1. Supervision vs Management

2. What is… Supervision A developmental process designed to support and enhance an individual’s acquisition of the motivation, autonomy, self- awareness, and skills necessary to effectively accomplish the job at hand. Management The function that coordinates the efforts of people to accomplish goals and objectives using available resources efficiently and effectively.

3. Supervision 101 Supervision Cannot be “taught” but should be modeled Means more then being “the boss” Must incorporate your style and understanding of team and individuals within it Should have a developmental component

4. Peer Supervision You have been placed in a position where you are now expected to supervise fellow students and former coworkers. These three skills will assist you in your transition:  Confrontation  Setting Clear Expectations  Maintaining Consistency

5. Peer Supervision Potential Challenges: Many of our new staff will be in the Dualism stage of development –Dualism is seeing everything black/white without the grey or right/wrong, etc. Some staff members are your friends Some applied for your current position You may have a personal/professional history of differences with staff members

6. Peer Supervision Questions to ponder…. Am I giving everyone equal access to responsibilities and tasks? Am I rewarding people consistently and with equal value? Am I speaking negatively about some supervisees to other supervisees I am closer to? Do I make personal jokes in meetings that only certain supervisees will understand? Am I maintaining confidentiality? Do I check in with all of my supervisees to see how they are doing? Do I review both my expectations of them and theirs of me on a regular basis to make sure that we are all living up to our original guidelines?

7. Let’s Start at the Very Beginning! Staff Expectations –Clearly provide what is expected Work Agreement/ Job Description Supervisor to staff, vice versa “Timely responses”… what does that mean? Use examples (10 minutes early for all shifts= on time!)

8. Staff Files and Interactions Keep staff files! DOCUMENT! –Include notes from meetings –Emails can provide accurate records –Positive documentation is ok too! 1:1 Meetings –Talk about what is going on –Not just about what is WRONG, but WHY behavior is happening

9. Staff Corrective Action We aren’t looking to punish! Let’s use Corrective Action to get the staff member back on track! –This may be their 1 st job –Did you set clear expectations at the start of the year? Maybe you need to revisit these w/ the group and/or adjust them. –Share with them how they will be held accountable (Campus Housing performance eval)

10. Corrective Actions Verbal Warning (Make note in file of this) Written Warning (copy for file, copy for staff) Suspension from position Probation Termination

11. Staff Evaluations You may assist with evaluations with your supervisor. Fall Evaluation (Late November through Finals week) Spring Evaluation (April through Finals week) Standardized form used for all student employees (Utilize notes sections!)

12. Documents to Reference Tutoring Logs Work Agreement/ Job Description Student Staff Manual(s) Campus Housing Handbook ** Use excerpts directly from these in documentation, so be familiar with them **

13. WHEN IN DOUBT CONSULT WITH YOUR SUPERVISOR Accountability is not always fun  Supervisors have the RESPONSIBILITY of holding staff accountable for the expectations of their positions.

14. Time to reflect! Please review this article and answer the following: –Please provide examples of how your role (SPM) fit into both? http://www.constructionplans.org/superv ision_and_management.htm

15. QUESTIONS? Location of sample letters and corrective action details are on the M drive and your supervisor can assist with that.