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HR-Survey > Competency Model

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

Coaching and Development

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

Communication

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

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.
• Sets the objectives to be completed for the shift.
• Decides what supplies need to be purchased.
• Decides the order that tasks need to be completed.
• Determines which team members are to be promoted to the next higher level.
• 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

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

Accountability

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

Disciplinary

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

Performance Management

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

Feedback

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

Rewards and Recognition

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

Conflict Resolution

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

Self-Control

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

Teamwork

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

Leads by Example

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

Exemplary

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

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

Coaching and Development

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

Communication

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

Decision Making

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

Interpersonal

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

Accountability

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

Disciplinary

• 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
• My department maintains a disciplinary policy and fair enforcement of work rules
• Supervisors in my department will intervene immediately if disciplinary action is warranted
• My supervisor considers diverse perspectives during the disciplinary process
• My supervisor is consistent in administering disciplinary/corrective actions
• My supervisor uses persuasion rather than threats of disciplinary action
• My supervisor implements disciplinary policy in accordance with the union contract
• 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
• In our department, supervisors enforce workplace rules fairly
• In our department, supervisors use disciplinary measures with the intent to guide and improve behavior, rather than to seek retribution

Performance Management

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

Feedback

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

Rewards and Recognition

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

Conflict Resolution

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

Self-Control

• 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
• I feel supervisors here are a calming force during stressful periods
• My manager adopts a measured approach to resolving workplace issues, ensuring that actions are not taken hastily
• Managers at the Company are able to control their emotions during difficult times
• Supervisors in our department remain calm in tense situations

Teamwork

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

Leads by Example

• Supervisor here have a high degree of enthusiasm for their work
• Managers set a good example for others to follow
• Supervisors in my department exemplify professionalism in the workplace
• I feel that managers here exemplify professionalism at work
• Supervisors lead others through their commitment to the department
• Managers show consistency between what they say and do
• 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 have a good relationship with my supervisor.
• I am treated fairly by My Supervisor.
• My immediate supervisor seeks out my ideas and opinions.
• My Supervisor trains subordinates to act independently in a variety of situations

My Supervisor Items

Communication

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

Gives Feedback

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

Interpersonal Skills

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

Supports Innovation and Iniative

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

Delegates

• My Supervisor motivates others to follow new processes
• My Supervisor establishes responsibility and accountability in their subordinates
• My Supervisor follows the company standard procedures for allocating assignments
• My Supervisor is effective in delegating assignments
• My Supervisor delegates tasks to employees according to their skills (skill level)
• My Supervisor assigns tasks appropriately
• My Supervisor assigns the right work to the right employees
• 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 tries to learn new things
• My Supervisor is open to suggestions
• My Supervisor capitalizes on opportunities to grow and develop
• My Supervisor supports my efforts to seek relevant job training
• My Supervisor views mistakes as opportunities to learn

Rewards and Recognition

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

Staffing and Hiring

• 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
• 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 a skilled negotiator
• My Supervisor is aware of the quality standards used
• My Supervisor is able to manage time effectively
• My Supervisor helps me to stay focused on the job
• My Supervisor uses information and technical resources to achieve objectives
• My Supervisor is comfortable using analytic techniques to solve problems
• 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 encourages employees to achieve their full potential
• My Supervisor identifies and maximizes opportunities for continuing education for employees
• My Supervisor provides direction and coaching to employees
• My Supervisor determines the training and development needs of employees and staff
• 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 demonstrates empathy, respect, and openness to employees

Flexibility

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

Accountability

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

Performance Management

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

Interpersonal

• My Supervisor has a high degree of multi-cultural competence to supervise individuals of various cultural backgrounds
• My Supervisor encourages good working relationships between employees
• My Supervisor is sought after for advice in a variety of situations
• My Supervisor maintains good working relationships with employees
• My Supervisor maintains the confidence and trust of employees
• 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 effectively resolves internal employee and/or organizational conflicts through knowledge of management techniques
• My Supervisor is respectful toward employees
• My Supervisor treats all staff equitably

