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Supervisor / Team Assessment Tools

About Assessment Tools

Why Assessment Tools

The Laboratory encourages employees to continuously learn and develop professional skills. Best practice research consistently indicates feedback through assessment tools and discussions can help clarify strengths and areas for further development for leaders and teams.

About the Tools

BLI offers three assessment tools. Each provides an assessment summary report that can be followed by discussion and/or development activities tailored to an individual’s or team's needs. See below for details on each assessment. Your HR Division Partner or a BLI representative can help you select the best tool and design a process to address the needs of you and/or your team.

Available Assessment Tools

Supporting Resource

Supervisor and Team Lead Self Assessment


The Supervisor and Team Lead Self Assessment helps you compare your skills as a supervisor or team lead to 30 well-researched best practices for leading successful research and operations teams. After completing the self assessment, you are provided with a Self Assessment Report, a Development Guide and a Development Resources List to help you create development goals and to identify a few activities to achieve those goals.

This self assessment was created by BLI in response to requests from supervisors for development options and in response to the 2013 Team Self Assessment Survey. Survey results indicated research and operations teams are not performing as well as they would like, particularly in the areas of communication and creativity/innovation. Full results of the team survey can be found here.

The self assessment will take about 10 minutes to complete, and there is no cost to do so. Your responses will be collected anonymously and identified only by division. A division aggregate report will be available to Division Directors for their use in supporting Division-wide development activities. Only you will have access to your individual responses in your self assessment report.

Who Will Benefit from This Assessment

  • First-line research and operations supervisors who are already leading teams and who are responsible for annual performance reviews.
  • Team leads (not responsible for annual performance reviews) who are providing day-to-day work guidance to research or operations teams, especially when the teams are diverse (composed of people from different disciplines, functional areas, divisions and/or organizations).
  • Individuals who would like to be a team lead or supervisor in the future and want to create a baseline assessment of current skills for comparison with the knowledge, skills and experiences required for success as a supervisor or team lead.
  • Division Directors who would like to gain a division-wide understanding of supervisor and team lead development needs and identify activities that might address a systemic need of the Division.

Focus of assessment

Rate your current skill level against 30 best practices that are aligned with 10 critical areas:

  • Supervisor/team lead communication
  • Creativity/innovation
  • Decision making
  • Working planning
  • Goal setting
  • Progress monitoring
  • Fairness and respect
  • Team communication
  • Coaching and development
  • Operational knowledge

Potential Uses

  • Reflect on Your Report and Create Development Goals: Review your report, either on your own or with your Senior HR Division Partner, and identify your strengths and development areas. Use the accompanying Development Guide to create development goals and the Development Resources List to identify development activities to help you achieve your goals.
  • Support Career Development: Include your development goals in your career plan using the more extensive Berkeley Lab career development planning tool that can be found on the Performance Management pages of the Human Resources website.
  • Ask for Feedback: Solicit feedback from your supervisor on your strengths and areas for development in comparison to the 30 best practices. For example, after completing the self assessment, take a copy of your report to a meeting with your supervisor and discuss your results.
  • Engage Your Team: Ask your team to identify your strengths and areas for development in relation to the 30 best practices. Conduct a team discussion on what they need from you.

How to Access this Assessment

To complete the supervisor assessment, go to the Supervisor and Team Lead Self Assessment located on Google Drive. (You will need to be on the Lab network to access it or will need to VPN to the Lab domain from off site.) More directions are provided inside the assessment.

Team Self Assessment


In the fall of 2013, BLI developed and conducted a Team Self Assessment Survey. The survey asked 35 Berkeley Lab research and operations teams to compare their team’s practices to 21 well-established best practices of highly creative and productive teams. Results indicated Berkeley Lab teams were not performing as well as they would like in some areas critical to their success. Full results of the survey can be found here.

The survey is now available as an online tool, the Team Self Assessment, so individual teams can assess their own strengths and areas for improvement in comparison to the 21 best practices. The assessment can be completed using the online tool for confidential feedback or through a team open discussion.

The self assessment is accompanied by a worksheet that helps clarify which practices the team should focus on to improve its effectiveness in planning, coordinating, and communicating. The Development Resources List is available to provide ideas for tailored development activities for the team and/or individuals, depending upon needs.

The self assessment will take about 10 minutes to complete, and there is no cost to do so.

Who Will Benefit from This Assessment

  • Research or Operations teams that would like to assess and discuss their current practices and identify specific areas in which they can be more effective.
  • Any team composed of people from different disciplines, functional areas, divisions, and/or in different locations that needs to plan, coordinate and/or communicate more effectively.
  • New teams that are forming and would benefit from considering the 21 best practices as guidance for establishing how their new team will plan, coordinate and communicate its work.
  • Individual team members who want to identify personal development goals that support the needs of the team and strengthen his/her role on the team.

