New Supervisor Project

and they even gave suggestions what would more interesting for them to learn about if more classes were offered at variety of times. We found this question to be good in terms of collecting needed information. The data collected from this question can be helpful in offering a better and revised program.

How did your project change your work environment?

Many of the questions both from the online survey and follow up interviews concentrated on the project, indicating the importance of this facet of the training. Question seven from the online survey results is focused on feedback received from supervisor, dean or staff. It is clear the respondents all received feedback and most received at least minimal feedback, the last

In the chart above

Supervisors showed independence and increased confidence in themselves and their work. With their newly gained confidence supervisors are more assertive and initiated both tasks and projects. Bosses one, two, three and four all agree that their supervisors are applying what they learned from the classes. For example, boss four can attest to their supervisors “enhance their problem solving skills giving them the tools and resources to effectively problem solve.” Similarly, boss five recognized that as a result of the New Supervisor Series their supervisor took on extra duties and is more confident working independently. The New Supervisor Series placed emphasis on human resources policies and procedures helping to sharpen the supervisor’s knowledge and focus attention on best practices. In their responses, the bosses frequently commented on the supervisor’s awareness to different policies. Comments relating to Mason policies similarly stated, “better understanding of these policies”, “knowing best practices” and “understanding the process.” Learning and understanding the A-Z hiring process was the most