Sample Supervisor Identification Report

Payment Services Claims Supervisor Position – Written Submission

1) There is no corporate training for new supervisor, only peer to peer. What will be your approach to ensuring you have knowledge of all the tools and technical aspects needed to be successful in your new position as supervisor? My approach will be utilizing ALL available resources. FYI Blue is a great resource that provides supervisors with tolls and resources necessary to help supervise and manage the workforce. FYI Blue – Managers’ Tools provides guidance on a number of topics. Basic Tools and Activities section provides supervisors with tools and knowledge regarding Performance, Workforce and Talent Management. Development Section provides information on Leadership Development.

They will be able to provide training on applications and tools necessary to meet expectations. Peer supervisors are a great source of knowledge for approaches that work best in the position for various situations. My approach is to take every opportunity to accept support, mentoring, knowledge and feedback from peer supervisors. Job shadowing and supervisor observation will allow me to form a better understanding of the details of the job role and responsibilities. I will ask questions as they relate to specific tasks that will ensure role responsibilities are being carried out according to corporate standards and expectations. I encourage constructive feedback as it allows me the opportunity to improve, learn and grow in the position. And lastly, I will be engaged. I have an eagerness and passion to learn how to lead, coach, supervise, develop and mentor employees beyond what I have done in previous and current

I will do this by modifying coaching to fit the needs of each individual operator to help them in being successful with the end goal being to ensure customer satisfaction. I will do everything in my power to create a foundation of trust with the team as well as with each individual. This will help build that relationship so that the coaching is successful. I will continue, as I do today, to always look for ways to improve and maintain employee engagement. In order to coach an employee on performance expectations, it’s important that I completely understand those expectations as well as the available tools and resources to help an employee meet those expectations. Being timely on feedback, both positive and negative is important. This helps ensure that areas of opportunity are identified and addressed as quickly as possible and that positive feedback is provided as a means of continued motivation. I want to share my knowledge with them so that we can work together to ensure the success of the company. When coaching an employee, I will always keep in mind that it is not me just teaching them, we are a TEAM and that is how I want them to perceive me and to feel when we are working together. Together Everyone Achieves