Potential Uses

For supervisors or team leads

  • Assess your team. Review the 21 best practices, and determine which ones should be a priority for improvement. Assess what you can do as the supervisor or team lead to enable those improvements.
  • Discuss as a team.  Ask the team to review the 21 best practices and share their thoughts on priority practices for improvement. Compare their assessments with your own.
  • Ask for feedback on your team from a senior leader. Ask your manager (or senior leader in your Division) for feedback on his/her perceptions of how well your team is doing in comparison to the 21 best practices. Identify a few areas for improvement to ensure the team is aligned and meets the broader scientific or operational objectives of the department/program, Division or Laboratory.

For team members

  • Assess your team. Review the 21 best practices, and determine which of the practices should be a priority for improvement. Assess what you can do as the team member to enable those improvements. Discuss your findings/thoughts with your supervisor or team lead and/or other team members.

Available Support

A BLI specialist and/or your HR Division Partner are available to facilitate a team discussion on the 21 best practices, if needed.

How to Access This Assessment

To complete the assessment, go to the Team Self Assessment located on Google Drive. (You will need to be on the Lab network to access it or will need to VPN to the Lab domain from off site.) More directions for use are provided inside the assessment.

360° Review


The Berkeley Lab 360° Review was created to support the professional development of Laboratory leaders. The review examines a number of leadership capabilities that senior leaders have identified as critical for success at the Laboratory. The review process – the 360° Review and 1-on-1 coaching – offers insights into how participants are perceived by managers, peers and colleagues, direct reports, and others. This leadership assessment opportunity is part of the Laboratory’s effort to support leaders with their ongoing development needs.

A 360° Review is strictly a development tool that helps participants make decisions on professional training and development. Its purpose is different than the annual performance review where managers critique accomplishments and performance in relation to established objectives and goals for the year.

The Berkeley Lab  360° Review was specifically designed for two Laboratory programs: 

  • 360° Review and Coaching for Managers. Each year 100 scientific, engineering and operations managers are selected to go through the review and 1-on-1 coaching process.
  • Leadership Development Program for Emerging Leaders. Managers go through the 360° Review and 1-on-1 coaching process as part of the year-long emerging leader program.

The 360° Review is coordinated by the Berkeley Lab Learning Institute and administered by an external firm, MOR Associates, to ensure confidentiality.  Only the manager and assigned coach will see the manager’s report.

Focus of 360° Review

The review gathers feedback related to 16 competency areas that Laboratory senior leaders have identified as being critical to leadership success at Berkeley Lab over the next five to ten years.

The competencies areas are:

Strategic Orientation
Setting Goals
Decision Making
Achieving Results
Political Savvy
Organizational Savvy
Respecting Others
Developing Others
Self Awareness

Each competency area includes up to three specific qualities that define success for that area. Managers are rated on each quality and receive a report that summarizes the ratings and narrative feedback in relation to each quality and competency area.

Who Will Benefit

All levels of supervisors and managers with three or more direct reports, and who have been in their current position for one year or more, will benefit from participating in this leadership assessment process. Scientific, engineering, and operations managers who have gone through this process in previous years have consistently indicated the value of receiving feedback on how others perceive them as a leader. It is recommended that managers go through this kind of individual leadership assessment at least once every five years.

If you are a manager and would like to go through the process, please contact your Senior HR Division Partner and/or your division leadership to express your interest in participating.

Potential Uses

Below are just a few ways that managers have used the information learned from the 360° Review process:

  • Increased self awareness about impact on others
  • Discussed selected results with team to gain more clarity on how to be more effective as a leader in helping them
  • Discussed development needs and goals with manager.

Team Role Assessment


Since Ernest Orlando Lawrence opened his “Rad Lab” in 1931, interdisciplinary teamwork has been the cornerstone of discovery at Berkeley Lab. The Team Dimensions Profile helps you understand your most natural role on a team, learn about the value that other team members bring, and explore how to make the most of each team member’s natural talents.  This online instrument takes about 10 minutes to complete.  Results are compiled into a personal, printable profile and report, available immediately after completion. 

Focus of the Assessment

The Team Dimension Profile identifies the key roles that you and other team members tend to play on a team:

  • Creator: Generates original concepts, goes beyond the obvious, and sees the big picture. Hands off tasks to an Advancer.
  • Advancer: Recognizes new opportunities, develops ways to promote ideas, and moves toward implementation. Hands off tasks to a Refiner.
  • Refiner: Challenges and analyzes ideas to detect potential problems; may hand plans back to an Advancer or Creator before handing off tasks to an Executor.
  • Executor: Lays the groundwork for implementation, manages the details, and moves the process to completion.

Potential Uses

  • Individuals: to capitalize on your strengths so you can help improve overall team function and performance.
  • Supervisors or team leads: to better understand each employee’s unique talents.
  • Leaders and members of new teams: to learn about each other and develop a plan to work together.
  • Leaders and members of existing teams: to better divide tasks and identify ways of working together.

How to Access this Assessment

  • Contact your supervisor to obtain approval. Ask for a project ID and activity ID. The cost of each assessment is $39.25.
  • Contact your local administrative assistant or resource analyst to determine the procurement process for your division.
  • Your division PCard administrator can order the Team Dimensions Profile online here.
  • Ask your PCard administrator to forward the email containing the assessment link and access code once the order is processed.