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Blue-Collar Worker Supervisors

(A list of D.O.T.  codes is available on request.  See page 468.)

Nature of the Work

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.

Working Conditions

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.

Employment

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.

Training, Other Qualifications, and Advancement

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.

Job Outlook

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.

Earnings

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.

Related Occupations

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.

Sources of Additional Information

   For information on educational programs for blue-collar worker
supervisors, contact:

   American Management Association, 135 West 50th St., New York, NY
10020.

   National Management Association, 2210 Arbor Blvd., Dayton, OH 45439.

   American Institute of Constructors, 9887 North Gandy St., St.
Petersburg, FL 33702.


Food Processing Occupations

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