Below are some selected NVQ Level 4 Construction Site Supervision questions and answers.
Learning outcome 1 : Develop, maintain and encourage working relationships to promote goodwill and trust.
1.3 Explain the methods and techniques used and personal attributes required to encourage and maintain working relationships that promote goodwill and trust and with relevant people.
Regular meetings take place to ensure all workers have an opportunity to raise any concerns in relation to the programme or work activities. Treat all workers fairly and encourage them to discuss any issues. It is important to communicate with operatives to make sure that they fully understand what is required by asking questions. Lead by example.
1.4 Explain the principles of equality and diversity and how to apply them when working and communicating with others.
Treat Everybody fairly and with respect. Give the same opportunities to everyone. This might include the provision of access to courses, training and overtime. Promote equality and an environment where everyone has the opportunity to fulfil their potential. Eliminate prejudice and discrimination, and promote diversity that recognises the individual and their needs.
Learning outcome 2: Inform relevant people about work activities in an appropriate level of detail, with the appropriate level of urgency.
2.2 Explain the different methods and techniques used to inform relevant people about work activities.
Verbal communication with team members giving them instructions regarding the work. Written communications through specification sheets and method statement work activities discussed at team meetings. A start right meeting takes place every morning before starting the work. All workers attend to discuss progress and changes to the environment or program.
2.3 Explain the effects of not informing relevant people with the expected level of urgency.
If the relevant people are not informed quickly about things like delays to the work as an example, this could result in different trades being held up, slowing down the overall completion of work and possibly result in fines being incurred. It is important to pass on this information promptly so that measures can be put in place to compensate.
2.4 Explain the different types of work activity-related information and to what level of detail the following people would expect to receive.
- colleagues – need to know what type of work is being undertaken, rams, induction
- employers – need the same information as contractors but will require more detail
- customers – will want to know how long the work will take and its cost
- contractors – would expect to receive direct instruction through verbal or written job specification
- suppliers of products and services – will require accurate details regarding materials, tools, equipment etc
- other people affected by the work/project – could be neighbours, occupants of buildings, etc. They will need to be informed about the work that is taking place, plant movement, as well as possible obstruction and disruptions to services.
Learning outcome 3: Offer advice and help to relevant people about work activities and encourage questions / requests for clarification and comments .
3.2 Explain the techniques of encouraging questions and/or requests for clarification and comments.
Regular contact is kept with team members either by phone or in person. Ask them regularly if they need any help or information. Whey they are given tasks, check that they have fully understood what is required before work starts. Ask people to fill stop and go cards to encourage them to take notes about what is happening on site and to identify health and safety issues on site.
3.3 Explain the different ways of offering advice and help to different people about work activities, in relation to – progress, results, achievements, occupational problems, occupational opportunities, health and safety requirements, co-ordinated work
All team members and managers are kept informed about progress; this is usually communicated at team meetings or sometimes directly to individuals.
Results and achievements are again discussed at team meetings, not only after work has taken place and results are seen. This is acknowledged and communicated to line management. Any problems that may arise must be discussed as soon as they occur with all those that are affected. This may be discussed individually or at team meetings. Health & Safety issues are covered at site induction, safe start meetings and tool box talks or as when the need arrives, for example: if a change on site leads to new hazards. There are site safety signs displayed and posters in the canteen and welfare facilities regarding various topics such as manual handling. All operatives are encouraged to raise any concerns relating to Health & Safety. This can be either directly to their supervisor, line manager or through a suggestion box in the office. All details relating to the coordination of the work are available on the work scheme.
Learning outcome 4: Clarify proposals with relevant people and discuss alternative suggestions.
4.2 Explain the methods of clarifying alternative proposals with relevant people.
Professional discussion with relevant individuals. Check that they fully understood what has been said by asking them to reiterate what has been proposed and encourage them to ask questions or seek additional information. This will ensure they fully understand proposals of a complex nature. This should be put into writing so that it can be referred to when needed.
4.3 Explain the methods of suggesting alternative proposals.
If alternative proposals are suggested by team members, they should be encouraged to explain their reasoning. This might take place on an individual basis or at team meetings. Any alternative proposal and reasoning behind them should be discussed with management and supervisors.
Learning outcome 5: Resolve differences of opinion in ways that minimise offence and maintain goodwill, trust and respect.
5.2 Explain the methods and techniques used to resolve differences of opinion in ways which minimise offence and maintain goodwill, trust and respect.
It is sometimes tricky to resolve differences of opinion as it might sometimes lead to offence. To resolve differences, it is imperative to hear both sides of the story, to be objective and fair. Wherever possible sit down with those affected and discuss the issues in a calm and mature manner. A good site manager should also be able to instruct, process, clarify and resolve differences of opinion using established site communication processes and procedures.