iRubric: MSC Supervisor Interview rubric

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MSC Supervisor Interview

Rubric Code: BBA4X8

By OPERSEducation

Draft

Public Rubric

Subject: (General)

Type: (Other)

Grade Levels: (none)

MSC Supervisor
	(N/A)	(N/A)	(N/A)	(N/A)	(N/A)	(N/A)
Displays Self Awareness and Account • Describe a situation where something that you did had a negative outcome. • Was this situation result of something you had control over? • What did you do to turn the situation around?	N/A Review, re-assess, adjust plan, methods and targets as necessary	N/A Enable, facilitate and ensure effective internal and external group communications	N/A Give feedback to the group on overall progress; consult with, and seek feedback and input from the group	N/A Control and maintain activities against parameters	N/A Set standards, quality, time and reporting parameters	N/A
Displays Flexibility/Dependability • This position may require you to work “flexible hours”, weekends and possibly holidays that others may have off. • Tell me about a time you were scheduled to work and it interfered with your plans. • How did you handle it?	N/A Shows commitment/dedication and accountability in one's work, and follows through on all projects, goals, aspects of one's work.	N/A Fulfills all commitments made to peers, co-workers, and supervisor.	N/A Works to achieve agreement (by offering alternatives, etc.) on time frames or objectives that can be realistically met.	N/A Puts goals of the group ahead of one's own agenda, and supports and acts in accordance with final group decisions even when such decisions may not entirely reflect one's own position.	N/A Demonstrates concern for treating people fairly and equitably.	N/A
Displays Honesty/Integrity • Tell me about a time when there was an unexpected event that resulted in you having to take on additional duties. • Did this result in your leader assigning you a task that you considered outside your job description? • If so how did you handle the situation, if not how do you think you would handle the situation? What was the outcome, or what would you expect the outcome to be?	N/A Assess and change as necessary the balance and composition of the group	N/A Develop team-working, cooperation, morale and team-spirit	N/A Identify and meet group training needs	N/A Understands and appreciates the origins and reasoning behind key policies, practices, and procedures, and is involved with their evolution	N/A Is a consummate networker who can initiate relationships within and between departments that leverage the strengths and capabilities of all parties	N/A
Displays Problem Solving, Support a  Describe a situation where you had to research and review information for the purpose of making a decision or recommendation? • What were some of the tools you used, such as survey data, research or statistics to define or solve a problem? • If the recommendation was unpopular what steps did you take to explain the outcome?	N/A Demonstrates an active interest in enhancing current skills and learning new ones; applies advanced functional or technical knowledge to do his or her job at a high level of accomplishment	N/A Insightfully selects, combines, or invents appropriate tools or technology for tasks	N/A Encourage the team towards objectives and aims - motivate the group and provide a collective sense of purpose	N/A Anticipates impact of change, and directs self and others in smoothly shifting gears	N/A Uses ingenuity in dealing with ambiguous situations, and helps others to cope effectively	N/A
Displays the Ability to Keep an Ope • Tell me about a time when you received negative feedback on your performance by a co‐worker and how you handled this situation; did this result in a conflict? Do you feel the “criticism was constructive? • Did this feedback result in you changing something either personally or professionally?	N/A Deals with corrective feedback in a manner that inspires accountability and self-direction among colleagues and direct reports	N/A Works to make others feel ownership in one's own solutions.	N/A Welcomes the opportunity to arbitrate people problems	N/A Responds to opposing views in a non-defensive manner.	N/A States own point-of-view without criticizing the other person's.	N/A
Displays Genuine Interest in Others • What do you do to ensure there is good communication between you another party? • What steps do you find necessary take to make the member or co‐worker feel comfortable?	N/A Is proficient in a variety of writing styles and uses the appropriate style that suits the message and audience	N/A Composes clear, concise and crisp messages	N/A Checks for understanding of the communication by asking open-ended questions that draw out the listener's understanding.	N/A Produces written communications that positively affect attitudes and beliefs through inspirational and timely messages	N/A Repeats message back to speaker in a way that it is clear that the message is understood.	N/A
