With the Caliper’s Advisor Competency Report for Mid-Level Manager, you will gain a concise and accurate picture of a candidate’s strengths, limitations and overall potential for the job.

The product includes:

  • An elaborate report that helps with both selection and development
  • A detailed analysis of the individual’s strengths and possible development areas
  • Descriptions of potential competencies and representative behaviours in easy to understand terms
  • A phone consultation with a consultant to explain the report’s results and its implications (accreditation in Caliper also available to allow in-house interpretation and debriefing)
  • Behavioural-based interview questions to ask candidates based on assessment results in recruitment reports
  • Managing for Success suggestions, which include coaching recommendations and tips for working with the individual
  • A Function-Fit index and/or Caliper Consultant’s recommendation can be included

Mid-Level Managers oversee and are accountable for achieving results with teams, departments, or other organisational divisions. They work within the larger organisation to guarantee employee and process effectiveness by keeping track of performance or other key metrics. They predominantly achieve results through others; they set clear expectations, motivate employees to meet those expectations, provide coaching and development, and ensure appropriate staffing and allocation.

Examples of Mid-Level Manager Positions in India are:
Department Manager, Branch Manager, Division Director, Marketing Director, VP of Operations, Center Manager, Operations Manager, Department Head, Program Manager.


Driving Results – Mid-Level Managers motivate individuals to achieve and exceed goals by establishing responsibilities, clarifying performance expectations, driving employees to meet high standards and measures, monitoring and commenting on performance, and providing timely and constructive feedback.

Fact-Based Management – They view the organisation as an open system, gather information from multiple sources, come to conclusions, and make sound decisions based on reliable evidence.

Coaching and Developing Others – Mid-Level Managers invest time, and are committed, to directing reports and providing processes and opportunities for employees to understand their strengths and limitations in relation to a range of high-quality and relevant competencies.

Leadership Communication – They generate a shared commitment to the organisation, build morale, and encourage ownership of mission, goals, and values among employees.

Process Management – Mid-Level Managers take a systematic approach in trying to make the company’s workflow more effective, efficient, and capable of adapting to a dynamic work environment.

Organisational Savvy – They gather and accurately gauge information related to the organisation’s formal and informal communication channels and drive relationships.

Delegating – Mid-Level Managers display strong awareness of when, how, and whom to delegate and will clearly state objectives, tasks, long-term benefits, and expectations for outcomes in order to encourage employees to take greater responsibility.

Team Building – They allow and encourage group members to work together to complete tasks and accomplish goals that individual members could not succeed in doing alone.

Decisiveness – Mid-Level Managers are inclined to take calculated risks by making decisions and taking action, even when information is lacking.

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