SUPERVISION

INTRODUCTION

Supervisors (both their role as well as supervision) are at times underestimated or not recognised. Yet, Supervisors are a crucial part of any organisation. Arguably, it is one of the most important positions within an organisation. It is for these reasons that the following seeks to highlight this important position and the function of supervision.

MEANINGS

With supervision relating, amongst other means, to the direction of work or overseeing the progression of work as well as employees, the role of Supervisors varies between industries and in regards to the size of respective businesses.

The role can be multi-functional such as with small and micro businesses, where the owner of the business, may in fact also perform a role combination of owner, manager, supervisor as well as a leading hand. Of course, every organisation will differ across respective industries.

A Supervisor is generally a salaried and managerial type employee within a Company structure. In such circumstances, the Supervisor’s role and responsibilities are regulated and managed through that Supervisor’s contract of employment (and job description). In a minority of cases, a Supervisor may be covered by a Modern Award and even an Enterprise Agreement (see AWU v Woodside Energy Ltd [2023] FWC 249).

Note that the Manufacturing and Associated Industries and Occupations Award 2020 provides for the classifications of Principal Supervisor/Trainer/Coordinator as well as Supervisor/Trainer/Co-ordinator. Across these differing levels, the supervisory role takes in matters of planning; directing employee work duties and functions; supervising and co-ordinating the work of employees; assisting on the provision of training. A Supervisor’s role is also a mentoring role.

The Supervisor is someone who helps to ensure and maintain the trust and confidence in a business. The Supervisor is a confidant to employees. This trust and confidence is achieved through the direct contact with employees and is of fundamental importance in the operations of a business: to employees as well as to the company and/or enterprise. The Supervisor plays a critical role and forms an important link between the shopfloor and higher levels of management.

ROLE OF A SUPERVISING PERSON

While a list of duties, functions and responsibilities can be drafted and put into effect across enterprises, the Supervisor’s role can, in addition to ones identified above, include:

·         provide technical guidance and assistance;

·         involvement in orientation and induction which should include safety induction and on-going WHS compliance processes;

·         payroll procedures; absenteeism; management of day to day employee activities;

·         conditions of employment: e.g., applicable industrial instruments; importance of employment contracts; policies and procedures;

·         discipline including termination of employment.

ADDED CONSIDERATIONS

The supervisor is also there to manage workplace operations. In doing so, they are there to ensure compliance with such matters as health and safety; right of entry; general protections; termination of employment (including genuine redundancy); respect for others; prevention of workplace bullying, harassment, discrimination; handling grievances; dealing with stand-downs; company policies and procedures; and complying with respective industrial instruments.

The emergence of an incident or a grievance or dispute should be resolved at the earliest instance and such action is reflected under a Dispute Procedure clause, and subject to the structure of the business, this would most likely, involve the Supervisor.

Leading Hands

The Supervisor is part of management as well as a chain of progression up the management hierarchy. And yet, there is another important supervisory position that requires some reference. That is the position of the leading hand. An important part of the management of an enterprise.

Different to that of Supervisors where Modern Awards and Enterprise Agreement may not apply (see above references), Modern Awards and Enterprise Agreements generally provide for the position of Leading Hands. However, these instruments do not specifically define a “leading hand”. Rather, at least in the blue collar sector, they categorise “leading hands” as persons “in charge” of a number of employees, such as 1-5 employees; 6-10 employees; 10-15 employees; or even “more than 15 employees”.

Accordingly, a leading hand can be described as an employee appointed to lead a group of workers to perform set operations functions. In addition, to achieve defined outcomes and being responsible for the activities and results of that group. Being “In charge of” can mean being responsible for functions such as issuing instructions, allocating work of those employees, as well as the type of duties such as the following subject to the nature, operations and industry of the enterprise – supervisory functions:

·         assist in the scheduling, co-ordination, directing employees’ respective daily/shift activities and work tasks;

·         ensure that employees’ daily duties and responsibilities are efficiently applied such as efficient utilisation of company equipment and property;

·         achieve expected results from their team;

·         ensure that WHS requirements and obligations are complied with – comply with procedures, systems;

·         co-ordinate with supervisors and management to assist in the scheduling  and ensuring efficiencies and productivity measures and goals are met.

CONCLUDING COMMENTS

Recognising the word “supervision” and the means of applying this concept, the scope of duties, functions, responsibilities of a Supervisor provide recognition of this important role within an organisation. The interaction with employees, the importance of communication and consultation, the performance of duties such as training, dispute resolution, leads to establishing trust and confidence with the workforce and in the workplace resulting in good workplace culture.

Disclaimer: Richard Krajewski’s articles are intended to provide commentary and general information. They should not be relied upon as legal advice. Formal legal advice should be sought in particular transactions or on matters of interest arising from this communication.