Supervisor-Skills-Reference-Guide

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RECLASSIFICATIONS (FJA’s) Purpose of the Form FJA-1 The FJA-1 is designed to provide all necessary information concerning a particular position in state service to determine the proper classification of the position. In addition to describing positions for classification action purposes, the FJA-1 serves as the principle job description for each position in a particular unit or division. Uses of the FJA-1 1. Serves as a job description for each position in a division or unit. 2. Serves as a basis for establishment of performance standards for a particular position or group of similar positions. 3. Serves as the main administrative document to request personnel action such as: a) Classification of new position b) Reclassification of an existing position c) Reallocation/revaluation of an entire classification, when all the positions in a class are affected by major changes to the jobs so that the present classification or allocation is incorrect for all positions. Procedures for Completing the FJA-1 Form Page 1 General Information Fill in as appropriate; type of request, type of position, employee name (when applicable), location of position, telephone number, present title, range, name of supervisor, telephone number, Department, and Bureau/Division. Table of Contents 56
Page 2 Organizational Information Section 1: List the smallest operating unit (section, division, bureau etc.) containing the position and give a brief description of the unit’s function. Section 2: Indicate why this position exists in the organizations and how it contributes to the unit’s functions and goals. Section 3: List by title the positions which assign work to this position . Section 4: Complete the organizational chart information as specified. Page 3 Authority, Dollar Impact, KSA Section 5: Give examples of the kinds of decisions made, showing how they are limited by policies or higher authority. Describe the constraints within which decisions are made, i.e., standing instructions, written guidelines, procedures, policies and principles. Section 6: Dollar Impact: indicate the source, type , and dollar amount of budget’s monies affected annually and type of impact this position has on these monies. Section 7: List the essential knowledges, skills and abilities necessary to perform the responsibilities and tasks of the position. Table of Contents 57
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Supervisor Skills Reference Guide Q
Page 3 and 4:
Table of Contents RECRUITING.......
Page 5 and 6:
EQUAL EMPLOYMENT OPPORTUNITY Superv
Page 7 and 8: APPLICANT TRACKING SYSTEM Advertisi
Page 9 and 10: What questions will be asked? By wh
Page 11 and 12: IMPERMISSIBLE INTERVIEW QUESTIONS W
Page 13 and 14: 5. Only when attracting and retaini
Page 15 and 16: 8. Avoid people who won’t ever do
Page 17 and 18: INTERPERSONAL PRINCIPLES Supervisor
Page 19 and 20: DELEGATION You can’t do everythin
Page 21 and 22: MOTIVATION How can you as a supervi
Page 23 and 24: MENTORING Supervisors have an oblig
Page 25 and 26: 11. Allowing people to demonstrate
Page 27 and 28: 4. Some expectations should challen
Page 29 and 30: COACHING FOR OPTIMAL PERFORMANCE Ma
Page 31 and 32: SOLVING PROBLEMS Not all problems l
Page 33 and 34: PROBLEM SOLUTION TYPES Supervisors
Page 35 and 36: MAKING DECISIONS It is one thing to
Page 37 and 38: mother-in-law moved in, they bought
Page 39 and 40: USING “KASH” TO IMPROVE THE TEA
Page 41 and 42: 5. Have both parties offer possible
Page 43 and 44: 5. Be clear about why the agreed-up
Page 45 and 46: PROGRESSIVE DISCIPLINE Progressive
Page 47 and 48: as a "heads up" about what is comin
Page 49 and 50: PREVENTING GRIEVANCES Grievances wi
Page 51 and 52: efore employees are often able to b
Page 53 and 54: UNDERSTANDING CHANGE As a rule, any
Page 55 and 56: BUILDING A CONSTRUCTIVE RELATIONSHI
Page 57: 5. Make the job bigger than the per
Page 61 and 62: Writing clear meaningful task state
Page 63: State of Maine Bureau of Human Reso
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Supervisor-Skills-Reference-Guide

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