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

Coaching and Development

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

Communication

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

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.
• 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.
• Sets the objectives to be completed for the shift.
• Decides the order that tasks need to be completed.
• Determines when the job is satisfactorily completed.
• Decides how the supplies are to be allocated on the job site.
• Decides the best approach to perform jobs that have some level of risk.

Interpersonal

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

Accountability

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

Disciplinary

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

Performance Management

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

Feedback

• Provides constructive, ongoing feedback.
• Offers constructive feedback to facilitate performance improvement.
• 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.
• Meets with employees at the end of the job to debrief them.
• Provides feedback referencing specific instances or examples of behaviors.
• Provides useful and constructive feedback to employees.
• Provides detailed feedback to employees.
• Conducts regular progress meetings to ensure adherence to the schedule.
• Gives employees feedback on a regular basis.
• Responds positively to innovative ideas and suggestions from subordinates.

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.
• Spends time to actively listen to the grievance.
• Successful in resolving personnel conflicts.
• 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.
• Effective in resolving conflicts to mutual satisfaction of the parties.

Self-Control

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

Teamwork

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

Leads by Example

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

Exemplary

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

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

Coaching and Development

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

Communication

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

Decision Making

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

Interpersonal

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

Accountability

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

Disciplinary

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

Performance Management

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

Feedback

• I trust the feedback I receive from My Supervisor
• I receive feedback quickly if my performance is below expectations
• Managers conduct regular progress meetings to ensure adherence to the schedule
• Managers provide detailed feedback to employees
• Supervisors provide useful and constructive feedback to employees
• My manager responds positively to innovative ideas and suggestions from subordinates
• Managers regularly complete performance assessments in a timely manner
• Managers respond positively to innovative ideas and suggestions from subordinates
• Supervisors give employees feedback on a regular basis
• 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
• My supervisor provides feedback that is aligned with performance expectations
• At the company, supervisors offer constructive feedback to facilitate performance improvement
• Supervisors meet with employees at the end of the job to debrief them
• I receive constructive feedback from My Supervisor

Rewards and Recognition

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

Conflict Resolution

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

Self-Control

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

Teamwork

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

Leads by Example

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

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 communicates effectively with employees
• My Supervisor facilitates open communication between employees
• My Supervisor listens to me
• My Supervisor fosters an environment that supports open communication
• My Supervisor asks employees for their ideas and opinions
• 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
• My Supervisor helps me to understand how I am doing
• My Supervisor keeps me informed about important issues

Gives Feedback

• My Supervisor provides detailed feedback to employees
• 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 provides useful and constructive feedback to employees
• My Supervisor conducts regular progress meetings to ensure adherence to the schedule
• My Supervisor completes performance assessments in a timely manner
• 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 Supervisor is fair and honest
• My Supervisor has excellent interpersonal skills
• 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.
• My Supervisor demonstrates a high level of professionalism and integrity
• The relationship between me and my direct supervisor is excellent.

Supports Innovation and Iniative

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

Delegates

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

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

Staffing and Hiring

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

Achieves Objectives

• My Supervisor has high technical skills
• My Supervisor helps me to stay focused on the job
• My Supervisor understands the geo-political business environment
• My Supervisor uses information and technical resources to achieve objectives
• 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 is able to manage time effectively
• My Supervisor is a skilled negotiator

Mentors

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

Flexibility

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

Accountability

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

Performance Management

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

Interpersonal

• My Supervisor treats all staff equitably
• My Supervisor is sought after for advice in a variety of situations
• My Supervisor facilitates conversations where each person can be heard
• My Supervisor values the opinions of subordinates
• My Supervisor is aware of the unique strengths of each employee
• My Supervisor is respectful toward 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 good working relationships with employees
• My Supervisor maintains the confidence and trust of employees
• My Supervisor effectively resolves internal employee and/or organizational conflicts through knowledge of management techniques

Teamwork

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

Conflict Resolution

• My Supervisor effectively resolves employee problems and labor issues
• My Supervisor resolves disputes in a way that quickly reaches mutual agreement
• My Supervisor is successful in resolving personnel conflicts
• 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 self-control in stressful situations
• My Supervisor is able to remain calm in tense situations
• My Supervisor maintains a calm demeanor when addressing stressful issues in the workplace
• 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 sets a good example for others to follow
• My Supervisor exemplifies professionalism in the workplace
• My Supervisor leads others through their commitment to the department
• My Supervisor shows consistency between what they say and do
• My Supervisor has a strong work ethic that inspires others

Self-Assessment Items

Delegation and Empowerment

• You delegate effectively.
• 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 assign tasks appropriately.
• I allow employees to make their own decisions.
• You give employees the ability to complete their tasks as they see fit.
• I delegate assignments to employees according to seniority.
• I oversee the work of a group of employees.
• You are able to motivate others through persuasion rather than coercion.
• 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 provide guidance and support to help employees achieve their goals.
• You provide direction and coaching to employees.
• I provide training on equipment as needed.
• You determine the training and development needs of employees and staff.
• I coach and mentor others to achieve higher performance levels.
• I offer instructions and guidance to subordinates.
• I seek to enhance the performance of employees under my supervision.
• I instruct employees on the safest way to perform tasks.
• I introduce targeted training and development initiatives to address and elevate subpar performance.
• You identify and maximize opportunities for continuing education for employees.
• I instruct employees on the proper way to perform tasks.
• I coach subordinates in how to make good decisions.
• You seek to provide effective training and development opportunities for employees.

