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

Coaching and Development

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

Communication

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

Decision Making

• Makes decisions based on all relevant information.
• Decides the best approach for addressing issues that arise on the job.
• Effectively determines which issues need immediate attention.
• Decides what supplies need to be purchased.
• Determines which team members are to be promoted to the next higher level.
• 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.
• 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.
• Is aware of the unique strengths of each employee.
• Treats all staff equitably.
• Works well with the team members.
• Has a high degree of multi-cultural competence to supervise individuals of various cultural backgrounds.
• Is respectful toward employees.
• Maintains professional interactions with peers, customers, and employees.
• Maintains the confidence and trust of employees.
• Encourages good working relationships between employees.
• Is sought after for advice in a variety of situations.
• Facilitates conversations where each person can be heard.
• Values the opinions of subordinates.
• Demonstrates empathy, respect, and openness to employees.
• 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.
• Makes sure employees are accomplishing important objectives.
• Makes sure employees are working toward goals set by the company.
• Encourages employees to take responsibility for mistakes.
• Oversees employees to make sure their work is performed up to standard.
• Is clear about the expectations that employees will be held accountable for.
• Fosters a culture of personal responsibility and accountability.
• Provides clear expectations of outcomes during performance reviews.
• Makes sure employees complete the work on time.
• Holds employees accountable for work assignments.
• 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.
• Willing to consider a spectrum of disciplinary measures, ranging from formal warnings to unpaid leave.
• Maintains disciplinary policy and fair enforcement of work rules
• Uses persuasion rather than threats of disciplinary action.
• Implements disciplinary policy in accordance with the union contract
• Intervenes immediately if disciplinary action is warranted.
• Uses disciplinary measures with the intent to guide and improve behavior, rather than to seek retribution.
• Is diligent about properly documenting disciplinary actions.
• Enforces workplace rules fairly.
• Emphasizes constructive discipline strategies, prioritizing the development and feedback of employees over punitive measures.
• Considers diverse perspectives during the disciplinary process.
• Is consistent in disciplinary/corrective actions.

Performance Management

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

Feedback

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

Rewards and Recognition

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

Conflict Resolution

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

Self-Control

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

Teamwork

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

Leads by Example

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

Exemplary

• Contributes to a productive work environment for the team.
• Demonstrates exemplary work performance that others should follow.
• 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.
• My supervisor is effective in delegating assignments
• Employees are allowed to make their own decisions
• Our department follows the company standard procedures for allocating assignments
• Employees are empowered to make their own decisions in the field
• Employees are given the ability to complete their tasks as they see fit
• Supervisors delegate work effectively
• My supervisor motivates others through persuasion rather than coercion
• Managers follow the company standard procedures for allocating assignments
• Tasks are regularly assigned based on seniority
• Managers are effective in delegating assignments
• Tasks are delegated to employees according to their skills (skill level)
• Assignments are delegated to employees according to seniority
• Tasks are assigned to the right employees based on their skill level
• Tasks are assigned fairly
• Employees have the autonomy to perform the assigned tasks
• Supervisors are able to motivate others through persuasion rather than coercion
• My co-workers are able to work without excessive supervision and guidance

Coaching and Development

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

Communication

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

Decision Making

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

Interpersonal

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

Accountability

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

Disciplinary

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

Performance Management

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

Feedback

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

Rewards and Recognition

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

Conflict Resolution

• My manager speaks to all employees involved to get a complete picture of the situation
• My supervisor spends time to actively listen to the grievance
• I feel supervisors are successful in resolving personnel conflicts
• Supervisors resolve disputes in a way that quickly reaches mutual agreement
• 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

Self-Control

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

Teamwork

• Supervisors motivate and inspire high performance by team members
• Supervisors promote teamwork and cooperation within the department
• 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
• Managers facilitate team members working well together
• Managers in our department encourage teamwork
• I feel supervisors in our department enhance teamwork through good supervision

Leads by Example

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

My Supervisor

• My Supervisor communicates the actions necessary for me to take to achieve organizational objectives
• I am treated fairly by My Supervisor.
• I have a good relationship with 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 fosters an environment that supports open communication
• My Supervisor listens to me
• My Supervisor communicates effectively with employees
• My Supervisor facilitates open communication between employees
• My Supervisor asks employees for their ideas and opinions
• My Supervisor keeps me informed about important issues
• My supervisor understands me
• 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.

