Resource Information for Classified Employees
Strictly Classified
An Informational Bulletin Published by the Personnel Commission
Understanding the Role
of a Supervisor
Establishing a positive relationship with your supervisor is important to ensuring your happiness and success
at work. In order to establish a positive relationship, employees must understand the roles and responsibilities
associated with holding a supervisory position. This will give you an idea of what to expect from a supervisor,
as well as to help you understand what guides the actions taken and decisions made by supervisors.
Communication
Supervisors are responsible for clearly explaining the duties and responsibilities assigned to the employees
they oversee. Additionally, supervisors should communicate their expectations to staff, discuss how goals are
best accomplished, and provide regular feedback. Providing feedback includes completing the annual performance evaluation, as well as informal feedback in the form of praise or constructive criticism.
Delegate Work
An important responsibility assigned to all supervisors involves the delegation of work. While some supervisors are “working supervisors” in that they are expected to accomplish tasks in addition to overseeing employees, all supervisors are responsible for assessing what work needs to be done in his/her unit and assigning people to complete those tasks. Tasks assigned to employees may change over time depending on the needs of the
department and changes in staffing. There are no limits on the volume of work assigned. However, if employees are concerned about staffing levels in their office or the types of duties they have been assigned, they
should speak with their supervisor, as well as their union representative.
Accountability
In addition to assigning tasks to employees, supervisors are responsible for ensuring those tasks are done properly and in a timely manner. If a supervisor finds a gap between expectations and the final product, it is his/her
responsibility to coach the employee. Coaching involves discussing the area of concern with the employee, as
well as instructing the employee as to how his/her work can be improved. Additionally, if an employee exhibits other concerning behaviors, such as frequent tardiness or trouble working as part of a team, it is a superviMEMBERS OF THE PERSONNEL COMMISSION
James A. Srott, Chair
November 2007
David Iwata
Henry Jones
Karen Martin, Personnel Director
(213) 891-2333
sor’s responsibility to intervene. It is also important to note that if a job is done well, a good supervisor will
praise his/her employee and recognize his/her efforts.
Support
Supervisors must see to it that their staff members have the materials they need to accomplish their assigned
duties. This involves ensuring employees have access to basic office supplies such as paper and pens, tools
essential to a trade, as well as office equipment that is in proper working order and safety equipment. Support
also includes availability and approachability. Supervisors must make time to address employee concerns, offer coaching and/or mentorship, and answer questions. It is also important that supervisors are not only available, but approachable. Whether a staff member has a simple question, or a more complicated concern, he/she
should feel comfortable talking to his/her supervisors.
In Conclusion
As employees we may at times find ourselves frustrated with our supervisors. However, it is important to remember that just as we are accountable to our supervisors, our supervisors are also accountable to their supervisors. Supervisors must follow the rules that govern classified employment in the Los Angeles Community
College District, as well as deal with budget limitations and changing regulations.