Does being asked to supervise someone else's work make you a manager?

[mumLfixit]

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Have name changed for this by the way.
I'm being asked to do this as my line-manager doesn't have time to oversee/give any formal supervision to someone taken on to help in my department. I don't mind if I really have to as it feels in a way a step up/forward for me, as I've not done this before. I just have a nagging feeling this shouldn't really be my responsibility, or should at least be formally be acknowledged that I'm taking it on.

Wondering whether I would have cause to request more money/being made a manager if I am to do this - or am I jumping ahead of myself? It's only going to be for a couple of months, may be longer.

How serious a responsibilty is formal supervision? Do all employers/managers have to do this or is it just good practice?

I dont know the answer to this but it might be worth ringing acas for advice, they can help with all sorts of employment issues, phone numbers here

depends mumLfixit. Are you being asked to manage this person or are you being asked to keep an eye on their work on a day to day basis for a couple of months, answer any work-related questions they might have etc

You don't have to be called a manager to manage someone, and a manager does more than line manage staff as well, there are other work-related responsibilities that come with that title which you may or may not have.

Will you be doing this person's appraisal, signing off their holiday requests, conducting any disciplinaries they may be involved in, dealing with any excessive sickness, addressing any performance issues, organising their work, organising any training they need to attend, authorising any expense claims, will you have any budgetary responsibilities, can you authorise any additional facilities/resources needed to do your team's work...I could go on and obviously the list will vary from job to job and employer to employer, but that gives you an idea.

It sounds from your OP that your boss has taken on a temp for a couple of months to help out and has asked you in the meantime to be responsible for them? Do correct me if I'm wrong. If that's the situation, it's a good opportunity for you to stretch yourself, take a little bit more responsibility, but not (yet) a justification for a salary increase and definitely not time for a change in your job title.

Sounds like your manager might be giving you a "development opportunity" - to see if you are able to do this, with a view to up-skilling etc in future - so careful not to bite the hand that feeds you by immediately asking for more money/job title change.

Flowerybeanbags questions are ( of course) the important ones. Who will sign this perosn leave card/do appraisals etc? Or are you 'just' being asked to 'keep an eye' on him/her and make sure s/he isn't uselss/lazy/confused etc

Agree with Tigana - sounds like you are being asked to be a mentor - which whilst it involves supervision doesn't come with all the responsibilities the wonderful flowerybeanbag has highlighted which would cover a managers role.

Should be good development & stand you in good stead for future progression but IMO doesn't warrant a specific payrise. It does imply that they value you though & think you are goo at your job.

Thank you all so much for your replies, apols for posting and running, not intended but things got a little hectic!

In answer to some of FFBs questions I will be doing the following:

Addressing any performance issues, organising their work, organising any training they need to attend, authorising timesheets and expense claims, and have some budgetary responsibilities (though not for hiring/firing etc)

The rest I'm afraid is always a bit cloudy and hasn't come up in discussion.

With all your helpful insights, I agree with the overall judgement of the situation. It's very difficult sometimes to decipher when you are being "dumped" on, and when you're being legitimately tested! Thank goodness for MN!

It is still a little tricky though as really we could do with someone being authorised to do all those other things, as my manager is really over-stretched. I guess I don't know whether to suggest this, and put myself forward, or go with the flow for a bit to see how all works out. I guess it's all about timing.

I'd be inclined to go with it for a little while, see what issues it brings up, how much of a problem it is not having greater clarity about responsibilities. I'd suggest asking to set a date to review the situation in, say, a couple of months so all concerned can discuss how it is working and how best to take it forward.

Thank you flowery, you never cease to amaze me with your consistently good and sensitive advice

thanks!