"I take my leadership responsibilities very seriously, and employee supervision is a part of the job. I lead by example and try to be aware of problems long before they become big. I strongly believe in treating people fairly, pleasantly, and respectfully. I am not afraid to do or kindly say the uncomfortable thing. I am not a pushover. I am available to my staff to answer questions and address things promptly."

"I follow my employer's policies and procedures regarding an employee's review schedule. I also have my own policies and procedures that outline performance expectations so my team is clear about what is expected of them. I like to give regular and consistent feedback, document performance issues, and take corrective action immediately. The action plan must be agreed upon and signed by my staff member and myself to make it valid. If the staff member continues to perform poorly, I have another meeting with them and a member of human resources as a witness."

I take employee reviews seriously and I am sure to have them done on time for the employee. My approach includes making sure that I have recognized and commented on things that the employee does well and not only the negative things or things that need improvement. I also believe that if there is something negative or something on the review that needs a corrective plan of action that it is something I have discussed with the employee before. Sometimes employees are not aware of things they are doing wrong and I do not believe they should be blindsided by it on the employee review. I typically will have already talked to an employee about something that needs improvement so we can establish a corrective plan of action during the employee review if it is still an issue.