Care Team Manager
Also known as: Nurse Manager · Healthcare Team Manager
Leads a care team, guards rosters, quality and safety of care, and balances client demand against the available staffing capacity.
The care team manager is responsible for one or more care teams at a location and works within frameworks set by the board, legislation and care contracts. Unlike a nurse specialist, this role steers staffing, absence and team performance rather than individual clinical content. Selection often promotes the best care professional in the team, while roster management, absence policy and holding former colleagues to account are exactly where that step fails.
Competencies to measure
These are the behavioural and ability constructs in this profile. Each one shows which hrmforce questionnaire measures it.
| Competencies to measure | Target level | hrmforce instrument | Assessment method | Behavioural anchor at target level |
|---|---|---|---|---|
| Directing and steering people Competency (50-framework): Management Knockout | N4 | Big Fifty, Competency Check, 360 Feedback | Assessment centre | Sets expectations and boundaries per team member, addresses deviating behaviour directly and records agreements in writing. |
| Empathy in service delivery Competency (50-framework): Sensitivity | N4 | Big Fifty, 360 Feedback | Personality questionnaire | Puts self in the position of a client in a vulnerable situation, chooses words carefully and keeps the agreement businesslike. |
| Managing workload pressure Competency (50-framework): Stress resilience | N3 | Big Fifty, Competency Check, Pulse Survey | Structured interview | Cuts or shifts tasks independently when busy on the basis of importance, records this and discusses consequences with clients. |
| Safety awareness Competency (50-framework): Discipline | N3 | Big Fifty, Competency Check | Situational Judgement Test | Recognises unsafe situations in own process, intervenes and addresses colleagues without bringing the work to a halt. |
Short profile
The ten heaviest skills in this profile. The full profile with every skill, behavioural anchor and assessment method is in the download.
| T | Skill | Target level | Weight | Knockout | Assessment method |
|---|---|---|---|---|---|
| G | Directing and steering people | N4 | 5 | yes | Assessment centre |
| V | Guiding absence and work ability | N4 | 5 | yes | Situational Judgement Test |
| V | Planning and organising | N4 | 5 | yes | Work sample test |
| V | Monitoring progress | N4 | 4 | no | Structured interview |
| V | Capacity and resource planning | N4 | 4 | no | Work sample test |
| V | Multidisciplinary care consultation | N4 | 4 | no | On-the-job observation |
| V | conflict handling | N3 | 4 | yes | Assessment centre |
| V | giving feedback | N3 | 4 | no | Assessment centre |
| V | holding others to agreements | N3 | 4 | yes | Assessment centre |
| V | Translating direction into goals | N3 | 4 | no | Structured interview |
See all 28 skills in the full profile
Assessment instruments for this job
Competency Check
Behavioral-Level Competency Assessment
360 Feedback
Multiple assessments based on behavioral anchors
Work sample test
Representative work sample under standardized conditions
Knowledge test (client-specific)
Professional knowledge test, customized for each client
Big Fifty
Personality questionnaire, 150 items, 25 factors
Pulse Survey
Periodic measurement at the team and organizational levels
Development Review
Structured development interview
Portfolio
Evaluation of prior work against fixed criteria
Conflict Styles
Preferred style in conflict situations
Communication Styles
Preferred communication style
Colour Profile (Jung)
Four color types, linked to Big Fifty factors
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