Supervision

Departmental Business Managers should have a working knowledge and demonstrate the behaviors detailed below.  Some require in-depth knowledge, others require knowing who to contact for assistance.

I.                 MAXIMIZE UNIT PRODUCTIVITY

 

A.              Understand needs of the department and the University.

 

B.              Define employees’ roles.

 

C.              Set expectations for performance.

 

D.              Evaluate priorities and business processes for the department and employees on an on-going basis.

 

E.               Provide necessary tools to maximize efficiency.

 

II.               LEADERSHIP

 

A.              Influence and direct employees actions by inspiring, motivating, empowering, coaching and counseling employees using the principles of PSP.

 

B.              Recognize employees’ accomplishments both big and small.

 

III.             DELEGATION

 

A.              Assess the readiness of staff to accept delegations.

 

B.              Organize and assign work among staff to most efficiently accomplish unit responsibilities and priorities.

 

C.              Conduct periodic reviews to monitor that delegations to staff are being properly administered.

 

IV.            TRAINING

 

A.              Assess employee’s performance to determine training needs.

 

B.              Provide opportunities to help employees better accomplish existing job responsibilities.

 

C.              Work with Training Coordinators to plan and schedule needed training.

 

D.              Reinforce training by providing opportunities to apply new knowledge and skills.

 

E.               Insure all new supervisors attend Leading Edge Training.

 

F.               Insure all staff participates in PSP Training. 

 

V.              COMMUNICATION

 

A.              Conduct new staff orientations. 

 

B.              Maximize the flow of relevant information between supervisor and employees. 

 

C.              Maintain awareness of staff activities and effectiveness.

 

D.              Provide regular opportunities for staff to meet in group settings to share information and solve problems as a team.

 

E.               Conduct regular performance evaluations and set goals.

 

F.               Gather feedback from our customers, both internal and external to the department.

 

VI.            DEVELOPMENT

 

A.              Provide opportunities to help employees accomplish broader job responsibilities or increase their advancement opportunities, including CMI, CMD, CACUBO and IACUBO.

 

B.              Utilize coaching and feedback tools to assist with career planning.

 

C.              Work to ensure balancing the needs of the individual and needs of the University.

 

VII.          CONFLICT RESOLUTION

 

A.              Use available University resources to resolve conflicts among staff in a timely manner.

 

VIII.        DISCIPLINE

 

A.              Determine the need for and take corrective action in cases of substandard performance.

 

B.              Document instances of sub-standard performance and discussions with the employee in writing. 

 

IX.            RESOURCES TO ASSIST WITH BUSINESS MANAGER ROLE

 

A.              Electronic performance evaluation forms. 

 

B.              Electronic list of staff development opportunities. 

 

C.              Signature Delegation Forms

 

D.              Account Clerk Task Bank

 

E.               PSP manuals

 

F.               Targeted Selection

 

G.              Leading Edge

 

H.              Handouts and materials from previous external conferences and workshops. 

 

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