Communication

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

Decision Making

• You make decisions based on all relevant information.
• You decide the best approach for addressing issues that arise on the job.
• You effectively determines which issues need immediate attention.
• I decide what supplies need to be purchased.
• I decide the order that tasks need to be completed.
• 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 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 are aware of the unique strengths of each employee.
• You maintain good working relationships with employees.
• You treat all staff equitably.
• I facilitate conversations where each person can be heard.
• I have a high degree of multi-cultural competence to supervise individuals of various cultural backgrounds.
• I demonstrate empathy, respect, and openness to employees.
• I maintain the confidence and trust of employees.
• I am sought after for advice in a variety of situations.
• I value the opinions of subordinates.
• You encourage good working relationships between employees.
• I maintain professional interactions with peers, customers, and employees.
• You are respectful toward employees.
• I work well with the team members.
• You effectively resolve internal employee and/or organizational conflicts through knowledge of management techniques.

Accountability

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

Disciplinary

• I maintain disciplinary policies and fair enforcement of work rules
• I am fair and equitable in enforcement of work rules.
• 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.
• I implement disciplinary policy in accordance with the union contract
• I emphasize constructive discipline strategies, prioritizing the development and feedback of employees over punitive measures.
• I am diligent about properly documenting disciplinary actions.
• You intervene immediately if disciplinary action is warranted.
• I consider diverse perspectives during the disciplinary process.
• You use persuasion rather than threats of disciplinary action.
• You are consistent in disciplinary/corrective actions.

Performance Management

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

Feedback

• You provide constructive, ongoing feedback.
• 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 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.
• I provide feedback that is aligned with performance expectations.
• You offer constructive feedback to facilitate performance improvement.
• You respond positively to innovative ideas and suggestions from subordinates.
• You give employees feedback on a regular basis.

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 am effective in using rewards to help motivate employees.
• I recognize when employees have completed major milestones.
• You recognize and reward excellent employees.

Conflict Resolution

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

Self-Control

• You maintain an even temper in stressful situations.
• You are able to manage emotions during difficult times.
• I always remain calm and professional even in stressful situations.
• 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 maintain a calm demeanor when addressing stressful issues in the workplace.
• I am able to remain calm in tense situations.

Teamwork

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

Leads by Example

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

Exemplary

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

Job Application

Delegation and Empowerment

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

Coaching and Development

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

Communication

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

Decision Making

• How do you decide what supplies need to be purchased?
• 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?
• How do you effectively determine which issues need immediate attention?
• What is the best approach to perform jobs that have some level of risk?
• What factors determine the appropriate staffing levels for the job?
• 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 do you ensure you make decisions based on all relevant information?
• How do you decide what supplies are to be allocated on the job site?
• 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.

Interpersonal

• 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.
• Describe how you ensure that you are respectful toward employees.
• Have you maintained good working relationships with employees? Explain.
• How do you demonstrate empathy, respect, and openness to employees?
• Do others seek you for advice in a variety of situations? Give examples.
• What do you do to maintain the confidence and trust of employees?
• Explain how you treat all staff equitably?
• 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?
• Explain how you would facilitate conversations where each person can be heard?
• Do you value the opinions of subordinates? Explain.
• Describe how you would resolve internal employee and/or organizational conflicts through knowledge of management techniques.

Accountability

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

Disciplinary

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

Performance Management

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

Feedback

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

Rewards and Recognition

• How and when do you recognize and reward employees?
• 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?
• Have you offered non-monetary rewards as incentives for employees?
• Have you effectively used rewards to help motivate employees?

Conflict Resolution

• Have you been successful in resolving personnel conflicts? Explain.
• Describe how you would spend time to actively listen to the grievance.
• 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?
• Have you successfully mediated conflicts between employees? Explain.
• How would you resolve personnel problems quickly and effectively?
• Are you effective in resolving conflicts to mutual satisfaction of the parties?

Self-Control

• Do you always remains calm and professional even in stressful situations?
• 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?
• 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.
• 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.

Teamwork

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

Leads by Example

• What exemplifies professionalism in the workplace?
• Do you have a strong work ethic that inspires others? Can you give examples?
• How do you lead others through your commitment to the department?
• 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 others emulate your enthusiasm for work?

Exemplary

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

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