Supervisor Language for Job Cards

Guidelines for Requesting Supervisory Designation for Positions

In order to designate a position as supervisory, the following conditions must be met:

Must be officially designated by Labor Relations
Must supervise at least 2.0 FTE career employees
Duties must be substantially different from those of subordinates
Supervisory language must be present on job card

Below please see the typical supervisory language required in the job card for the classification of supervisory payroll titles. The language should be added, as written, to the job function with supervisory duties and responsibilities. Supervision should not be listed as a separate function on the job card.

Screen applications, interview candidates and either make selection decisions or recommend individuals for hire.
Train and assign work to new and continuing employees. Provide guidance on performance standards and University procedures.
Independently conduct performance evaluations, including communication with subordinate.
Make recommendations for employee incentive awards and salary increases including merits and reclassifications.
Determine what discipline should be imposed for subordinates, with authority to apply such, and/or submits/recommends same to higher level management.

Updating Names in Job Descriptions

In addition to adding the supervisory language to the job card, you should also update the supervisor’s name in each of the subordinate’s job cards.
Update the subordinate’s names in the Supervisor’s Job Card by indicating the name, payroll title, status (career/casual/student), % Time and Job Description Number in the section of Employees Directly Supervised.
Both the supervisor's and all the subordinate staff’s names on the job cards and the organizational chart should remain consistent

Just because a job description contains the language and indicates two subordinate employees does not automatically guarantee that an employee will be designated as supervisory. Labor Relations will review the job descriptions of both the supervisor and the subordinates, the organizational chart and the time spent on supervision. Supervisory designation removes the right of the employee to union representation and Labor Relations will consider whether all the factors are sufficient to deny representation. If supervisory designation is denied, Labor Relations can be asked to review the position again if there are organizational changes, employees are added to the unit or time spent supervising is increased.