Measure Supervisors' Competencies
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|
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.
|__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.
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.
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