Tracking Unit Supervisor in Houston, TX at BakerRipley

Date Posted: 11/21/2020

Job Snapshot

Job Description

The Workforce Solutions Supervisor works as a partner with their respective manager to oversee office staff and to make sure that activities align with the mission of Workforce Solutions. The Supervisor is a highly resourceful and effective team builder and communicator. The supervisor leads, coaches, mentors and monitors staff to ensure they are properly trained in Workforce Solutions policies and procedures and carry out assigned work. Success measures include positive leadership practices that create an environment in which staff deliver quality and performance objectives.

  • Understands and supports Workforce Solutions Mission and Values
  • Communicates clearly to line staff how their work supports and advances Workforce Solutions Mission and Values
  • Manages change by explaining why and how changes are implemented
  • Leads by example
  • Disseminates and interprets information to staff
  •  Delegates and reviews status of on-going work to ensure that staff are meeting expectations and are completing their assigned work on-time.
  • Provides line staff regular written performance evaluations and conducts conferences to discuss individual staff strengths, weaknesses, and areas needing improvement.
  • Assures that staff are continually reminded to provide quality customer service
  • Assures staff understand how Workforce Solutions defines quality customer service
  • Meets with Non-Custodial Parent staff in their assigned offices and in their courtroom environment.
  • Prepares monthly reports
  • Performs other duties as assigned

Equal Opportunity Employer/Protected Veterans/Individuals with Disabilities

The contractor will not discharge or in any other manner discriminate against employees or applicants because they have inquired about, discussed, or disclosed their own pay or the pay of another employee or applicant. However, employees who have access to the compensation information of other employees or applicants as a part of their essential job functions cannot disclose the pay of other employees or applicants to individuals who do not otherwise have access to compensation information, unless the disclosure is (a) in response to a formal complaint or charge, (b) in furtherance of an investigation, proceeding, hearing, or action, including an investigation conducted by the employer, or (c) consistent with the contractor’s legal duty to furnish information. 41 CFR 60-1.35(c)