☛ What is your management style? What is your training/mentoring style?

☛ Are you a big-picture manager or a micro-manager? Do you have trouble delegating authority?

☛ What methods do you use to communicate to your staffers?

☛ Have you led projects, task forces, committees, or a change management program?

☛ Have you been involved in a high-stakes conflict?

☛ What would you do your first week or month on the job?

☛ What qualities are responsible for your success?

☛ Some of your colleagues also applied for this supervisory job and might resent you if we select you to supervise them. How would you deal with that? Or the staff might resent an outsider brought in to supervise them. How would you deal with

☛ that?

☛ How do you reward good performers and deal with poor performers or problem performers?

☛ How would you deal with an employee who wasn’t measuring up? You would have to make some tough calls here in the future on disciplinary problems.

☛ Are you up to the task?

☛ What would you do if one of your employees wasn’t measuring up? We are going to have to make some tough calls here in the future on disciplinary problems. Are you up to the task?

☛ How have you helped your organization implement the President’s Management Agenda? Which metrics have you helped your organization improve and how?

☛ Have you, for example, helped your organization improve its ratings on the Office of Management and Budget’s Program Rating Tool (PART), or improved your agency’s internal controls, information security, or financial reporting?

☛ What have you done to improve efficiency within your organization? Have you, for example, automated processes or moved any responsibilities to a shared service provider?

☛ Describe your experience responding to reviews from the Inspector General, the Government Accountability Office, the Office of Management and Budget, watchdog groups, or the media?