This document summarizes the key responsibilities and roles of supervisors at the Jamaica Library Service. Supervisors act as intermediaries between management and employees, assisting with hiring, mentoring staff, and ensuring teams have necessary resources. They also coach employees, assess performance, manage workflows, and address conflicts around production, safety, communication and more. To prevent issues, supervisors must identify root causes, find win-win solutions, encourage open communication and regular training. They are also responsible for properly scheduling human resources and facilitating an open and constructive workplace culture.

1. Supervisory Management
Quarterly Meeting
October- December 2023
Jamaica Library Service

2. Why are Supervisor’s Important
• Act as intermediary between management and employees (Dewar, 1996)
• Assist with the hiring process
• Help to draft job description, daily tasks
• Mentor and coach team members
• Assist in providing team members with the necessary resources
• Implement work plan
• Provide feedback (Daft, 2007)

3. Aligning our roles to the vision and mission of
our organization
• Coach
• Facilitator
• Mentor
• Assessing and evaluating work performance (Dewan, 1996)
• Maintain discipline
• Allocating the necessary resources to accomplish task (Dransfield,
1996)

4. Our Roles and Responsibilities
• Managing work flow
• Assigning and delegating task
• Assist with training
• Evaluate work performance
• Set short term goals for the team
• Foster innovation and creativity within the team

5. Conflict situations
• Production- related conflict
• Safety and health conflict
• Communication conflict

6. Addressing conflicts
• Allocate resources
• Training
• Recommend better safety measures
• Implement and facilitate health and wellness activities
• Effective communication

7. How to prevent reoccurrences
• Identify root cause of the problem
• Find-a win-win solution
• Communicate openly and respectfully
• Developing conflict management skills (Daft, 2007)
• Encourage constructive feedback
• Regular training and workshop sessions
• Encourage accountability (Dewan, 1996)

8. Scheduling human resources
• Assigning the right person to the appropriate task (Daft,2007)
• Ensuring that shifts are covered to (reflect leave and day offs)
• Ensuring departments are properly manned
• Provide cross-training (flexibility and easy rotation of task)
• Evaluating work performances (Daft,2007)

9. Ideal relationship within the workplace
• Facilitating open communication
• Employees should be cognizant of what is expected
• Constructive criticism should be the norm (Dewan, 1996)

10. References
• Dewan, S. (1996). Supervisory Management. India. Discovery
Publishing House Pvt. Limited.
• Daft. R (2007). Management: The new workplace. Australia.Thomson
South Western
• Dransfield, R. (1996). Human Resource Management for higher
awards. Oxford. Heinemann Educational Publishers

11. •Tony-Ann Bailey
•Lori-Ann Anderson
•Temeka Thompson
•Roveleta Anderson
•Yanique Hayle
•Alecia Armstrong-Whittingham
•Tecia Samuels
•Deseron Hall
•Jermaine Evans