Sample Performance Standards for Supervisor Positions

The following are sample performance standards for Administrative and Managerial, Professional, Supervisory, and Confidential positions that supervise employees.

Awareness of University Resources

  • The employee will be aware of the various services provided by the human resources department.
  • The employee will actively seek the guidance and/or assistance of human resources units as needed.

Supervisory Style

  • Demonstrates knowledge of and is able to apply university and departmental policies and procedures that affect his/her specific work environment.
  • Models desired behaviors appropriate to the work environment, especially punctuality, regular attendance, courtesy, and customer service.
  • Demonstrates a flexible leadership style and is able to adjust his/her behavior as situations, priorities, and employees vary.
  • Utilizes communication techniques that are appropriate for various situations.
  • Develops a managerial style that is appropriate for specific situations.
  • Actively seeks to build and enhance solid working relationships.
  • Ensures that all employees participate in training that supports diversity. Trainings are designed to foster awareness of cultural diversity and is supported and encouraged.
  • Uses diversity resources to educate staff when potential “cultural” conflicts are identified and fosters an environment that strives for client service excellence through diversity awareness, positive communication, and interpersonal relations.
  • The employee contributes to a civil and productive working environment by consistently demonstrating fairness, cooperation, and respect toward coworkers, supervisors, and all internal and external customers in their interpersonal relations and their written and oral communication.

Communication/Feedback

  • The employee is able to use a large variety of verbal, written, and electronic communication mediums and choose those most appropriate to the intended message to provide staff with accurate and complete information as necessary and when requested.
  • The employee communicates clearly, concisely, and respectfully with a diverse workforce and client base.
  • The employee is aware of the impact of body language and uses non-verbal cues to reinforce effective communication.
  • The employee delegates work sets standards and obtains desired results from employees.
  • The employee brings out the excellence in each individual; provides appropriate feedback and developmental opportunities that lead to continuous improvement on the part of all staff.
  • The employee addresses problems directly with subordinates, resulting in better communication, and understanding.

Teamwork & Collaboration

  • The employee understands and models the benefits of a team-oriented leadership style and uses a team approach in planning and project management.
  • The employee regularly communicates and reinforces team goals, objectives, and expectations in individual and organizational settings.
  • The employee is able to anticipate problems and manages team conflicts quickly and positively.
  • The employee demonstrates knowledge of the competencies of his or her employees sets high goals for staff and motivates staff to achieve goals.
  • The employee assigns work that encourages skill building and increased competence in his or her employees and fairly and consistently recognizes and rewards employee performance.
  • The employee provides support, coaching, training, and other resources as needed for employees to fulfill their assigned responsibilities and goals.

Planning

  • The employee demonstrates an understanding of the relationship between individual, departmental, and university goals.
  • The employee is able to describe individual employee goals in ways that further organizational priorities.
  • The employee shows the ability to translate desired behaviors associated with each goal into meaningful performance measures.
  • The employee demonstrates the ability to set priorities and schedule work assignments to meet priorities.
  • The employee is able to use existing staff effectively.
  • The employee anticipates and plans for cyclical changes in staffing needs.
  • The employee identifies strategies to manage time efficiently and effectively and understands how to prioritize assignments.
  • The employee determines which work should be delegated.

Monitoring Performance

  • The employee addresses problems directly with subordinates, resulting in better communication and understanding
  • The employee analyzes all available facts and makes sound decisions before acting.
  • The employee maintains accurate and up-to-date records on employee performance and conduct issues. Positive and negative behaviors are documented.

Understanding of Personnel Policies and Procedures

  • Maintains the confidentiality of sensitive material.
  • Maintains an accurate log of workweek hours of employees according to FLSA provisions and shows an understanding of the provisions of the FLSA law.
  • Discusses relevant university policies with employees and clarifies expectations.
  • Ensures that accurate time off accrual records are maintained for and communicated to employees.
  • Monitors employee attendance records on an ongoing basis.
  • Shows an understanding of the provisions of the FMLA laws.
  • Seeks the assistance of the Office of Labor Relations regarding questions regarding employment laws and regulations.
  • Understands when ADA may be triggered and how to make accommodations if necessary.
  • Understands supervisor's role in responding to an ADA request. Knows where to go for disability accommodation assistance. Reports ADA requests and accommodation to Office of Employment Equity.
  • Seeks the assistance of the Office of Labor Relations regarding questions about the FLSA law.
  • Has a working knowledge of the university’s anti-discrimination and harassment prevention policies, identifies, and corrects any discrimination/harassment concerns as outlined in policies. Complaints of harassment and or discrimination are handled to resolution as outlined in the appropriate policies.
  • Ensures a diverse work force by setting goals and measures successes in achieving Equal Employment Opportunities. Outreach, recruitment, and retention strategies are consistently developed to address the underutilization of minorities and females.