FF11 Social work and support services medior social caremanagementgovernment

Team Leader Social Domain

Znane również jako: Team Leader Social Services · Social Services Team Manager

Provides operational leadership to a team of social workers or support workers, steers results and caseload and is the point of contact towards the organisation.

The social domain team leader manages a team of professionals who themselves have substantial discretion in their own cases. Candidates are often judged on their own experience as a support worker. Steering results from independently working professionals, however, requires a different kind of leadership than hierarchical direction alone.

Kompetencje, które należy oceniać

Oto konstrukty behawioralne i kompetencyjne zawarte w tym profilu. Przy każdym z nich podano, który kwestionariusz hrmforce służy do jego pomiaru.

Kompetencje, które należy oceniać	Poziom docelowy	hrmforce narzędzie	Metoda oceny	Kotwica behawioralna na poziomie docelowym
interpersonal sensitivity Kompetencje (50-ramowe): Sensitivity Knockout	N4	Big Fifty, 360 Feedback, Colour Profile (Jung)	Personality questionnaire	Names observed tension or reticence during a conversation and adapts tone, pace and wording accordingly.
Listening and probing Kompetencje (50-ramowe): Listen	N4	Big Fifty, 360 Feedback	360-degree feedback	Summarises both the content and the feeling of the other party and probes until the real interest behind the request becomes visible.
integrity and dependability Kompetencje (50-ramowe): Integrity	N4	Big Fifty (Integrity Scale), 360 Feedback, Structured interview	Personality questionnaire	Reports a possible conflict of interest on own initiative and asks for review before a decision is taken.
Directing and steering people Kompetencje (50-ramowe): 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.
Stress tolerance Kompetencje (50-ramowe): Stress resilience	N4	Big Fifty, 15PF, Mental Resilience (4C)	Personality questionnaire	Keeps working in a structured way at peak load, keeps agreements with clients clear and flags early which results are at risk.
Managing boundaries and energy Kompetencje (50-ramowe): Stress resilience	N3	Big Fifty, Pulse Survey, Development Review	Structured interview	Deliberately alternates demanding and lighter tasks, declines extra work with reasons and keeps own diary within the agreed hours.
Safety awareness Kompetencje (50-ramowe): 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.
Improvising within boundaries Kompetencje (50-ramowe): Creativity	N3	Competency Check, 360 Feedback	Situational Judgement Test	Chooses an interim solution within the rules when something fails or an unexpected request arrives, and records afterwards what deviated.

Krótki profil

Dziesięć najważniejszych umiejętności w tym profilu. Pełny profil zawierający wszystkie umiejętności, punkty odniesienia behawioralne i metody oceny znajduje się w pliku do pobrania.

T	Umiejętności	Poziom docelowy	Waga	Knockout	Metoda oceny
V	Conversation management	N4	5	tak	Assessment centre
G	interpersonal sensitivity	N4	5	tak	Personality questionnaire
G	Listening and probing	N4	4	nie	360-degree feedback
V	de-escalating and setting limits	N4	4	tak	Situational Judgement Test
G	integrity and dependability	N4	4	nie	Personality questionnaire
G	Directing and steering people	N4	4	tak	Assessment centre
G	Stress tolerance	N4	4	nie	Personality questionnaire
G	Managing boundaries and energy	N3	4	nie	Structured interview
V	Methodical care process and record keeping	N3	4	nie	Portfolio or evidence
V	Problem analysis	N3	3	nie	Assessment centre

Zobacz wszystkie 25 umiejętności w pełnym profilu

Narzędzia oceny dla tego stanowiska

9 mierzalne konstrukty

Competency Check

Behavioral-Level Competency Assessment

9 mierzalne konstrukty

360 Feedback

Multiple assessments based on behavioral anchors

8 mierzalne konstrukty

Big Fifty

Personality questionnaire, 150 items, 25 factors

6 mierzalne konstrukty

Knowledge test (client-specific)

Professional knowledge test, customized for each client

6 mierzalne konstrukty

Work sample test

Representative work sample under standardized conditions

3 mierzalne konstrukty

Development Review

Structured development interview

2 mierzalne konstrukty

Colour Profile (Jung)

Four color types, linked to Big Fifty factors

2 mierzalne konstrukty

Mental Resilience (4C)

Mental Resilience According to the 4C Model

2 mierzalne konstrukty

Structured interview

Behavioral interview with a fixed structure

1 mierzalne konstrukty

Communication Styles

Preferred communication style

1 mierzalne konstrukty

Conflict Styles

Preferred style in conflict situations

1 mierzalne konstrukty

Big Fifty (Integrity Scale)

1 mierzalne konstrukty

15PF

Personality Profile, a shorter alternative to the Big Fifty

1 mierzalne konstrukty

Pulse Survey

Periodic measurement at the team and organizational levels

1 mierzalne konstrukty

Portfolio

Evaluation of prior work against fixed criteria

1 mierzalne konstrukty