Help Contents
FAQs and Terminology
Auth to Hire
Page 1
Auth to Hire
Page 2
Reclassification
Goals Activities
Knowledge Skills
Organization Chart
Tran Comments
Supervisor Exclusion
Confidential Exclusion
Management Exclusion
History
Supervisor Exclusion
The data entered here will be used to complete the standard Supervisor Exclusion Analysis form when that form is printed through the CHRIS/CHRIS-HR system. If the Supervisory Exclusion indicator on Authorization to Hire Page 1 is 'Y(es)', then this data must be entered before the HR Transaction can be Division Approved.
1. Supervisor Exclusion Analysis
The following text is from the Wisconsin Human Resources Handbook, Chapter 324:
"This information is to be provided by the position's supervisor and reviewed by the agency central office personnel representative for both filled and vacant positions and must be submitted as part of any Position Description (PD) for a position performing supervisory responsibilities (i.e., if # 13 of the PD is checked YES). This information will be used to determine (1) if the position is performing supervisory functions and thus should be allocated to a supervisory classification and (2) what supervisory classification is appropriate based on the total duties of the position.
According to s. 111.81(19), Wis. Stats., a supervisory is any individual
"who has authority, in the interest of the employer, to hire, transfer,
suspend, lay off, recall, promote, discharge, assign, reward, or discipline
employees, or to adjust their grievances, or to authoritatively recommend
such actions" and "whose principle work is different from that
of the subordinates." The criteria used by the Wisconsin Employment
Relations Commission (WERC) to apply this definition include: the authority
to effectively recommend the hiring, promotion, transfer, discipline or
discharge of employes; the authority to direct and assign the workforce;
the number of employes supervised (typically a minimum of 3 FTE permanent
employes); the amount of time spent supervising; the number of other persons
exercising greater, similar or lesser degrees of authority over the same
employes; the level of pay, including an evaluation of whether the supervisor
is paid for skill or supervision of employes; whether the supervisor is
primarily supervising an activity or is primarily supervising employes
performing the activity; whether the supervisor is a working supervisor
or whether he/she spends a substantial majority of his/her time supervising
employes; and the amount of independent judgment and discretion exercised
in the supervision of employes. The WERC ultimately determines the appropriateness
of supervisory exclusions."
2. Page 1
# Directly Supervised - Enter the number of individuals per title that will be directly supervised by the person who fills the position.
Title - Enter the Title of the individuals that are to be directly supervised.
Type - Enter the Appointment Type of the individuals that are to be directly supervised.
# Indirectly Supervised - Enter the number of individuals per title that will be indirectly supervised by the person who fills the position.
Next Record - Press the button to go to the next record for entry of more supervised titles.
% Time - Enter the percent time that is allocated to each of the activities listed. The total of the percents must add up to 100 percent.
Delete Supervisory Exclusion - Deletes the Supervisory Exclusion from the HR Transaction. This is only available if the Supervisory Exclusion Form is not required for the title and the exclusion form was entered.
3. Page 2
Organizational Relationships Name - Enter in order of descending authority the names of all other positions in the employing unit in the chain of command over the supervised employees on Page 1.
Organizational Relationships Title - Enter in order of descending authority the titles of all other positions in the employing unit in the chain of command over the supervised employees on Page 1.
Next Record - Press the button to go to the next record for entry of more organizational relationships.
Grievance Formal Step? - Is the position identified as a formal step in the employee grievance procedure? (Y/N).
Supervisory Activities Name - If Grievance Formal Step is 'N' enter the name of the first formal step in the grievance procedure for the supervised employees.
Supervisory Activities Title - If Grievance Formal Step is 'N' enter the title of the first formal step in the grievance procedure for the supervised employees.