I've been doing my job for about 3 years now and know it pretty much inside out. There have been a few changes management-wise in my department: the manager was seconded to another role over 18 months ago and I don't see him coming back and we've just learnt the deputy manager (been in post less than 12 months) is also being seconded to a development role for 9-12 months.
They've decided to introduce one, maybe two, 'supervisor' roles to take over certain duties. They say the supervisor(s) will report to the deputy manager, still have to perform their day to day duties, but also take over certain managerial duties like holidays, training, issue-resolution, workload management...
They're describing the person they want as someone that can do the day to day basics, but also take the lead with the more complicated jobs/issues and liaise with other departments. This is something I do anyway, even more so than the rest of team (bar one and he is applying as well). So it's pretty much money for old rope.
So what I currently do will become 'official', as in, I can't hold my hand up and say, 'this is too much', 'above my pay-grade', 'I need to pass it up the chain', etc, (not that I did that, but it was always an option
) but the major difference is I'll be expected to supervise the team and it's this last bit that I'm lacking in experience and confidence.
We're a good team and we've always been able to organise ourselves with very little management involvement. In fact, we survived, thrived, without a manager for nearly 9 months. But a couple of the team could do with pulling their socks up and doing more (they're being carried by the stronger members), and I think this'll be one of the supervisor tasks required and I find this quite stressful to contemplate.
I've been asked to apply for it by several people from within our department and others, and been told I'd be good at it, but it's proving it in an interview...
I understand from two people that have already been interviewed that they're asking no questions about the job we do, but asking for examples of where we've managed people and situations, e.g. what would you do if someone in the team was being consistently late? Or you walk back into the office and there's been an argument? Or someone keeps making mistakes...
I guess, after all that text, I'm looking for some guidance on how to structure answers to questions like that.
Thanks.
Oh yeah, it's going to work out as an extra £85 pm take home, which I will admit makes me wonder if it's actually worth it.
They've decided to introduce one, maybe two, 'supervisor' roles to take over certain duties. They say the supervisor(s) will report to the deputy manager, still have to perform their day to day duties, but also take over certain managerial duties like holidays, training, issue-resolution, workload management...
They're describing the person they want as someone that can do the day to day basics, but also take the lead with the more complicated jobs/issues and liaise with other departments. This is something I do anyway, even more so than the rest of team (bar one and he is applying as well). So it's pretty much money for old rope.
So what I currently do will become 'official', as in, I can't hold my hand up and say, 'this is too much', 'above my pay-grade', 'I need to pass it up the chain', etc, (not that I did that, but it was always an option
) but the major difference is I'll be expected to supervise the team and it's this last bit that I'm lacking in experience and confidence.We're a good team and we've always been able to organise ourselves with very little management involvement. In fact, we survived, thrived, without a manager for nearly 9 months. But a couple of the team could do with pulling their socks up and doing more (they're being carried by the stronger members), and I think this'll be one of the supervisor tasks required and I find this quite stressful to contemplate.
I've been asked to apply for it by several people from within our department and others, and been told I'd be good at it, but it's proving it in an interview...
I understand from two people that have already been interviewed that they're asking no questions about the job we do, but asking for examples of where we've managed people and situations, e.g. what would you do if someone in the team was being consistently late? Or you walk back into the office and there's been an argument? Or someone keeps making mistakes...
I guess, after all that text, I'm looking for some guidance on how to structure answers to questions like that.
Thanks.
Oh yeah, it's going to work out as an extra £85 pm take home, which I will admit makes me wonder if it's actually worth it.
Last edited: