10.3 Supervisor Identification/Responsibilities - Identifying exactly who is a supervisor is a persistently difficult job since titles are not always helpful; however, recognition of who has the authority to act for the University in personnel policies and procedures and who should be identified as being a supervisor according to the FLSA is a crucial factor. In some instances, University positions with professional and administrative titles have supervisory responsibilities while other positions with a "supervisor" title are not responsible for or designated to act in a supervisory capacity. Additionally, some supervisory jobs may be nonexempt positions, such as "working supervisors/foremen" jobs, and be in the University Staff employee group. Because of these difficulties and of the critical nature of supervisory responsibilities under the FLSA as well as the need for employees to be clear as to who is a supervisor empowered to act for the University in personnel policies and procedures, this definition of a supervisor is established.
Generally, a supervisor is a regular University employee who is designated, authorized, and accountable to act for the University to carry out those duties and responsibilities described for the "supervisor" in the Personnel Policies and Procedures Manual. The supervisor is one who is required to regularly use independent judgement and be directly involved in decisions to interview, hire, promote, or terminate an employee; to initiate/approve personnel action forms (PAF's); approve work schedules, leave/absences and travel; assign and review work for quality and compliance; develop performance standards and periodically review individual performance and prepare reports; initiate disciplinary action; provide technical/administrative assistance and counsel; identify training/development needs and provide/arrange to meet these needs; account for and report hours worked for nonexempt employees; and, provide personal counsel and hear complaints.
Supervisors for University Staff and Administrative/Professional employees will be identified to employees through development and communication of Individual Performance Plans by the supervisor in the University Performance Development Program.
Supervisors are accountable to know and follow University policies and procedures and exercise generally accepted leadership principles. This accountability will be reflected in written performance standards and periodic performance reviews for designated supervisors. Supervisors are responsible to take advantage of all training/development opportunities available.
"Leaders" should not be confused with "supervisors." While designated leaders may assign and check the work of others and provide technical guidance and training and recommend personnel action, they are not given the same authority and charged with the same accountability as a designated supervisor to exercise independent judgement to act for the University to approve personnel transactions/actions, set goals and establish performance standards, resolve problems/complaints, and such.