Teamwork

• My Supervisor supports team members who are working on difficult projects
• My Supervisor enhances teamwork through good supervision
• My Supervisor uses the team to its fullest capacity
• 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
• My Supervisor promotes teamwork and cooperation within the department
• My Supervisor encourages teamwork

Conflict Resolution

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

Self-Control

• 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
• My Supervisor maintains self-control in stressful situations
• My Supervisor is able to maintain an even temper in stressful situations
• My Supervisor is able to remain calm in tense situations

Leads by Example

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

Self-Assessment Items

Delegation and Empowerment

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

Communication

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

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.
• 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 decide which team members are assigned to each job.
• I decide the order that tasks need to be completed.
• You determine appropriate staffing levels for the job.
• I decide what supplies need to be purchased.
• 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 are aware of the unique strengths of each employee.
• You treat all staff equitably.
• You maintain good working relationships with employees.
• I value the opinions of subordinates.
• 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 facilitate conversations where each person can be heard.
• I work well with the team members.
• You are respectful toward employees.
• I maintain professional interactions with peers, customers, and employees.
• You encourage good working relationships between employees.
• You effectively resolve internal employee and/or organizational conflicts through knowledge of management techniques.

Accountability

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

Disciplinary

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

Performance Management

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

Feedback

• You provide constructive, ongoing feedback.
• I provide feedback that is aligned with performance expectations.
• I give feedback that includes both a recognition of the employee's strengths and areas where the employee could do better.
• You offer constructive feedback to facilitate performance improvement.
• I meet with employees at the end of the job to debrief them.
• I provide detailed feedback to employees.
• I conduct regular progress meetings to ensure adherence to the schedule.
• You provide useful and constructive feedback to employees.
• I provide feedback referencing specific instances or examples of behaviors.
• 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 recognize when employees have completed major milestones.
• I recognize those who have exceeded expectations.
• I offer non-monetary rewards as incentives for employees.
• 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 am successful in resolving personnel conflicts.
• I am effective in resolving conflicts to mutual satisfaction of the parties.
• I spend time to actively listen to the grievance.
• 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.
• I always remain calm and professional even in stressful situations.
• You are able to manage emotions during difficult times.
• I adopt a measured approach to resolving workplace issues, ensuring that actions are not taken hastily.
• I am a calming force during stressful periods.
• 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.
• You facilitate team members working well together.
• I use the team to its fullest capacity.
• You motivate and inspires high performance by team members.
• I enhance teamwork through good supervision.
• I provide good supervision for the team.
• I support team members who are working on difficult projects.
• I encourage teamwork.

Leads by Example

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

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

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

Coaching and Development

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

Communication

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

Decision Making

• What factors determine the appropriate staffing levels for the job?
• 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?
• Explain how you would decide which team members are assigned to each 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 would you set the objectives to be completed for the shift?
• How do you decide what supplies need to be purchased?
• How do you decide what supplies are to be allocated on the job site?
• How do you ensure you make decisions based on all relevant information?

Interpersonal

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

Accountability

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

Disciplinary

• 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 you enforce workplace rules.
• 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.
• Would you intervene immediately if disciplinary action is warranted?
• How would you consider the diverse perspectives of individuals during the disciplinary process?
• How would you implement disciplinary policy in accordance with the union contract?
• Explain what steps you take to make sure you are consistent in disciplinary/corrective actions.
• Are you diligent about properly documenting disciplinary actions? Explain.
• Describe how and when you are willing to consider a spectrum of disciplinary measures, ranging from formal warnings to unpaid leave?
• Are you fair and equitable in enforcement of work rules? Explain.

Performance Management

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

Feedback

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

Rewards and Recognition

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

Conflict Resolution

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

Self-Control

• Explain how you maintain an even temper in stressful situations.
• Do you always remains calm and professional even in stressful situations?
• Would others describe you as a calming force during stressful periods?
• Explain how you are able to manage emotions during difficult times.
• Do you feel you are able to remain calm in tense situations? Give an example of when this happened.
• 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.

Teamwork

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

Leads by Example

• 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 have a strong work ethic that inspires others? Can you give examples?
• Do others emulate your enthusiasm for work?
• Do you set a good example for others to follow? Explain.

Exemplary

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

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