Gives Feedback

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

Interpersonal Skills

• My immediate supervisor sets a good example.
• 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 effective in dealing with pressure and remaining calm under adverse conditions
• My Supervisor is fair and honest
• My Supervisor has excellent interpersonal skills
• My Supervisor demonstrates a high level of professionalism and integrity
• My Supervisor treats others with fairness

Supports Innovation and Initiative

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

Delegates

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

Development

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

Rewards and Recognition

• 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 offers non-monetary rewards as incentives for employees
• My Supervisor appropriately recognizes and rewards employees

Staffing and Hiring

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

Achieves Objectives

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

Mentors

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

Flexibility

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

Accountability

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

Performance Management

• 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 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 is not afraid to take disciplinary action when needed

Interpersonal

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

Teamwork

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

Conflict Resolution

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

Self-Control

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

Leads by Example

• 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 shows consistency between what they say and do
• My Supervisor exemplifies professionalism in the workplace
• My Supervisor has a strong work ethic that inspires others

Self-Assessment Items

Delegation and Empowerment

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

Coaching and Development

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

Communication

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

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 the order that tasks need to be completed.
• I decide what supplies need to be purchased.
• 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.
• You determine appropriate staffing levels for the job.
• I determine when the job is satisfactorily completed.
• I decide how the supplies are to be allocated on the job site.
• You decide the best approach to perform jobs that have some level of risk.

Interpersonal

• You maintain good working relationships with employees.
• You treat all staff equitably.
• You are aware of the unique strengths of each employee.
• You encourage good working relationships between employees.
• I facilitate conversations where each person can be heard.
• I demonstrate empathy, respect, and openness to employees.
• I maintain professional interactions with peers, customers, and employees.
• I work well with the team members.
• You are respectful toward employees.
• I have a high degree of multi-cultural competence to supervise individuals of various cultural backgrounds.
• I am sought after for advice in a variety of situations.
• I maintain the confidence and trust of employees.
• I value the opinions of subordinates.
• 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 am clear about the expectations that employees will be held accountable for.
• I foster a culture of personal responsibility and accountability.
• I hold employees accountable for work assignments.
• You encourage employees to take responsibility for their mistakes.
• I make sure employees complete the work on time.
• I make sure employees are working toward goals set by the company.
• I provide clear expectations of outcomes during performance reviews.
• I make sure employees are accomplishing important objectives.
• You ensure employees know what they need to complete during the shift.
• You hold others accountable for completing tasks on time.
• You hold others accountable for your work and job performance.

Disciplinary

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

Performance Management

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

Feedback

• You provide constructive, ongoing feedback.
• I provide feedback that is aligned with performance expectations.
• You provide useful and constructive feedback to employees.
• I give feedback that includes both a recognition of the employee's strengths and areas where the employee could do better.
• I meet with employees at the end of the job to debrief them.
• You offer constructive feedback to facilitate performance improvement.
• I provide feedback referencing specific instances or examples of behaviors.
• I conduct regular progress meetings to ensure adherence to the schedule.
• I provide detailed feedback to employees.
• 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 offer non-monetary rewards as incentives for employees.
• I recognize those who have exceeded expectations.
• I recognize when employees have completed major milestones.
• I am effective in using rewards to help motivate employees.
• You recognize and reward excellent employees.

Conflict Resolution

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

Self-Control

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

Teamwork

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

Leads by Example

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

Exemplary

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

Job Application

Delegation and Empowerment

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

Coaching and Development

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

Communication

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

Decision Making

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

Interpersonal

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

Accountability

• Do you hold others accountable for completing tasks on time?
• 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 encourage employees to take responsibility for mistakes?
• Describe how you are clear about the expectations that employees will be held accountable for.
• Explain how you ensure employees know what they need to complete during the shift.
• 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?
• Describe how you would make sure that employees are working toward goals set by the company.
• Explain how you would oversee employees to make sure their work is performed up to standard.
• How do you make sure employees complete the work on time?

Disciplinary

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

Performance Management

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

Feedback

• Have you responded positively to innovative ideas and suggestions from subordinates? Explain.
• Explain how you would provides useful and constructive feedback to employees.
• How do you provide feedback that is aligned with performance expectations?
• Do you meet with employees at the end of the job to debrief them?
• Describe how you would provide feedback. Reference specific instances or examples.
• Describe how and when you conduct regular progress meetings to ensure adherence to the schedule.
• Explain how you would offer constructive feedback to facilitate performance improvement.
• Have you provided detailed feedback to employees? Explain.
• 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.
• Describe how you provide constructive, ongoing feedback.

Rewards and Recognition

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

Conflict Resolution

• How would you resolve personnel problems quickly and effectively?
• Have you successfully mediated conflicts between employees? Explain.
• Have you been successful in resolving personnel conflicts? Explain.
• Describe how you would spend time to actively listen to the grievance.
• 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?
• Do you resolve disputes in a way that quickly reaches mutual agreement?

Self-Control

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

Teamwork

• How do you support team members who are working on difficult projects?
• How do you encourage teamwork?
• 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.
• Describe how you would facilitate team members working well together.
• Explain how you would enhance teamwork through good supervision.
• What motivates and inspires high performance by team members?

Leads by Example

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

Exemplary

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

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