Assessing Supervision Competencies - 2012 Short Version

As a supervisor or lead, you use many skills to guide your workforce in reaching its goals. Along with specialized knowledge, these skills form clusters called "competencies".

This assessment describes nine competency categories and many important supervisor or lead behaviors in each one. Please read each question. Then rate your level of ability in each behavior. PLEASE RATE EVERY BEHAVIOR LISTED FOR ALL OF THE NINE COMPETENCY AREAS.

You will receive a personal debriefing of your assessment by Learning and Career Services staff. Your reponses may also suggest additonal training, education and coaching that could benefit you as you seek to perform your job more effectively.

Please contact Mark Strunin, Director of Learning and Career Services at x 4133 with any questions.

Thanks
Name: 


  1. What is your ability level in each of these techniques used to provide direction to employees ? Please rate all of these behaviors.

            1 2 3 4 5 6 7      
      Give clear directions on how the work is to be completed, including expected results and the required time frame Very limited  Very great  
      Assigns the right person to do the work, basing the assignment on the complexity of the work and the ability of the employee  Very limited  Very great  
      Use written or recorded documentation to track progress on the work Very limited  Very great  
      When assigning work, provides a clear and motivating reason WHY this work needs to be done and often explains the link between the work and L.A. Care's overall mission Very limited  Very great  


  1. What is your ability level in each of these techniques used to motivate employees ? Please rate all of these behaviors.

            1 2 3 4 5 6 7      
      Verbally acknowledge and thank employee for achieving performance results and/or meeting customer expectations Very limited Very great  
      Use an approach to recognition and rewards that is consistent and fair Very limited Very great  
      Knows when to recognize groups and when to recognize individuals Very limited Very great  
      Show your personal pride in employee achievements Very limited Very great  
      Offer frequent coaching to energize and motivate individuals and/or groups Very limited Very great  
      Interviews employees to find out what types of recognition or rewards are most meaningful to the employee Very limited Very great  
      Tailors rewards and recognition to individuals as much as possible Very limited Very great  


  1. What is your ability level in each of these techniques to use technology to accomplish work goals? Please rate all of these behaviors.

            1 2 3 4 5 6 7      
      You are well skilled in the core technology tools used in the work Very limited Very great  
      You recognize deficiencies in the technical knowledge of your employees Very limited Very great  
      You provide effective coaching on technical issues to resolve immediate problems Very limited Very great  
      You know of and refer employees who need technical training to company resources Very limited Very great  
      You recognize when and how to apply advanced technology to improve business processes Very limited Very great  
      You plan training for employees to upgrade technical skills Very limited Very great  


  1. What is your ability level in each of these techniques used to delegate assignments ? Please rate all of these behaviors.

            1 2 3 4 5 6 7      
      Recognizes when tasks can be left to employees to do without additional instruction Very limited Very great  
      Typically allows employees to work on own, rarely providing oversight Very limited Very great  
      Analyzes the work to know which tasks may be performed with no direct oversight  Very limited Very great  
      Selects employees capable of independent work and defines level of autonomy and decision making for them  Very limited Very great  
      Uses delegated authority as a tool to build employee skills  Very limited Very great  
      Acts more as a resource than an overseer Very limited Very great  
      Uses recordkeeping as a tool to track progress on delegated tasks Very limited Very great  


  1. What is your ability level in each of these techniques used to develop the knowledge, skils and abilities of your employees ? Please rate all of these behaviors.

            1 2 3 4 5 6 7      
      Recognizes the behavior patterns that may show a gap between an employee's ability and expected performance results Very limited Very great  
      Offers guidance to achieve an immediate solution to an issue Very limited Very great  
      Designs and starts a plan to close the knowledge or skill gap of underperforming employees Very limited Very great  
      Uses written tools to document changes in performance Very limited Very great  
      As new projects arise, anticipates the need for further training Very limited Very great  
      Holds regular INDIVIDUAL feedback sessions on performance and/or training needs Very limited Very great  
      Designs development activities for ALL levels of employees, not just underperforming staff  Very limited Very great  
      Looks for cross training opportunities and stretch assignments for capable staff Very limited Very great  
      Shares responsibility for setting up regular feedback session with employees Very limited Very great  


  1. What is your ability level in each of these techniques used for written communication ? Please rate all of these behaviors.

            1 2 3 4 5 6 7      
      Writes memos and reports with correct grammar, spelling and word choice  Very limited Very great  
      Writes with a direct, clear business style, following suggested company guidelines and norms Very limited Very great  
      Easily adjusts writing to different audiences or different purposes, e.g. wriiting reports vs. proposals Very limited Very great  
      Uses graphics effectively to convey complex or technical information Very limited Very great  
      Writes persuasively - uses effective complex communication to analyze, inform and often advocate for positions or ideas Very limited Very great  


  1. What is your ability level in each of these techniques used in oral or spoken communication? Please rate all of these behaviors.

            1 2 3 4 5 6 7      
      Speaks in a clear, understandable voice Very limited Very great  
      Adjusts tone and word choice to listeners, making eye contact if culturally correct Very limited Very great  
      Speaks in a logical order and flow of ideas  Very limited Very great  
      Skillful in making group presentations that are well organized, easy to follow and make good use of time Very limited Very great  
      Uses graphics, data and other aids to convey meaning Very limited Very great  
      Skilled at summarizing, asking clarifying questions and checking for listener understanding Very limited Very great  
      Switches back and forth easily between informal discussion and formal presentation Very limited Very great  
      Facilitates conversation, encouraging discussion and exchange of views Very limited Very great  


  1. What is your ability level in each of these techniques used to manage disagreements and conflicts? Please rate all of these behaviors.

            1 2 3 4 5 6 7      
      Brings issues into the open with tact Verey limited Very great  
      Encourages an exchange of views and offers solutions Verey limited Very great  
      Offers to help enforce any agreements  Verey limited Very great  
      Offers to actively mediate a dispute, ensuring respectful treatment of all parties Verey limited Very great  
      Sets a deadline for reaching agreement Verey limited Very great  
      Recognizes when using a third party will speed up resolution of the conflict Verey limited Very great  
      Encourages frequent exchanges of views to anticipate areas of conflict Verey limited Very great  
      Insists on and models respectful behavior among staff Verey limited Very great  


  1. What is your ability level in each of these techniques used to manage employee performance ? Please rate all of these behaviors.

            1 2 3 4 5 6 7      
      States clear goals for quantity, quality and timeliness Very limited Very great  
      Uses data and observation to track progress Very limited Very great  
      Provides adequate resources to accomplish the work Very limited Very great  
      Addresses problems of productivity and/or work habits on a just-in-time basis Very limited Very great  
      Observes performance patterns to identify improvement opportunities  Very limited Very great  
      Learns and applies a systematic problem analysis approach to find the root cause of an issue Very limited Very great  
      Takes corrective action regarding underperforming employees according to company guidelines  Very limited Very great  
      Uses best practices when giving or getting feedback Very limited Very great  
      Creates a safe climate for candid discussion, eliminating fear of reprisal Very limited Very great  
      Understands the role of trust in creating effective performance Very limited Very great  


  1. Please suggest areas for training, coaching and development that will make you a more effective supervisor.





Mark Strunin