Displays initiative and problems Tell us about a time you identified a problem and the action you took to correct it	N/A Is seen as bringing out the best in others in brainstorming sessions or one-on-one	N/A Anticipate and resolve group conflict, struggles or disagreements	N/A Proactively identifies customer issues and quickly and effectively resolves customers’ problems	N/A Demonstrates the ability to solve complex, difficult, and intractable problems	N/A Train and develop individual team members	N/A
Candidate answers should demonst How do you/or did you evaluate your employees performance?	N/A Monitor and maintain overall performance against plan	N/A Establish responsibilities, objectives, accountabilities and measures, by agreement and delegation	N/A Create the plan to achieve the task - deliverables, measures, timescales, strategy and tactics	N/A Identify aims and vision for the group, purpose, and direction - define the activity (the task), Establishes an effective, professional, and positive relationship with staff.	N/A Provides feedback that is clear and direct. Describes the impact of actions and checks for understanding.	N/A
Candidate should demonstrate hum Have you ever sought out criticism from your manager and how did it go?	N/A Asks open-ended questions that encourage others to give their points-of-view and is approachable at all times.	N/A Refrains from immediate judgment and criticism of others' ideas delivers criticism in a way that demonstrates sensitivity to the feelings of others and waits for others to finish their intended message before responding.	N/A Listens actively and effectively.	N/A States own point-of-view without criticizing the other person's.	N/A Maintains awareness of broad, longer-term objectives and works to ensure that all parties share this awareness while seeking solutions.	N/A
Candidate should provide example How do you/did you go about developing the people you manage?	N/A Understand the team members as individuals - personality, skills, strengths, needs, aims and fears	N/A assist and support individuals - plans, problems, challenges, highs and lows, creates opportunities for enrichment, as well as development programs for others, and motivates them to participate	N/A Give recognition and praise to individuals - acknowledge effort and good work	N/A Creates an environment of positive feedback, encouraging others to reach farther and higher and to press on toward their goals	N/A Identify and agree appropriate individual responsibilities and objectives	N/A
Displays initiative and project How far in advance to you typically plan work activities for yourself and your employees?	N/A Identify resources, people, processes, systems and tools (inc. financials, communications, IT)	N/A Investigates possible roadblocks and develops contingencies to redirect tasks so momentum is not lost	N/A Designs methods for implementing plans and for measuring success	N/A Develops effective strategies for the department and coordinates efforts to implement them	N/A Fluently conveys the plan to all, creating structure for communication and interaction	N/A
Displays the candidate’s ability Tell us about the hardest conversation you ever had with an employee.	N/A Set boundaries, be simple and direct.	N/A Take responsibility for your own problem, use “I” statements	N/A Don’t expect people to read your mind, use confidant tone and body language	N/A Understand you’re not in charge of how others feel or behave	N/A You are responsible for the consequences of your assertive words/actions, rehearse	N/A
Demonstrates the candidate’s exper In your opinion which employees are the easiest to evaluate and which are the hardest? Explain.	N/A	N/A	N/A	N/A	N/A	N/A
Overall
	(N/A)	(N/A)	(N/A)	(N/A)	(N/A)	(N/A)
RESUME	N/A Is resume professional and neat	N/A Is resume free of errors	N/A Does resume “sell” examples of transferable skills?	N/A	N/A	N/A
APPEARANCE AND POISE	N/A Is interviewee punctual?	N/A Is interviewee dressed professionally and appropriately?	N/A Does the interviewee appear confident and poised?	N/A Does interviewee maintain good posture?	N/A Does interviewee make eye-contact with the interviewers?	N/A Does the interviewee give an appropriate handshake?
Skills	N/A answer content of each question clearly?	N/A Does interviewee “sell” their skills?	N/A Does interviewee appear prepared and knowledgeable about the position they are applying for?	N/A Does interviewee reference items on their resume	N/A Does interviewee appear to give straightforward, honest responses?	N/A Does interviewee come across as someone who can work well with others?
Delivery and Language	N/A Does interviewee use proper language and enunciate their responses?	N/A Is the interviewee professional, and mature throughout the interview?	N/A Does the interviewee answer questions with appropriate wait time?	N/A Does interviewee avoid distracting mannerisms and phrases? (“ums”, tapping, hair twirling, etc.)	N/A	N/A

Subjects:

(General)

Types:

(Other)

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