<![CDATA[This study analyzes supervision by the Head of Division in an effort to improve employee performance in the Traffic Division of the Majalengka Regency Transportation Office, identifies implementation barriers, and explains the corrective measures undertaken. A descriptive method with a quantitative approach supported by qualitative data was applied. All 67 employees in the Traffic Division were included as respondents using total sampling. Data were collected through questionnaires, a structured interview with the Head of Division, non-participant observation, documentation, and literature review. Questionnaire data were analyzed using percentages, while interview and observation results were used to interpret the findings. The average score for supervision was 69.55%, categorized as moderately good. Direct supervision reached 66.67%, while indirect supervision reached 73.88%. Employee performance averaged 72.57%, also categorized as moderately good; work quality reached 75.38%, quantity 70.90%, reliability 73.13%, and attitude 70.90%. The main constraints were the supervisor's limited time and differences in employees' ability to understand instructions and communicate reports. Corrective efforts included delegation of authority, supervision scheduling, communication training, and opportunities for further education. The findings underline the need for balanced supervision combining field observation, reporting, feedback, and employee development. The relationship between supervision and performance is interpreted descriptively rather than causally because no inferential test was conducted.]]>
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