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

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

Coaching and Development

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

Communication

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

Decision Making

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

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

Accountability

• Makes sure employees complete the work on time.
• Provides clear expectations of outcomes during performance reviews.
• Encourages employees to take responsibility for mistakes.
• Is clear about the expectations that employees will be held accountable for.
• Makes sure employees are working toward goals set by the company.
• Oversees employees to make sure their work is performed up to standard.
• Holds employees accountable for work assignments.
• 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.
• Holds others accountable for completing tasks on time.
• Holds others accountable for their work and job performance.

Disciplinary

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

Performance Management

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

Feedback

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

Rewards and Recognition

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

Conflict Resolution

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

Self-Control

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

Teamwork

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

Leads by Example

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

Exemplary

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

Employee Opinion Survey Items

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

Delegation and Empowerment

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

Coaching and Development

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

Communication

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

Decision Making

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

Interpersonal

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

Accountability

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

Disciplinary

• My supervisor uses persuasion rather than threats of disciplinary action
• Supervisor in the department are willing to consider a spectrum of disciplinary measures, ranging from formal warnings to unpaid leave
• My supervisor is fair and equitable in enforcement of work rules
• My supervisor considers diverse perspectives during the disciplinary process
• My supervisor implements disciplinary policy in accordance with the union contract
• In our department, supervisors enforce workplace rules fairly
• 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
• Supervisors are diligent about properly documenting disciplinary actions
• My department maintains a disciplinary policy and fair enforcement of work rules
• My supervisor is consistent in administering disciplinary/corrective actions

Performance Management

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

Feedback

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

Rewards and Recognition

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

Conflict Resolution

• I feel supervisors are successful in resolving personnel conflicts
• 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
• My supervisor spends time to actively listen to the grievance
• Supervisors resolve disputes in a way that quickly reaches mutual agreement
• Supervisors in my department successfully mediate conflicts between employees
• Managers resolve personnel problems quickly and effectively

Self-Control

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

Teamwork

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

Leads by Example

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

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 Supervisor trains subordinates to act independently in a variety of situations
• My immediate supervisor seeks out my ideas and opinions.

My Supervisor Items

Communication

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

Gives Feedback

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

Interpersonal Skills

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

Supports Innovation and Iniative

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

Delegates

• My Supervisor motivates others to follow new processes
• My Supervisor establishes responsibility and accountability in their subordinates
• My Supervisor delegates tasks to employees according to their skills (skill level)
• My Supervisor assigns tasks appropriately
• My Supervisor follows the company standard procedures for allocating assignments
• My Supervisor is effective in delegating assignments
• My Supervisor assigns the right work to the right employees
• 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.
• My immediate supervisor delegates work effectively.

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 views mistakes as opportunities to learn
• My Supervisor capitalizes on opportunities to grow and develop

Rewards and Recognition

• My Supervisor recognizes those who have exceeded expectations
• My Supervisor effectively uses rewards to help motivate employees
• My Supervisor recognizes when employees have completed major milestones
• My Supervisor appropriately recognizes and rewards employees
• My Supervisor offers non-monetary rewards as incentives for 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 determining staffing needs
• 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 is a skilled negotiator
• My Supervisor understands the geo-political business environment
• My Supervisor is able to manage time effectively
• My Supervisor is aware of the quality standards used
• My Supervisor continually seeks new and innovative ways of doing things
• My Supervisor is comfortable using analytic techniques to solve problems
• My Supervisor uses information and technical resources to achieve objectives
• My Supervisor helps me to stay focused on the job

Mentors

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

Flexibility

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

Accountability

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

Performance Management

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

Interpersonal

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

Teamwork

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

Conflict Resolution

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

Self-Control

• 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 maintains a calm demeanor when addressing stressful issues in the workplace
• My Supervisor is able to remain calm in tense situations

Leads by Example

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

Self-Assessment Items

Delegation and Empowerment

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

Coaching and Development

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

Communication

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

Decision Making

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

Accountability

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

Disciplinary

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

Performance Management

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

Feedback

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

Conflict Resolution

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

Self-Control

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

Teamwork

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

Leads by Example

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

Exemplary

• You foster a positive work environment in the department.
• I contribute to a productive work environment for the team.
• 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.
• How are you able to motivate others through persuasion rather than coercion?
• Have you delegated assignments to employees according to seniority?
• Explain how you empower employees to make their own decisions in the field.
• 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.
• Do you follow the company standard procedures for allocating assignments?
• Do you empower employees to perform the assigned tasks?
• Do you delegate tasks to employees according to their skills (skill level)?
• How do you assign the right work to the right employees?
• How do you delegate assignments?

Coaching and Development

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

Communication

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

Decision Making

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

Interpersonal

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

Accountability

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

Disciplinary

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

Performance Management

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

Feedback

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

Rewards and Recognition

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

Conflict Resolution

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

Self-Control

• Describe how you would maintain a calm demeanor when addressing stressful issues in the workplace.
• Would others describe you as a calming force during stressful periods?
• Explain how you maintain an even temper in stressful situations.
• How do you take a measured approach to resolving workplace issues, ensuring that actions are not taken hastily?
• Do you always remains calm and professional even in stressful situations?
• 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.

Teamwork

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

Leads by Example

• Give examples of how you are able to show consistency between what you say and do?
• Do others emulate your enthusiasm for work?
• 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?
• What exemplifies professionalism in the workplace?
• Do you set a good example for others to follow? Explain.

Exemplary

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

© Copyright 2024, HR-Survey, LLC

Legal Notice

Web: www.hr-survey.com

Site Map

Email: info@hr-survey.com