Major-Minor Supervisor Working Group

Attending: John A, Vagrant C, Richard S, Brian K, Greg K, Adrienna O, Walter S, Stephen G, Cliff F, Cynthia P

Scribing: Sean E

Framing Questions

 * Should Staff have a minor supervisor?
 * How do Major/Minor Supervisors interact?
 * Avoid complications in scheduling & performance expectations

John's Situation
As an example, John was: If John were to try and expand his time into Printers and Bulk Sales, who would he ask? How would it be determined? Who does he report to in either instance?
 * Hired in Warehouse (Major)
 * Started working in Printers (Minor)
 * Started working with Bulk Sales (Minor)

Discussion
Majors were founded from "Where people spent most of their time" Minors were established to account for the various projects and places people actually end up working


 * Line Functions
 * Work that the organization does
 * Free Geek: Education, Recycling, Building & Selling Computers
 * Filling in Line Functions require Staff, which leads to:


 * Staff functions
 * Work that the employee does
 * FG Staff: Projects, Job descriptions, Departments
 * HR, scheduling, et cetera


 * Supervisors
 * Major = Staff Supervisor
 * Minor = Line (Floor) Supervisor


 * NPA Supervisors
 * Ostensibly, it is Paul in Amelia. (Staff Supervisors)
 * In practice, Stephen and Amelia. (Line Supervisors)

Frequently, staff end up dealing with their Line Supervisor or Staff Supervisor exclusively. This introduces a problem of not inherently including a supervisor in the communication loop. What should be happening is supervisors of affected areas should be CC'ed on pertinent communiques, and more robust communication and oversight from both kinds of Supervisors should be practiced.

PROPOSAL: We will not adopt a formal Minor Supervisor role for staff working in specific areas outside of their Majors.
 * ! PROPOSAL ADOPTED !