What You Can Expect From Your Supervisor

The following guidelines define the boundaries of reasonable support that you can expect from your supervisor. Allow these guidelines to supplement, not replace, your own reasonable expectations.

Positive and Respectful Workplace

• The law is clear: all employees have a joint obligation to maintain a respectful and harassment-free workplace. Managers and supervisors have additional obligations to 1) role model acceptable behavior and 2) monitor for and ‘manage out’ unacceptable behavior.
• You can expect your supervisor to encourage every member of the workplace to treat each other with respect, in every interaction.
• You can expect your supervisor to take action to encourage a positive and respectful workplace. Such actions are reflected in the ‘Basic Principles for a Positive and Respectful Workplace’ which should be shared and discussed with all staff. The principles are:
  • Focus on the situation, issue, or behavior, not on the person
  • Maintain the self-confidence and self esteem of others
  • Maintain good working relationships
  • Take initiative to make things better
  • Lead by example
  • Think beyond the moment

Job Description and Expectations

• When you are hired, you can reasonably expect to come into a well-defined role, with clear expectations that are applied consistent with the job description. Normally, the role and expectations would begin with a job description or job profile enhanced by the UVic Core and Leadership Competencies.

• The job description and expectations form the basis for Performance Development including Probationary and Annual Performance Planning and Review.

Orientation

• You can expect your supervisor, to ensure you are oriented to your job and role, as well as to your supervisor’s role, and the roles of colleagues.

• Your orientation should also include departmental and University policies and procedures as well as any health, safety and environment rules and regulations that impact on your work and personal safety.

Performance Development

• The University has a performance development process in place that includes both Probationary and Annual Planning and Review.

• Performance planning will normally begin in the probationary or trial period. This is the opportunity for your supervisor and you to assess the fit of the position. The assigned Human Resource Consultant can assist in this.

• Once you have passed your probationary or trial period, your supervisor should begin the annual performance planning and review process, including regular ‘check-ins’. The plans ensure you are clear on expectations, the “check-ins” allow for progress updates. The final reviews ‘close-off’ the year in preparation for a new plan and year.

Feedback and Coaching

• Your supervisor has the responsibility to support you in the performance of your duties and this sometimes requires constructive feedback on performance or behaviour inconsistent with expectations. This is not discipline; rather it is mentoring and guidance.

• Your supervisor should also provide recognition for work well done and for work that is ‘on the right track’.

• Your supervisor is also expected to provide practical coaching on the technical and other aspects of your position as well as development opportunities that fit with your career and performance plan.

Performance Improvement

• In situations where your supervisor has concerns related to your performance, your supervisor is responsible for developing and implementing a performance improvement plan. This process precedes, and hopefully negates the need for, either progressive discipline or non-culpable actions.

• You can find details of this process on the Human Resources Web-Site.

Team Building, Change, Communication and Dealing with Conflicts

• Team Effectiveness Model

• Your supervisor is responsible for ensuring the smooth operation of your area. This includes building strong teamwork, managing change, ensuring regular and clear communication and dealing with conflicts as they arise.

• You can expect your supervisor to take actions that will ensure a positive and productive work environment.

Taking Corrective Action

• Your supervisor has an obligation to both the University and to employees to appropriately determine the need for corrective action and assess whether progressive discipline is required. This process is in place to develop corrective strategies and actions with employees, before the employment relationship is put at risk.

• Human Resources offers training and assistance to assist supervisors in completing these duties.