Assessment Inventory
Supervisors at the University of Manitoba are responsible for leading their work units/teams to achieve unit goals and for respectful climate for unit members. They also are responsible for contributing to overall excellence in the University of Manitoba through collaboration with other units/teams in achieving university strategic priorities.
This assessment inventory can be used for development planning. The best practices for supervisors at the University of Manitoba are listed, with a scale for you to identify the extent to which that particular best practice is important in this particular supervisory role, and the extent to which it would be helpful for you (or your staff) to increase their competence in that area.
Those lines that rank 4 or 5 both in importance and in need for development are good choices for learning activities.
See Supervisory Best Practices to identify the sessions in the LDS calendar particularly related to those lines.
The following are best practices for supervisory effectiveness (rate 1-5 with 5 as high):
Team Planning| Importance in Job | Need for Development | |
Identify/clarify team goals and objectives |
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Identify staffing needs |
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Identify needed work environment supports |
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Clarify individual responsibilities and performance expectations |
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Hire the best employees |
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Team Processes
| Importance in Job | Need for Development | |
Fulfill legislative, policy and collective agreement obligations. E.g. EHSO, Respectful Environment, Performance Appraisal, Progressive Discipline |
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Use effective planning, information sharing, problem solving, and decision-making processes |
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Use University administrative systems, e.g. human resource, financial, student information |
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Support service excellence for internal and external customers and colleagues |
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Navigate change and provide change support |
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Employee Performance Support
| Importance in Job | Need for Development | |
Orient new employees effectively |
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Demonstrate appropriate flexibility in interacting with unit employees, e.g. leadership styles, intercultural competence |
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Foster a positive work environment, e.g. demonstrate employee recognition practices |
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Support employee areas of strength and develop areas of potential through coaching, learning plans, and other development mechanisms |
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Deal with concerns regarding employee performance |
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Communication
| Importance in Job | Need for Development | |
Communicate effectively interpersonally and inter-culturally |
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Communicate effectively in writing, e.g. emails, reports |
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Demonstrate effective group presentation skills |
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Conduct meetings effectively |
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Deal with interpersonal conflict productively |
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Personal Productivity
| Importance in Job | Need for Development | |
Fulfill job expectations as outlined in own job description and with their manager |
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Manage own time, stress, and energy effectively |
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Demonstrate innovation, initiative, collaboration, and maturity |
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Engage in continuous self reflection and development |
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Maintain productive workplace relationships |
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University of Manitoba, Winnipeg, MB R3T 2N2 Canada
umanitoba.ca/admin/human_resources/lds