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500 Questionnaire Items Measuring Supervisory Skills

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

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

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

360-Degree Feedback Questionnaire Items

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



Delegation and Empowerment

• Delegates effectively.
• Delegates assignments to employees according to seniority.
• Allows employees to make their own decisions.
• Empowers employees to make their own decisions in the field.
• Follows the company standard procedures for allocating assignments.
• Assigns tasks appropriately.
• Is able to motivate others through persuasion rather than coercion.
• Empowers employees to perform the assigned tasks.
• Gives employees the ability to complete their tasks as they see fit.
• Oversees the work of a group of employees.
• 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.
• 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.
• Instructs employees on the proper way to perform tasks.
• Provides direction and coaching to employees.
• Provides training on equipment as needed.
• Coaches and mentors others to achieve higher performance levels.
• 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.
• Offers instructions and guidance to subordinates.
• Provides guidance and support to help employees achieve their goals.
• Seeks to provide effective training and development opportunities for employees.

Communication

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

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

Accountability

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

Disciplinary

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

Performance Management

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

Feedback

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

Rewards and Recognition

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

Conflict Resolution

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

Self-Control

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

Teamwork

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

Leads by Example

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

Exemplary

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

Employee Opinion Survey Items

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



Delegation and Empowerment

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

Coaching and Development

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

Communication

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

Decision Making

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

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

Accountability

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

Disciplinary

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

Performance Management

• Supervisors perform thorough and timely employee performance appraisals
• Supervisors complete assessments in a timely manner
• Supervisors review performance against established measures
• Supervisors conduct regular performance management sessions
• The manager is consistent in disciplinary/corrective actions
• Supervisors use metrics and benchmarks established by the department
• Supervisors provide timely and thorough performance evaluations of employees
• Supervisors in our department provide timely and thorough performance evaluations of employees
• In our department, supervisors maximize the performance of employees
• Supervisors in my department are diligent about completing performance assessments on time
• Managers in our department maximize the performance of employees
• Supervisors will schedule follow up meetings if employee's performance is below average
• Managers measure job performance fairly using established criteria
• 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
• In our department, supervisors give feedback that includes both a recognition of the employee's strengths and areas where the employee could do better
• Managers respond positively to innovative ideas and suggestions from subordinates
• Supervisors meet with employees at the end of the job to debrief them
• My manager responds positively to innovative ideas and suggestions from subordinates
• Managers provide feedback referencing specific instances or examples of behaviors
• Managers provide detailed feedback to employees
• Supervisors provide constructive and ongoing feedback
• My supervisor provides feedback that is aligned with performance expectations
• Supervisors provide useful and constructive feedback to employees
• Managers conduct regular progress meetings to ensure adherence to the schedule
• Supervisors give employees feedback on a regular basis
• At the company, supervisors offer constructive feedback to facilitate performance improvement
• Managers regularly complete performance assessments in a timely manner
• I receive constructive feedback from My Supervisor

Rewards and Recognition

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

Conflict Resolution

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

Self-Control

• Managers at the Company are able to control their emotions during difficult times
• 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
• 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
• Supervisors in our department remain calm in tense situations

Teamwork

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

Leads by Example

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

My Supervisor

• I am treated fairly by My Supervisor.
• I have a good relationship with my supervisor.
• My Supervisor communicates the actions necessary for me to take to achieve organizational objectives
• 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 asks employees for their ideas and opinions
• My Supervisor listens to me
• My Supervisor fosters an environment that supports open communication
• My Supervisor facilitates open communication between employees
• My Supervisor communicates effectively with employees
• My supervisor understands me
• My Supervisor helps me to understand how I am doing
• My Supervisor is willing to listen to my ideas
• My Supervisor keeps me informed about important issues
• My immediate supervisor is available to me when I have questions or need help.

Gives Feedback

• My Supervisor completes performance assessments in a timely manner
• My Supervisor provides constructive and ongoing feedback
• My Supervisor provides detailed feedback to employees
• My Supervisor gives employees feedback on a regular basis
• My Supervisor conducts regular progress meetings to ensure adherence to the schedule
• My Supervisor provides useful and constructive feedback to employees
• My Supervisor responds positively to innovative ideas and suggestions from subordinates
• 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 Supervisor has excellent interpersonal skills
• The relationship between me and my direct supervisor is excellent.
• My Supervisor demonstrates a high level of professionalism and integrity
• My Supervisor is effective in dealing with pressure and remaining calm under adverse conditions
• My Supervisor treats others with fairness
• My Supervisor is fair and honest
• My immediate supervisor is effective in building and maintaining working relationships with his/her team.

