Introduction

Often an individual is identified as having the capability to work at a higher level. However, capability does not necessarily convert across to effective performance. Having the necessary skills, knowledge, and experience is also essential when moving into a more complex work environment. If the expected outcomes of increased performance and effective health and safety management are to be realised, it is essential to target an individual's development to ensure they acquire the essential skills, knowledge, and experience aligned to the position. For this goal to be actualised an organisation requires a culture that proactively demonstrates employee development as a critical factor for business success.

 

Diagram 1 Illustrates the impact effective Supervisors can have on an organisation.

Research from the Mining Industry Skills Strategy indicated that if an organisation has highly skilled Supervisors they can expect them to:

 

• Maintain and improve upon health and safety standards
• Motivate and energise their teams
  • Make the difference between meeting production targets and missing them
• Have a significant impact on workplace culture
  • Set the appropriate tone of behaviour and work
• Influence retention of staff
• Provide incentives for employment
• Disseminate key messages from management

 

What does it mean to an organisation if its Supervisors are under-skilled? Completing a risk analysis highlighted the threats an organisation faces if they do not provide the adequate foundation for the employment and development of Supervisors. Critical risks were identified in the areas of safety and health, production, retention of staff, and workplace culture. Refer to appendix 1 for the complete risk analysis.

The research highlighted that ineffective Supervisors may cause:

 

• Health and safety issues
• Reduced productivity
• Resentment towards management
• High levels of absenteeism
• Workplace conflict

 

The development of (front line) Supervisory skills rarely occurs within a short time-frame. A foundation Framework upon which the recruitment, training, and coaching of Supervisors can be built will enable organisations to effectively grow their future Supervisors.

A robust Framework will enable an organisation to:

 

• Identify the required skill sets;
• Develop effective Supervisor recruitment processes;
• Evaluate an individual's current level of capability;
• Match the individual's capability to the current work level;
• Predict an individual's future growth potential;
• Create focussed developmental plans;
• Ensure effective training is delivered to identified Supervisors;
• Ensure training allows sufficient time to develop the appropriate behaviours and skill sets;
• Allow a new Supervisor to grow into the role;
• Establish a robust support and coaching culture; and
• Implement and utilise processes to monitor and measure the Supervisor's effectiveness.

 

Diagram 2 is designed to illustrate the essential elements required to produce highly skilled, productive and safe Supervisors.

 

This instrument was used as a support tool in the development of the Supervisor Framework. The team worked from the premise that the recruitment and development of Supervisors requires a holistic approach, including an investment of time to plan and then implement the process.

 

Diagram 2 demonstrates that training alone will not produce a highly skilled Supervisor. It draws attention to the major considerations an organisation needs to take into account when planning for highly skilled, productive and safe Supervisors. These are identified in Diagram 3 below:

 

Table 1 demonstrates how the tools and process within the Supervisor Framework will work towards the industry having the capability to produce highly skilled, productive and safe Supervisors. It correlates the research findings and industry expectations with the expected Framework outcomes.

 

Table 1: Solutions to Industry Concerns

Identified Issues and Expectations		Framework Outcomes
Industry Issues Raised About Supervisors	Industry & Stakeholder Expectations of Supervisors	Tools/Processes Included in The Supervisor Framework	Which means (Benefits)
Inappropriate skills match	Individuals promoted to supervisory roles should have an appropriate cross section of skills and abilities to the correct level	Matrix of Supervisor Skill Sets illustrates the effective skill sets of a Supervisor	Will guide the recruitment and development process to ensure the Supervisor has the appropriate skills to match the expectations of the position
		Recruitment Tool aids in the: identification of employees with supervisory skills selection of Supervisors	In-depth examination of skill sets and their attributes which should be demonstrated by Supervisors
Inadequate industry experience	Supervisors should have enough industry knowledge to keep their crews safe and productive	Day in the Life of a Supervisor is a guide for Supervisors as to the duties they are expected to complete throughout the shift	The stress the industry is facing to recruit individuals with industry understanding is unlikely to dissipate. This tool can be used to prompt new Supervisors of the duties and expectations within the role
Lack of: legitimate & equitable recruitment process career planning	The "right" individuals are recognised early in their employment and are given up to a two year window to develop the skill sets required for this position	Day in the Life of a Supervisor is a guide for Supervisors as to the duties they are expected to complete throughout the shift	This tool will assist Supervisors and Superintendents to recognise employees who have Supervisory capabilities
Across management and crew there is misunderstanding around the Supervisor's accountabilities	Management, Supervisors and Crew should have knowledge and understanding of the Supervisor's authority and accountabilities	Recruitment Tool aids in the selection of Supervisors	Once this has been contextualised to site this tool should give a clear understanding to all of the expectations of a Supervisor
		Matrix of Supervisor Skill Sets illustrates the effective skills sets of a Supervisor	Industry has a tool from which to create clear job descriptions
Inadequate industry experience	Supervisors should have enough industry knowledge to keep their crews safe and productive	Day in the Life of a Supervisor is a guide for Supervisors as to the duties they are expected to complete throughout the shift	The stress the industry is facing to recruit individuals with industry understanding is unlikely to dissipate. This tool can be used to prompt new Supervisors of the duties and expectations within the role
Lack of: support structures for new Supervisors time given to coaching inadequate understanding of what it means to coach and mentor an employee	A plan will be in place for Supervisors new to the position to be properly coached and mentored	Coach Types and Attributes of a Coach and Trainee Benefits and Components for Success Planning Tool 1 Planning Tool 2 Management Support for Supervisors What is workplace coaching	These tools will assist an organisation in developing their coaching and mentoring support for the new Supervisor
Supervisors in their role without good people skills S1, S2, S3 training doesn't train people to have good Supervisory skills	To recognise that Supervisor skills are not just limited to the technical skill set, and to adequately train for all required skill sets	Mapping Skills to Competencies	This tool identifies the competencies that can assist in the development of the skills
		Supervisor Skill Sets and Recruitment Tool	This tool clearly demonstrates all of the Supervisory skills required
		Tips for: Tips for Communication Tips for Toolbox Meetings Management Support for Supervisors	These tools will assist in the development of the soft skills