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The term Supervisor itself can be used to refer to any personnel who have this task as part of their job description. Be held responsible for the work and actions of other employees. If an employee cannot do the above, legally, he or she is probably not a supervisor, but in some other category, such as a work group leader or lead hand. A supervisor is first and foremost an overseer whose main responsibility is to ensure that a group of subordinates get out the assigned amount of production, when they are supposed to do it and within acceptable levels of quality, costs and safety.
A supervisor is responsible for the productivity and actions of a small group of employees. The supervisor has several manager-like roles, responsibilities, and powers. The supervisor may participate in the hiring process as part of interviewing and assessing candidates, but the actual hiring authority rests in the hands of a Human Resource Manager. The supervisor may recommend to management that a particular employee be terminated and the supervisor may be the one who documents the behaviors leading to the recommendation but the actual firing authority rests in the hands of a manager. Lacking budget authority means that a supervisor is provided a budget developed by management within which constraints the supervisor is expected to provide a productive environment for the employees of the supervisor’s work group. A supervisor will usually have the authority to make purchases within specified limits. A supervisor is also given the power to approve work hours and other payroll issues.
Normally, budget affecting requests such as travel will require not only the supervisor’s approval but the approval of one or more layers of management. As a member of management, a supervisor’s main job is more concerned with orchestrating and controlling work rather than performing it directly. Supervisors are uniquely positioned through direct daily employee contact to respond to employee needs, problems, and satisfaction. Carry out policies passed down a hierarchy from the level above. Plan short-range action-steps to carry out goals set by the level above. Direct tasks, jobs and projects. Control or evaluate performance of subordinates and the department – performance appraisals.
Supervisors often do not require any formal education on how they are to perform their duties but are most often given on-the-job training or attend company sponsored courses. Many employers have supervisor handbooks that need to be followed. Supervisors must be aware of their legal responsibilities to ensure that their employees work safely and that the workplace that they are responsible for meets government standards. The term is also sometimes used colloquially to refer to an old man, an elderly rustic. The female equivalent, “gammer”, came to refer colloquially to an old lady or to a gossip. When the gaffer rings the bell.
For a century or the sack! In glassblowing, a gaffer is the central figure in the creation of a piece of art. The Gaffer District” in honor of these artisans. They rate higher in the consideration function than do unsuccessful supervisors. They are more helpful to employees and more willing to defend them against criticism from higher management than are less effective supervisors. They hold frequent meetings with employees to solicit their views and encourage participation.
Less effective supervisors are more autocratic. They allow employees to accomplish their goals in their own way whenever possible, consistent with the goals of the organization. Less effective supervisors dictate how a job is to be performed and permit no deviation. Effective supervisors describe themselves as coaches rather than directors.