Lead Work Versus Supervision

Higher Education Employer-Employee Relations Act (HEERA)

(HEERA) is California State law, which defines responsibilities of a manager. A HEERA manager is called many other names too: Administrators, MPP’s (Management Personnel Plan), or Non-bargaining Unit Administrators, yet they all mean the same.

MPP

An MPP is defined in Title 5 Article 2.2 of the California Code of Regulations and spells out employment rights, benefits and the conditions where employees are designated as “management” or “supervisory” who become HEERA managers.

HEERA gives MPP’s the authority to take employment actions such as to: hire, discipline, finalize performance evaluations, submit in-range/classifications, etc.
Managers retain the right to assign duties

What is the difference between Lead Work Direction and Supervision?

Lead vs. Supervisor Powerpoint

Lead Work Direction	Managing/Supervision
Provides basic-on-the-job training for specific assigned duties (not policy-level training) Can assign work but with less authority than a supervisor (daily tasks) May recommend improvements to supervisors but does not create corrective action plan Cannot discipline (including termination), evaluate, or approve leave/overtime May review work for quality and suggest improvements Can participate in hiring interviews and recommend candidates but cannot make hiring decisions May request supplies and suggest training but cannot authorize or approve independently Focuses on daily workflow support and resolving minor conflicts, not broader HR or policy issues	Provides in-depth policy and procedure training Has authority to assign work, counsel employees, and initiate corrective actions Handles grievances at the informal/first level. Prepares and signs evaluations: probation evaluations, and annual reviews Submits salary increases, approves sick leave, vacation, overtime, and alternate work schedules Has authority to discipline employees formally and informally (works with HR/legal) Responsible for hiring decisions (makes the actual commitment) Approves timesheets, expense claims, work hours, and staffing shifts Reviews and approves procedure and policy changes Operates with independent decision-making authority (California State Government Code 3580.3)

Lead Work Direction

Managing/Supervision

Provides basic-on-the-job training for specific assigned duties (not policy-level training)
Can assign work but with less authority than a supervisor (daily tasks)
May recommend improvements to supervisors but does not create corrective action plan
Cannot discipline (including termination), evaluate, or approve leave/overtime
May review work for quality and suggest improvements
Can participate in hiring interviews and recommend candidates but cannot make hiring decisions
May request supplies and suggest training but cannot authorize or approve independently
Focuses on daily workflow support and resolving minor conflicts, not broader HR or policy issues

Provides in-depth policy and procedure training
Has authority to assign work, counsel employees, and initiate corrective actions
Handles grievances at the informal/first level.
Prepares and signs evaluations: probation evaluations, and annual reviews
Submits salary increases, approves sick leave, vacation, overtime, and alternate work schedules
Has authority to discipline employees formally and informally (works with HR/legal)
Responsible for hiring decisions (makes the actual commitment)
Approves timesheets, expense claims, work hours, and staffing shifts
Reviews and approves procedure and policy changes
Operates with independent decision-making authority

(California State Government Code 3580.3)

Breadcrumb

Higher Education Employer-Employee Relations Act (HEERA)

MPP

What is the difference between Lead Work Direction and Supervision?