Supervisor competencies framework
| Competency dimension | Description | Competencies |
|---|---|---|
| Comprehensive knowledge and skills | Demonstrates deep and broad knowledge of mining operations, systems and safety, enabling informed, responsive and proactive decision-making | Broad knowledge of site, systems, compliance, logistics |
| Technical, operational and industry-specific expertise | ||
| Tacit knowledge from hands-on experience | ||
| Safety and risk awareness, including psychosocial risks | ||
| Understanding of critical controls and inherent hazards | ||
| Detail-oriented, intuitive and observant | ||
| Responsive and solutions-focused | ||
| Makes sound, in-the-moment decisions | ||
| Administrative and digital competence | ||
| Situational awareness | ||
| Embodied and accountable leadership | Leads by example through visible, values-driven actions that reinforce safety, standards and a strong work ethic | Consistently models high standards |
| Visible, present and actively engaged | ||
| Calm under pressure; stress-tolerant | ||
| Passionate and committed to the industry | ||
| Offers hands-on support | ||
| Prioritizes safety and learning through action | ||
| Empathetic, reflective and ethical conduct | Conducts themselves with empathy, integrity and emotional intelligence, fostering trust, inclusion and psychological safety | Empathetic and emotionally attuned |
| Values and mentors others | ||
| Models inclusive, respectful interactions | ||
| Trustworthy, honest and steady under pressure | ||
| Builds crew confidence without micromanaging | ||
| Encourages autonomy while offering guidance | ||
| Professional humility | ||
| Reflective and self-aware | ||
| Emotionally regulated | ||
| Facilitator of collective growth and capability | Builds team capability through reflective practice, coaching and a culture of continuous learning and shared success | Models and facilitates reflective practice |
| Self-directed learner | ||
| Promotes learning from mistakes | ||
| Encourages knowledge sharing and feedback | ||
| Builds confidence in novice operators | ||
| Sets realistic goals and provides encouragement | ||
| Identifies teachable moments and evaluates work | ||
| Merges technical, interpersonal and tacit knowledge | ||
| Adaptive and approachable communicator | Communicates clearly, listens actively and fosters open, multidirectional dialogue across all levels of the organisation | Active listening and clear communication |
| Approachable and open to feedback | ||
| Enables two-way conversations | ||
| Skilled in navigating difficult conversations | ||
| Systems, processes, and culture | Delivers high-quality supervision within a supportive system and culture that prioritises health, safe production, learning and growth | Operates effectively within a supportive workplace culture |
| Leverages systems that promote health, safety, production and learning | ||
| Advocates for structural and cultural enablers of quality supervision | ||
| Aligns supervisory practices with organizational values and goals |
| Competency dimension | Description | Competencies |
|---|---|---|
| Comprehensive knowledge and skills | Demonstrates deep and broad knowledge of mining operations, systems and safety, enabling informed, responsive and proactive decision-making | Broad knowledge of site, systems, compliance, logistics |
| Technical, operational and industry-specific expertise | ||
| Tacit knowledge from hands-on experience | ||
| Safety and risk awareness, including psychosocial risks | ||
| Understanding of critical controls and inherent hazards | ||
| Detail-oriented, intuitive and observant | ||
| Responsive and solutions-focused | ||
| Makes sound, in-the-moment decisions | ||
| Administrative and digital competence | ||
| Situational awareness | ||
| Embodied and accountable leadership | Leads by example through visible, values-driven actions that reinforce safety, standards and a strong work ethic | Consistently models high standards |
| Visible, present and actively engaged | ||
| Calm under pressure; stress-tolerant | ||
| Passionate and committed to the industry | ||
| Offers hands-on support | ||
| Prioritizes safety and learning through action | ||
| Empathetic, reflective and ethical conduct | Conducts themselves with empathy, integrity and emotional intelligence, fostering trust, inclusion and psychological safety | Empathetic and emotionally attuned |
| Values and mentors others | ||
| Models inclusive, respectful interactions | ||
| Trustworthy, honest and steady under pressure | ||
| Builds crew confidence without micromanaging | ||
| Encourages autonomy while offering guidance | ||
| Professional humility | ||
| Reflective and self-aware | ||
| Emotionally regulated | ||
| Facilitator of collective growth and capability | Builds team capability through reflective practice, coaching and a culture of continuous learning and shared success | Models and facilitates reflective practice |
| Self-directed learner | ||
| Promotes learning from mistakes | ||
| Encourages knowledge sharing and feedback | ||
| Builds confidence in novice operators | ||
| Sets realistic goals and provides encouragement | ||
| Identifies teachable moments and evaluates work | ||
| Merges technical, interpersonal and tacit knowledge | ||
| Adaptive and approachable communicator | Communicates clearly, listens actively and fosters open, multidirectional dialogue across all levels of the organisation | Active listening and clear communication |
| Approachable and open to feedback | ||
| Enables two-way conversations | ||
| Skilled in navigating difficult conversations | ||
| Systems, processes, and culture | Delivers high-quality supervision within a supportive system and culture that prioritises health, safe production, learning and growth | Operates effectively within a supportive workplace culture |
| Leverages systems that promote health, safety, production and learning | ||
| Advocates for structural and cultural enablers of quality supervision | ||
| Aligns supervisory practices with organizational values and goals |
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