A district supervisor is responsible for providing management and oversight of service staff within a specific geographic area. This role has three primary responsibilities: manage staff, provide training, and resolve conflicts. This is not a sales-related position, but is instead one that focuses on the level of service being provided by staff working in the district.
The qualifications required to become a supervisor varies widely by industry. In most cases, the candidate is promoted from within, after completing many years of working experience. Typically, the candidate is promoted to local supervisor first, and then is eligible to apply for positions as a district supervisor. This type of career growth takes time and requires consistently high quality performance.
The primary responsibility of a supervisor is to manage his or her staff. Depending on the size on the company, there may be local supervisors or perhaps all the field staff report directly to the district supervisor. It is the responsibility of the supervisor to follow up with staff, reinforce policy, monitor performance, and provide support.
In addition to managing existing staff, the supervisor often has full human resources management responsibilities. This will include hiring, termination, discipline, and recruitment. The supervisor is responsible for setting the standards, working with staff to increase their skills, and encouraging career development.
In every discipline, there is change. These changes can include technology developments, new techniques, and research that disproved old methods of doing things. The district supervisor is responsible for arranging staff training to ensure everyone keeps skills up to date and continues to learn.
Conflict resolution is an important part of being a district supervisor. Staff will escalate issues that cannot be resolved through normal channels, and clients will approach the supervisor with issues. Excellent listening and communication skills are critical to success in this aspect of the role.
Supervisors are often required to work long hours and be available outside standard hours to resolve issues. At this level, he or she is typically paid a flat salary, but performance bonuses may be included. Merit or performance-based pay structure helps to keep staff motivated and working to their potential. The person in this role usually reports to the regional manager or may be a member of the senior management team, depending on the size of the firm. People who enjoy this type of work are naturally assertive, problem solvers, and have a high energy level.
