Let’s face it, not all Managers\Supervisors can or will be good leaders and not all leaders have the necessary qualities or capacity to be a good Manager\Supervisor.

All too often a supervisor position is advertised and due to inconsistencies in the application and evaluation process (i.e. someone with little to no, in this case "supervisory" experience establishing the best qualified list) many applicants with inherent supervisor qualities get overlooked.

The implementation of a "skills assessment" to be completed electronically by each applicant at the time of application would provide the evaluator with crucial information for making an informed decision.

For example, it would help eliminate hiring of individuals that may have extensive program knowledge but at the same time lack qualities necessary to manage people and resources.

If structured correctly the assessment would bring candidates to the position that has experience, knowledge and natural abilities or qualities. The skills assessment should be all inclusive and cover crucial areas such as: coordination, organization, complaint resolution, discipline, recognition, human behavior, time management, motivation and problem solving.

Since Supervisors and Managers are not subject to union stipulations and not considered bargaining unit employees, there should be little objection to implementing such a tool as a requirement to hire. I truly believe it would alleviate some of the uncertainty shared and expressed by staff when a Supervisor is hired.

Lets face it, not all Managers\Supervisors can or will be good leaders and not all leaders have the necessary qualities or capacity to be a good Manager\Supervisor.

All to often a supervisor position is advertised and due to inconsistencies in the application and evaluation process (i.e. someone with little to no, in this case "supervisory" experience establishing the best qualified list) many applicants with inherant supervisor qualities get overlooked.

The implementation of a "skills assessment" to be completed electronically by each applicant at the time of application would provide the evaluator with crucial information for making an informed decision.

For example, it would help eliminate hiring of individuals that may have extensive program knowledge but at the same time lack qualities necessary to manage people and resources.

If structured correctly the assessment would bring canidates to the position that have experience, knowledge and natural abilities or qualities. The skills assessment should be all inclusive and cover crucial areas such as: coordination, organization, complaint resolution, discipline, recognition, human behavior, time management, motivation and problem solving.

Since Supervisors and Managers are not subject to union stipulations and not considered bargaining unit employees, there should be little objection to implementing such a tool as a requirement to hire. I believe it would eleviate some of the uncertainty shared and expressed by staff when a Supervisor is hired.

Lets face it, not all Managers\Supervisors can or will be good leaders and not all leaders have the necessary qualities or capacity to be a good Manager\Supervisor.

All to often a supervisor position is advertised and due to inconsistencies in the application and evaluation process (i.e. someone with little to no, in this case "supervisory" experience establishing the best qualified list) many applicants with inherant supervisor qualities get overlooked.

The implementation of a "skills assessment" to be completed electronically by each applicant at the time of application would provide the evaluator with crucial information for making an informed decision.

For…more

Right now, if you are in a situation in which you believe you or someone else has been passed over for a job due to nepotism, pre-selection, or some other improper action, there is really no good course of action to take. If the issue is serious enough, the Union will point you to the Office of Special Counsel, which means that you, in effect, have to report the hiring manager as having committed a crime. It can mean serious legal action, possibly the loss of someone's job, and definitely the destruction of your own professional network. Not an attractive option for anyone involved. More typically, though, you have little information to go on to prove your case... and the Union specifically doesn't have authority to bring grievances forward about hiring choices. There should be an independent audit process and/or a whistleblower hotline, and these things should be checked into. Undoubtedly, there will be many baseless claims made... but I feel that it serves employee & applicant morale better to have a system in place for making claims and having them checked into rather than leaving employees & applicants feeling totally powerless.