Online Supervisor Evaluation Form

Supervisors cannot do their jobs unless they can motivate other employees. 

Supervisor evaluations are an important tool  for both managers and employees.  Hub managers can use agent feedback to gain a better understanding of how well supervisory staff are meeting the operational requirements of our unique workplace. Listening to the opinions of the employees that actually do the work is an important way to use their know-how to improve company performance.

For more information about the supervisor review process, see the FAQ sheet below.

Thank you for your participation.
    Please evaluate any supervisor you regularly work with. All submissions will remain completely confidential; we will not share any of your identifying information with anyone.
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​ “Your employees and their attitudes are the differentiating competitive edge you have. Having employees that want to do a good job is invaluable.

If you want to be the leader, then you have to appreciate and respect your employees. One way to show them that is to get off your ass, go to their office—which might be a cockpit—and say hello and thank you."
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-Gordon Bethune
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"The thousands of people who work here are the key ingredient determining our success.

​ We must create and sustain a respectful dialog about our common goals - an ongoing conversation among ourselves. We cannot do this apart."

-Oscar Munoz

Why are Supervisor Evaluations important?

Earning the trust and respect of the front line workers is a critical component of maintaining a work environment that fully empowers workers to perform at their highest possible level. Your reviews will help provide valuable insights into how well management decisions are being received by fleet service workers, help identify areas where there is room for improvement, and to help recognize excellent leadership among the supervisor work group when it exists. 

How are evaluations used?

Starting in 2016, Local 811 leadership will study the supervisor evaluations and use the results to help shape key areas of focus for the upcoming quarter. Once tabulated, the results will be retained and tracked over time, so that Local 811 leadership can spot trends and changes. This will allow our officers to better understand the management landscape at IAH. In some cases, supervisor evaluations will be communicated to Hub Managers so that the data can be factored into advancement, training and salary decisions. Evaluations collected before January 2016 will be used to judge the quality of the Local 811 Supervisor Evaluation program as well. Poorly performing supervisors will not be called out publicly. 

Are the evaluations anonymous?

Yes. All supervisor evaluations are completely anonymous. We ask for respondents to provide their name and email in order to help us determine how many agents are participating in the overall study, but we will never share this information with anyone. Keeping the evaluations anonymous helps to prevent retaliation by supervisors that have failed to earn good reviews, and also prevents attempts by agents to "get on the good side" of supervisors.

Will supervisors be able to see their evaluations?

In some cases, specific results may be shared with management in order to improve working conditions at IAH. However, under no circumstances will any potentially identifying information be shared with anyone. Neither supervisors nor Hub Managers will be allowed to see any evaluations directly. Local 811 leadership will decide whether or not to inform supervisors that they have received an evaluation of their job performance, or if the results have been shared with Hub Managers, on a case by case basis. 

Can I change or update my evaluation?

Yes. In order to update an evaluation that you submitted for a specific supervisor, just fill out a new form. The old evaluation will be discarded and the newer one will replace it. On March 1st, 2016, all first quarter evaluations will be "locked in," and tabulated into the records. Then, the program will start over for the new quarter. Keeping quarterly records will allow us to track changes in performance over time.

Will the results be made public?

No, because while many supervisors will get glowing reviews from agents, there will be some that do not. We do not want to showcase these under performing supervisors. We will, however, work with Hub managers to recognize those supervisors that have worked hard to build healthy relationships between the workers and managers.

The Local 811 Grievance Committee

The members of the Local 811 Grievance Committee want to make sure that you are treated fairly at work, and that you receive all the respect and safe working conditions that you are entitled to. Although we cannot guarantee any particular outcome, we will do our best when responding to your concerns.

Please visit the Grievance Committee page for more information.
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