For the millions of workers who assemble manufactured goods, service electronics equipment, build office buildings, load trucks, or perform thousands of other activities, a blue-collar worker supervisor is the boss. These supervisors ensure that workers, equipment, and materials are used properly and efficiently to maximize productivity. They are often responsible for very expensive and complex equipment or systems. Supervisors make sure machinery is set up correctly and schedule or perform repairs and maintenance work. Supervisors create work schedules, keep production and employee records, monitor employees and ensure that work is done correctly and on time. They organize the workers' activities and make any necessary adjustments to ensure that work continues uninterrupted. Supervisors also train new workers and ensure the existence of a safe working environment.
Blue-collar worker supervisors may have other titles, such as first-line supervisors, foremen, or forewomen. In the textile industry, they may be referred to as second hands; on ships they may be called boatswains. In the construction industry, they can be referred to as superintendents, crew chiefs or foremen/forewomen depending upon the type and size of their employer. Toolpushers or gang pushers are the common terms used to describe blue-collar supervisors in the oil drilling business.
Regardless of industry setting or job title, a supervisor's primary responsibility is to ensure that the work gets done. The way supervisors accomplish this task is changing in some organizations. In companies that have restructured their operations for maximum efficiency, supervisors use computers to schedule work flow, monitor the quality of their workers' output, keep track of materials used, update their inventory control system, and perform other supervisory tasks. New management philosophies emphasize fewer levels of management and greater employee power and decision making. In the past, supervisors used their power and authority to direct the efforts of their subordinates; increasingly, supervisors are assuming the role of a facilitator for groups of workers, aiding in group decision making and conflict resolution.
Blue-collar worker supervisors have many interpersonal tasks related to their job as well. They inform workers about company plans and policies; recommend good performers for wage increases, awards, or promotions; and deal with poor performers by outlining expectations, counseling workers in proper methods, issuing warnings, or recommending disciplinary action. They also meet on a regular basis with their managers, reporting any problems and discussing possible solutions. Supervisors also meet among themselves to discuss goals, company operations, and performance. In companies with labor unions, supervisors must follow all provisions of labor-management contracts.
Supervisors teach employees safe work practices and enforce safety regulations.
Many blue-collar worker supervisors work in a shop environment. They may be on their feet much of the time overseeing the work of subordinates and may be subjected to the noise and grime of machinery. Other supervisors, such as those in construction and oil exploration and production, may work outdoors and are subject to all kinds of weather conditions.
Supervisors may be on the job before other workers arrive and stay after they leave. Some supervisors work in plants that operate around the clock and may work any one of three shifts as well as on weekends and holidays. In some cases, supervisors work all three shifts on a rotating basis; in others, shift assignments are made on the basis of seniority.
Blue-collar worker supervisors held about 1,757,000 jobs in 1992. Although salaried supervisors are found in almost all industries, 4 of every 10 worked in manufacturing supervising the production of industrial machinery, motor vehicles, appliances, and thousands of other products. One of every 8 worked in the construction industry and 1 of every 9 worked in wholesale and retail trade establishments. Others were employed in public utilities, repair shops, transportation, and government agencies. Employment is distributed in much the same way as the population, and jobs are located in all cities and towns.
When choosing supervisors, employers generally look for experience, job knowledge, organizational skills, and leadership qualities. Employers emphasize the ability to motivate employees, maintain high morale and command respect. In addition, employers desire well rounded applicants who are able to deal with different situations and different types of people. Communication and interpersonal skills are extremely important to most employers.
Although completion of high school is often the minimum educational requirement for supervisors, and many supervisors still rise through the ranks, employers are increasingly hiring college graduates with technical degrees. While work experience creates the advantage of knowing how jobs should be done and what problems may arise, individuals without advanced education need further technical and administrative training. Large companies generally offer better opportunities than smaller companies for promotion to blue-collar worker supervisory positions.
In high-technology industries, such as aerospace and electronics, employers require a bachelors degree or technical school background. Employers in the manufacturing sector generally prefer a background in engineering, mathematics, science, business administration, or industrial relations.
In most manufacturing companies, a business or engineering master's degree or in-house training is needed to advance to jobs such as department head or production manager. Supervisors in the construction industry may use the experience and skills they gain to become contractors, although a degree in construction management or engineering is required for advancement to project manager, operations manager, or general superintendent. Supervisors in repair shops may open their own business.
Employment of blue-collar worker supervisors is expected to grow more slowly than the average for all occupations through the year 2005. However, many openings will arise from the need to replace workers who transfer to other occupations or leave the labor force.
Job prospects vary by industry. In manufacturing, employment of supervisors is expected to decline slightly as the trend continues for supervisors to supervise more workers. This reflects the increasing use of computers to meet supervisory responsibilities such as scheduling, as well as the effects of worker empowerment programs that relieve supervisors of some of the more time-consuming tasks. In construction and most other nonmanufacturing industries, employment of blue-collar worker supervisors is expected to rise along with the employment of the workers they supervise.
Because of their skill and seniority, blue-collar worker supervisors often are protected from layoffs during a recession. However, some in the highly cyclical construction industry may be laid off when construction activity declines.
Median weekly earnings for blue-collar worker supervisors were about $590 in 1992. The middle 50 percent earned between $434 and $790. The lowest 10 percent earned less than $323, and the highest 10 percent earned over $1,010. Most supervisors earn significantly more than their subordinates. While most blue-collar workers are paid by the hour, most supervisors receive an annual salary. Some supervisors receive extra pay when they work overtime.
Other workers with supervisory duties include those who supervise professional, technical, sales, clerical, and service workers. Some of these are retail store or department managers, sales managers, clerical supervisors, bank officers, head tellers, hotel managers, postmasters, head cooks, head nurses, and surveyors.
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Reprinted with Permission of U. S. Department of Labor