Supervisor Responsibilities

Be accountable

Ensure all required Berkeley Lab supervisory responsibilities are addressed and completed in a timely manner
Keep all required supervisory training current.
Ensure compliance with Berkeley Lab requirements and procedures and with applicable federal, state and local laws.
Hold employees accountable for meeting goals and performing according to expectations.
Make sure your employees have the information, resources, and tools they need to work safely, plus in alignment with Berkeley Lab’s Work Planning & Control Integrated Safety program.
Help employees adapt to changes as needed in team, division and partner relationships.
Provide regular feedback on employee performance and development needs, beyond an annual written performance review and conversation.
Maintain confidentiality as appropriate (e.g., regarding the recruiting and selection process, in matters of performance management or discipline).
Immediately notifying your chain of command and your HR Division Partner when you are altered or aware of matters that are illegal or violate Lab policy.

Model the highest ethical standards and hold employees accountable for ethical behavior
Uphold Berkeley Lab’s commitment to providing open, unbiased, and equal employment and development opportunities in accordance with FAIR, IDEA and Stewardship. This applies to all areas of employment including recruiting, hiring, placement, promotion, termination, layoff, recall, transfers, leaves of absence, compensation and training. Be responsive and timely in response to requests for approvals from Berkeley Lab systems (e.g., recruitment, appointment extensions and terminations, procurement, LETS). If you need more guidance, reach out to your HR Division Partner.
Consider ways to incorporate IDEAs in Action efforts and activities into your team and division business activities a diverse and inclusive culture.
Enter and update employee work modes for your direct reports (i.e., On-site, Hybrid, Full-time Telework, Remote). This needs to be completed when employees are newly hired and when there are changes to work modes. A link to the Work Mode Tracking tool and a demonstration for how to use the work mode tool can be found on the flexible work modes resources page, under Tools.

Orient employees who are new to Berkeley Lab or the division by using this Onboarding website and resources.
Communicate roles and responsibilities to each employee.
Set clear expectations for employee performance, and revisit regularly throughout the year.
Set clear goals and expectations for working safely.
Share information about Berkeley Lab and division priorities and initiatives.
Ensure direct reports understand the importance of diversity and inclusion, and encourage staff engagement in Employee Resource Groups (ERGs)

All Berkeley Lab Supervisors have a responsibility to provide their employees with performance guidance and coaching, as well as setting job performance expectations.
Review the Berkeley Lab Performance Management website and follow the best practice guidance on how to set and monitor performance goal and engage your employee(s).
Provide training, experience and feedback to build employee knowledge, skills and confidence needed to perform effectively.
Provide oversight to ensure safe working practices.
Recognize and acknowledge good performance and address substandard performance, as needed.

Address performance, behavior and work challenges employees encounter within the division or with partners.
Consult with your HR Division Partner at the first sign of performance and behavior concerns.
Document discussions, decisions, and resolutions and update your HR Division Partner on the progress of performance and behavior issues. The goal is to help the employee be successful in their work and on the team.

Stay informed about division and Berkeley Lab priorities, and communicate priorities to employees.
Communicate relevant information from division management to employees.
Keep your manager informed about programs and projects in which your employees are engaged.
Work with your manager to plan how to introduce and implement change.

When you or your staff are working on programs or projects with other divisions, meet regularly to assess partner needs.
Determine what knowledge, skills and experience employees need to contribute to a program or project
Proactively seek feedback on your employee’s performance
Gather input from others who work with your employee/s to include in the annual performance review.