Supports Innovation and Iniative

• My Supervisor encourages me to take initiative in my job
• My Supervisor supports me in developing new products
• 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 assigns tasks appropriately
• My Supervisor follows the company standard procedures for allocating assignments
• My Supervisor assigns the right work to the right employees
• My Supervisor delegates tasks to employees according to their skills (skill level)
• My Supervisor is effective in delegating assignments
• My Supervisor involves me in important decisions
• My immediate supervisor delegates work effectively.
• My immediate supervisor is effective in involving his/her employees in solving the problems we face as a unit.

Development

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

Staffing and Hiring

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

Achieves Objectives

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

Mentors

• My Supervisor has helped in my career development
• My Supervisor encourages employees to achieve their full potential
• My Supervisor seeks to provide effective training and development opportunities for employees
• My Supervisor seeks to enhance the performance of employees under their supervision
• My Supervisor demonstrates empathy, respect, and openness to employees
• My Supervisor provides direction and coaching to employees
• My Supervisor coaches and mentors others to achieve higher performance levels
• My Supervisor determines the training and development needs of employees and staff
• My Supervisor identifies and maximizes opportunities for continuing education for 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 holds employees accountable for work assignments
• My Supervisor provides clear expectations of outcomes during performance reviews
• My Supervisor holds staff accountable for their work and job performance
• My Supervisor holds staff accountable for completing tasks on time

Performance Management

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

Interpersonal

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

Teamwork

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

Conflict Resolution

• My Supervisor effectively resolves employee problems and labor issues
• My Supervisor resolves personnel problems quickly and effectively
• 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

Self-Control

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

Leads by Example

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

Self-Assessment Items

Delegation and Empowerment

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

Communication

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

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 decide which team members are assigned to each job.
• You set the objectives to be completed for the shift.
• You determine appropriate staffing levels for the job.
• I decide the order that tasks need to be completed.
• I determine which team members are to be promoted to the next higher level.
• I decide what supplies need to be purchased.
• I decide how the supplies are to be allocated on the job site.
• I determine when the job is satisfactorily completed.
• You decide the best approach to perform jobs that have some level of risk.

Interpersonal

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

Disciplinary

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

Performance Management

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

Feedback

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

Conflict Resolution

• You resolve personnel problems quickly and effectively.
• I spend time to actively listen to the grievance.
• I am successful in resolving personnel conflicts.
• I successfully mediate conflicts between employees.
• I resolve disputes in a way that quickly reaches mutual agreement.
• 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.

Self-Control

• You maintain an even temper in stressful situations.
• I am a calming force during stressful periods.
• 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 are able to manage emotions during difficult times.
• I am able to remain calm in tense situations.
• I always remain calm and professional even in stressful situations.

Teamwork

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

Leads by Example

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

Exemplary

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

Job Application

Delegation and Empowerment

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

Coaching and Development

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

Communication

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

Decision Making

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

Interpersonal

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

Accountability

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

Disciplinary

• Are you diligent about properly documenting disciplinary actions? Explain.
• How do you maintain disciplinary policy and fair enforcement of work rules?
• Explain how you would use persuasion rather than threats of disciplinary action.
• 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?
• How would you consider the diverse perspectives of individuals during the disciplinary process?
• Explain what steps you take to make sure you are consistent in disciplinary/corrective actions.
• How would you emphasize constructive discipline strategies, prioritizing the development and feedback of employees over punitive measures?
• Are you fair and equitable in enforcement of work rules? Explain.
• 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 implement disciplinary policy in accordance with the union contract?

Performance Management

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

Feedback

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

Rewards and Recognition

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

Conflict Resolution

• Have you been successful in resolving personnel conflicts? 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?
• Have you successfully mediated conflicts between employees? Explain.
• Do you resolve disputes in a way that quickly reaches mutual agreement?
• Are you effective in resolving conflicts to mutual satisfaction of the parties?
• 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?
• Do you feel you are able to remain calm in tense situations? Give an example of when this happened.
• Would others describe you as a calming force during stressful periods?
• How do you take a measured approach to resolving workplace issues, ensuring that actions are not taken hastily?
• Explain how you are able to manage emotions during difficult times.
• Describe how you would maintain a calm demeanor when addressing stressful issues in the workplace.

Teamwork

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

Leads by Example

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

Exemplary

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

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