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Measure Supervisors' Competencies

March 27, 2003
Related Topics: Workforce Planning, Featured Article, HR & Business Administration

If you are involved in developing a list of competencies for thesupervisors in your organization, this sample questionnaire may help. A formsuch as this could be distributed to your managers/supervisors.

    The training department is currently conducting several studies to identifythe competencies required for success as a supervisor in our company. Allsupervisors and their managers are being asked to submit their thoughts.

    Please complete this questionnaire indicating what you believe to be therequirements for a successful supervisor at our company. When all of thequestionnaires are returned, the information from them will be combined into aprofile of supervisor competency requirements. A copy will be sent to you, andthe results will be used to identify training needs, create asupervisor-training course, and establish requirements for the selection of newsupervisors.

    It is not necessary to identify yourself. However, it will be of assistanceto know whether you are currently a supervisor or manager.

    On the lines below, write what you believe to be the primary function orpurpose of a supervisor at our company. Write it in one sentence, beginning withthe word "to."


    What percent of the requirements for a successful supervisor do each of thefollowing categories represent? The percents assigned to all cannot total morethan 100.

Management Competencies _________ percent
Length of Company Service _________ percent
Job Knowledge _________ percent
Education _________ percent

100 percent

   A list of the twenty-two management competencies and their definitionsfollows. Read all twenty-two competencies and their definitions, then rank themin order of importance for success as a supervisor at our company. Rank them bywriting a ranking number on the short line proceeding the competency. Use a onefor the most important, a two for the next most important, and so on. You mayuse a number only once. In the event you believe one or more importantmanagement competency is not included in the list, add it on the lines provided,along with a definition, and include it in your ranking.

Competency  Definition
__Oral Communication Transferring a message by speech using appropriate gesticulations
__Flexibility Adjusting to changing conditions
__Coaching Working with an individual to improve job performance
__Decision Making Consciously selecting the best alternative from two or more
__Leadership Getting people to willingly accomplish objectives
__Accountability Using delegated authority to meet assigned responsibilities
__Delegation Passing authority to another
__Listening Receiving correctly another's oral communication
__Stress Tolerance Maintaining stability of performance under adverse conditions
__Problem Analysis Identifying the real problem and obtaining the information necessary to solve it
__Initiative Interjecting planned thoughts or actions into a situation
__Nonverbal Communication Transferring a message to another without the use of words
__Conflict Resolution Reducing tension between two or more people and arriving at a mutually satisfactory conclusion
__Planning Outlining a course of action to achieve an objective
__Image Projecting a positive initial and continuing presence
__Controlling Ensuring the plan is followed and the objective met
__Negotiation Arriving at a mutually acceptable decision
__Energy Starting a task enthusiastically and maintaining that enthusiasm until completion
__Organizing Structuring assigned resources to fulfill a plan
__Disciplining Correcting employee behaviors in a positive fashion
__Written Communication Transferring a message through writing

[Write in any additional competencies here]

Please indicate if you are a manager or a supervisor.

_______Manager _______Supervisor 

Excerpted from How to Identify Your Organization’s Training Needs: APractical Guide to Needs Analysis by John H. McConnell. Copyright © 2003 JohnH. McConnell. Published by AMACOM Books, a division of American ManagementAssociation, New York, NY. Used with permission. All rights reserved.

Visitors to this site are granted permission to download or print one (1)copy of the AMACOM content from the Web site for personal use only and agree notto reproduce, retransmit, distribute, disseminate, sell, publish, broadcast orcirculate this material without prior written permission of the copyright owner(AMA).

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