SUPERVISOR EXPECTATIONS

Revised 04/08/21

The purpose of these supervisor expectations is to put into writing what I expect of my
Supervisors. We will be working closely together and I expect all of you to understand what I
what from you and what you can expect from me as your direct supervisor. I strongly believe in
reducing liability, enforcing our policies and performing quality control. I want to build a strong
relationship with each of you, where you can feel comfortable coming to my office and
discussing the issues you face so that we can solve these problems. This will require teamwork.
These guidelines are meant to help us achieve our goals.

1. RESPECT
This is the golden rule and you should all be familiar with it. We do not always have to agree
with each other but I do expect each of you to be respectful to everyone who works here. If
there is an issue, it should be discussed in a civil manner in private. It is not appropriate to hold
these discussions on the floor of the Communication’s Center.

2. ABSENTEEISM
As a supervisor, you set the example for those on your shift. I expect you all to be on time for
work. If you are going to be late, you are responsible for notifying the on-duty supervisor at the
center as soon as you become aware that you will not be arriving on time. You should also send
me a text so that I am aware. You should document your tardy. I will write an ECAR, if
appropriate. If you are going to be absent from work, you follow notification policy and ensure
that there is adequate time appropriate coverage can be arranged. If you are OC, you must be
prepared to be oncall for the duration of the 12 hours. Any Supervisor who violates the OC
policy will be subject to disciplinary action. If you do not follow these procedures, progressive
discipline will be followed. Supervisors can and will be placed on Excessive Leave Notice if
there is an excessive amount of absences. You will be held to the same standards as those on
your shift.

3. CHAIN OF COMMAND
I expect you to bring your concerns and issues to me before escalating to Director Tharpe. It is
my responsibility to be the direct supervisor to all of you and I will do my best to resolve any
issues that might come up within my abilities. If I tell you that it is something that we are
working on, we are working on it. Nine times out of ten I am waiting for final approval from
someone at the BOC or Angela. I expect you to use your own judgement on whether to
escalate something your employee has brought to you up to me. I will give you the same
respect by sending your employee back to you if they have not already spoken with you about
an issue that needs to be addressed from your end and you have told them to escalate it to me.
I have an open-door policy and welcome you to come talk to me at any time. I may not always
be able to tell you what you want to hear but I will hear you out and respectfully tell you what
we can and cannot do.

4. GOSSIP AND NEGATIVITY

It is unacceptable for employees to engage in gossip or negativity about other employees with
each other or with other agencies. As a supervisor you are being held to a higher standard
because I want you to lead by example. I expect you to not set the wrong example by engaging
in these activities. If you see employees engaging in this behavior, I expect you to act to put an
end to this behavior. It is not the culture we want in our center.

5. CONFIDENTIALITY
As a Supervisor you deal with employee’s confidential files and information. You are not
authorized to discuss any employees personal file (ECARS) with other employees. You should
also not speculate disciplinary actions with other employees. Any corrective actions/knowledge
of issues that management are dealing with should be handled privately unless advised
otherwise.

6. ROOM AWARENESS
As a Supervisor, I expect you to be aware of what is going on in the room. I expect you to be
fully in charge of the room ensuring that our priority is the safety and well-being of our citizens
and officers. If you see that someone is not in compliance with our policies then you need to
step in and hold them accountable.
Personal phones must not inhibit work. If an employee is on their phone constantly it hurts our
citizens. I need you to ensure that personal calls are kept a minimum. If someone needs to
make a personal call and it will be longer than their five (5) minute allowance, have the
employee step out. If call and radio volume are heavy, have them handle their personal call
later.
Electronic Entertainment, books and other hobby material outside of the scope of our work
must not be utilized during high call volume periods. If you notice someone is not paying more
attention to that then their work, you should take away those privileges on an individual level.
Anything that has volume should be kept at a minimum so as not to disturb others. Under no
circumstances should devices that impede the ability to hear a headset be used. If we have
anyone visiting the room (including myself and Director Tharpe), they should be put
away/minimized.

7. SUPERVISOR MEETINGS
Supervisor Meetings will be scheduled monthly. These are not optional. I expect each of you to
be present and bring your SOP with you to each meeting. If you are going to be late or absent
for any reason, you are to notify me immediately. The only excuse aside from an
administratively assigned absence is Illness. I will, however, require a doctor’s note. These
meetings are meant to go over departmental issues, new protocols, etc. I will do my best to
schedule them at a time that is fair for all involved. In addition, I plan on pulling you all aside
individually as needed to address specific issues that may come up with your shifts.
I want our Supervisor Meetings to be a time where we can all get on the same page. If you
notice something that you and the other Supervisors may be doing differently from each other,
this is the place to discuss it. You guys are ultimately each other’s peers and should be working
together so that the policies are enforced the same way across the board. I will also use these
meetings as an opportunity to ask questions about projects, events or new policies that Angela
or myself may be working on to get feedback.

8. MISC
I believe in communication and will always let you know as policies change or new projects
occur. I don’t consider this all-inclusive. I know that things will come up. I expect you to
cooperate with me and communicate back with me as need be.

Acknowledgement of Supervisor Expectations

Employee: ________________________________ Date: ___________________

Assistant Director:_______________________________ Date: ___________________