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

 

 

Identify staffing needs

 

 

Identify needed work environment supports

 

 

Clarify individual responsibilities and performance expectations

 

 

Hire the best employees

 

 

Team Processes

  Importance in Job Need for Development

Fulfill legislative, policy and collective agreement obligations. E.g. EHSO, Respectful Environment, Performance Appraisal, Progressive Discipline

 

 

Use effective planning, information sharing, problem solving, and decision-making processes

 

 

Use University administrative systems, e.g. human resource, financial, student information

 

 

Support service excellence for internal and external customers and colleagues

 

 

Navigate change and provide change support

 

 

Employee Performance Support

  Importance in Job Need for Development

Orient new employees effectively

 

 

Demonstrate appropriate flexibility in interacting with unit employees, e.g. leadership styles, intercultural competence

 

 

Foster a positive work environment, e.g. demonstrate employee recognition practices

 

 

Support employee areas of strength and develop areas of potential through coaching, learning plans, and other development mechanisms

 

 

Deal with concerns regarding employee performance

 

 

Communication

  Importance in Job Need for Development

Communicate effectively interpersonally and inter-culturally

 

 

Communicate effectively in writing, e.g. emails, reports

 

 

Demonstrate effective group presentation skills

 

 

Conduct meetings effectively

 

 

Deal with interpersonal conflict productively

 

 

Personal Productivity

  Importance in Job Need for Development

Fulfill job expectations as outlined in own job description and with their manager

 

 

Manage own time, stress, and energy effectively

 

 

Demonstrate innovation, initiative, collaboration, and maturity

 

 

Engage in continuous self reflection and development

 

 

Maintain productive workplace relationships

 

 

 LDS Wordmark