ICR

First-Line Supervisors of Office and Administrative Support Workers :

Directly supervise and coordinate the activities of clerical and administrative support workers.


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About the Job


Indiana Average Salary $52,250.00
Average Time to Fill 27 days
Typical Education Bachelor's Degree
Typical Experience Over 4 years, up to and including 6 years
10 Year Projected Openings (2016-2026) 27,376
10 Year Expected Percentage Change (2016-2026) 3.70 %

For more information on the new projection methodology, visit Hoosiers by the Numbers .

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Skills Profile


Essential (Soft) Skills

Essential Skills to Employers

Resource Allocation
Critical Thinking
Attention to Detail
Decision-making
Written Communication
Organization
Integrity
Information Gathering
Leadership
Oral Communication
Creativity
Professionalism
Following Directions
Time Management
Teamwork
Problem-solving
Conflict Management
Customer Service
Numerical and Arithmetic Application
Technology and Tool Usage

Top Job Duties and Responsibilities

Monitoring and Controlling Resources

Monitor inventories of products or materials
Maintain inventory records
Inventory stock to ensure adequate supplies
Maintain inventory of office equipment or furniture
Control organizational, product, or material inventory
Monitor currency, coin, or checks in cash drawer
Manage material resources
Maintain inventory of office supplies
Manage program or project budgets
Develop operational budgets
Manage organizational or operational finances
Maintain travel expense accounts
Manage inventories or supplies
Purchase office equipment or furniture
Purchase furnishings, artworks, or accessories
Contract meeting facilities
Purchase materials, equipment, or other resources
Order office, administrative, or clerical supplies, materials, and equipment
Requisition stock, materials, supplies or equipment
Disburse organizational funding
Receive payments from others

Making Decisions and Solving Problems

Implement supply chain management processes
Discharge workers using employee dismissal guidelines
Align employee career motives to job performance objectives
Design compensation models
Recommend personnel actions such as promotions, transfers, and dismissals
Implement company or staff policies
Employ statistical process control procedures
Implement employee compensation and benefit plans
Implement employee bargaining agreements
Implement freight shipping or storage procedures
Develop personnel performance objectives
Modify work procedures, processes, or plans to meet situational needs
Solve administrative problems in the workplace
Resolve operational shipping or transportation issues
Appraise personal property or equipment

Judging the Qualities of Things, Services, or People

Evaluate company recruiting needs
Identify employee learning needs
Inspect account books or systems for efficiency, effectiveness, or acceptability
Evaluate office operations
Evaluate contract personnel performance
Evaluate information from employment interviews
Evaluate employee performance
Judge quality of facilities or service
Conduct progress and production reviews
Evaluate technology and communication infrastructure
Forecast consumer behavior
Evaluate equity and debt financing options
Evaluate capital projects
Evaluate ability of applicant
Determine social service program status

Documenting/Recording Information

Record personnel information
Maintain records, reports, or files associated with business operations or analytics
Maintain job descriptions
Maintain equipment service records
Maintain personnel records
Prepare data rights policy
Write administrative procedures services manual
Maintain processes and procedures manual
Maintain file of job openings
Maintain telephone logs
Maintain insurance records
Maintain record of organization expenses
Maintain customer and account records
Maintain accounting journals
Draft employment agreements
Prepare records of customer charges

Thinking Creatively

Develop purchasing policies or procedures
Design talent readiness or succession plans
Integrate job classification structure into human resource management systems
Develop business, financial, or operational policies, procedures, or standards
Develop employee handbook
Develop business or organizational policies, programs, or standards
Establish recruiting procedures
Establish employee performance standards
Design human resource management performance metrics
Design office layout
Generate work template for repetitive tasks

Training and Teaching Others

Identify individual or group learning strategies
Maintain knowledge of formal and informal learning activities
Develop integrated learning environments
Develop training programs
Monitor employee learning or development progress
Orient new employees
Train office, administrative, or clerical personnel
Prepare office, administrative, or clerical based reports and presentations
Develop employee orientation materials
Train others in the use of office, administrative, or clerical equipment

Analyzing Data or Information

Analyze business or organizational operating practices or procedures
Perform SWOT analysis
Employ basic business mathematical formulas
Analyze organizational workflows
Analyze financial data or information
Analyze business, operational, or management reports
Perform market segmentation analysis
Conduct industry or market analysis
Conduct financial or regulatory audits
Review customer records

Guiding, Directing, and Motivating Subordinates

Manage financial activities of the organization
Oversee activities related to dispatching, routing, or tracking transportation vehicles
Set goals for workers or staff
Coordinate operational activities
Delegate administrative support activities
Coordinate production maintenance activities
Assign work to staff or employees
Supervise clerical or administrative personnel
Take responsibility for safety of group
Administer personnel recruitment or hiring activities


Real-Time Job Posting Statistics


Booster Skills & Certifications

Job Seekers possessing booster skills & certifications, such as those listed below, added to core skills are more marketable, harder to find and expensive to hire.

Hard to Fill: Employers find positions requiring these skills to be hard to fill. These skills and certifications make a job seeker more in demand because the skills are not widely available.

Expensive to Fill: Employers find positions requiring these skills to be expensive to fill. Job seekers with these skills and certifications are likely to earn more money.

Skill or Certification Certi - fication Hard to Fill Expensive to Fill
Project Management
Sales Reporting
Merchandising
Shipping and Receiving
Purchasing
SAP



Department of Workforce Development Resources