job.
• How do you decide what supplies are to be allocated on the job site?
• How do you effectively determine which issues need immediate attention?
• How do you ensure you make decisions based on all relevant information?
• How would you set the objectives to be completed for the shift?
• What factors determine the appropriate staffing levels for the job?
• How do you decide the order that tasks need to be completed?

Interpersonal

• Explain how you would facilitate conversations where each person can be heard?
• How would you encourage good working relationships between employees?
• What do you do to maintain the confidence and trust of employees?
• Have you maintained good working relationships with employees? Explain.
• How do you maintain professional interactions with peers, customers, and employees?
• Have you worked well with your team members? Explain.
• Do you value the opinions of subordinates? Explain.
• Explain how you treat all staff equitably?
• Do others seek you for advice in a variety of situations? Give examples.
• Describe how you ensure that you are respectful toward employees.
• Describe how you would resolve internal employee and/or organizational conflicts through knowledge of management techniques.
• How do you demonstrate empathy, respect, and openness to employees?
• How do you become aware of the unique strengths of each employee?
• Do you have a high degree of multi-cultural competence to supervise individuals of various cultural backgrounds? Explain.

Accountability

• Do you hold others accountable for completing tasks on time?
• Describe how you are clear about the expectations that employees will be held accountable for.
• Describe how you would make sure that employees are working toward goals set by the company.
• Describe how you would hold employees accountable for work assignments.
• Give examples of how you hold others accountable for their work and job performance.
• How do you foster a culture of personal responsibility and accountability?
• How would you provide clear expectations of outcomes during performance reviews?
• How do you make sure employees are accomplishing important objectives?
• How do you make sure employees complete the work on time?
• Explain how you ensure employees know what they need to complete during the shift.
• How do you encourage employees to take responsibility for mistakes?
• Explain how you would oversee employees to make sure their work is performed up to standard.

Disciplinary

• How would you consider the diverse perspectives of individuals during the disciplinary process?
• Describe how and when you are willing to consider a spectrum of disciplinary measures, ranging from formal warnings to unpaid leave?
• Explain how you would use persuasion rather than threats of disciplinary action.
• Describe how you enforce workplace rules.
• Describe how you would use disciplinary measures with the intent to guide and improve behavior, rather than to seek retribution.
• Are you fair and equitable in enforcement of work rules? Explain.
• How would you emphasize constructive discipline strategies, prioritizing the development and feedback of employees over punitive measures?
• Explain what steps you take to make sure you are consistent in disciplinary/corrective actions.
• Are you diligent about properly documenting disciplinary actions? Explain.
• How do you maintain disciplinary policy and fair enforcement of work rules?
• How would you implement disciplinary policy in accordance with the union contract?
• Would you intervene immediately if disciplinary action is warranted?

Performance Management

• How do you maximize the performance of employees?
• Have you completed performance assessments in a timely manner?
• Describe how you perform thorough and timely employee performance appraisals.
• Explain how you would measure job performance fairly using established criteria.
• Do you provide timely and thorough performance evaluations of employees?
• Are you diligent about completing performance assessments on time?
• Have you had to schedule follow up meetings if employee's performance was below average? Explain.
• What is the importance of good performance management?
• Do you conduct regular performance management sessions?
• Do you review performance against established measures?
• What metrics and benchmarks were established by the department?

Feedback

• Have you responded positively to innovative ideas and suggestions from subordinates? Explain.
• Describe how you would provide feedback. Reference specific instances or examples.
• Do you give feedback that includes both a recognition of the employee's strengths and areas where the employee could do better?
• Do you give employees feedback on a regular basis? Elaborate.
• Do you meet with employees at the end of the job to debrief them?
• Describe how and when you conduct regular progress meetings to ensure adherence to the schedule.
• Describe how you provide constructive, ongoing feedback.
• Explain how you would offer constructive feedback to facilitate performance improvement.
• How do you provide feedback that is aligned with performance expectations?
• Explain how you would provides useful and constructive feedback to employees.
• Have you provided detailed feedback to employees? Explain.

Rewards and Recognition

• Describe how you would recognize when employees have completed major milestones.
• Have you offered non-monetary rewards as incentives for employees?
• Do you recognize and reward excellent employees? If so, how and when?
• How and when do you recognize and reward employees?
• Explain how you would recognize those who have exceeded expectations.
• Have you effectively used rewards to help motivate employees?

Conflict Resolution

• Describe how you would spend time to actively listen to the grievance.
• Have you been successful in resolving personnel conflicts? Explain.
• Do you resolve disputes in a way that quickly reaches mutual agreement?
• Are you effective in resolving conflicts to mutual satisfaction of the parties?
• How do you get a complete picture of the situation? Who do you talk to?
• Have you successfully mediated conflicts between employees? Explain.
• How would you resolve personnel problems quickly and effectively?

Self-Control

• Describe how you would maintain a calm demeanor when addressing stressful issues in the workplace.
• Do you always remains calm and professional even in stressful situations?
• Explain how you maintain an even temper in stressful situations.
• Do you feel you are able to remain calm in tense situations? Give an example of when this happened.
• Would others describe you as a calming force during stressful periods?
• How do you take a measured approach to resolving workplace issues, ensuring that actions are not taken hastily?
• Explain how you are able to manage emotions during difficult times.

Teamwork

• Explain how you would enhance teamwork through good supervision.
• How do you provides good supervision for the team?
• What promotes teamwork and cooperation within the department?
• Explain how you use the team to its fullest capacity.
• How do you encourage teamwork?
• What motivates and inspires high performance by team members?
• Describe how you would facilitate team members working well together.
• How do you support team members who are working on difficult projects?

Leads by Example

• Do you have a strong work ethic that inspires others? Can you give examples?
• Give examples of how you are able to show consistency between what you say and do?
• What exemplifies professionalism in the workplace?
• Do you set a good example for others to follow? Explain.
• Do others emulate your enthusiasm for work?
• How do you lead others through your commitment to the department?

Exemplary

• How do you contribute to a productive work environment for the team?
• How do you demonstrate exemplary work performance that others should follow?
• Do you foster a positive work environment in the department?

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