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Date: 02/23/23 Revision: 05/17/24 Reviewed: 05/17/24 HILLSBOROUGH COUNTY SHERIFF’S OFFICE CHAD CHRONISTER , SHERIFF STANDARD OPERATING PROCEDURE Number: GEN 121.01 Page: 1 of 2 SUBJECT: EMPLOYEE RESPONSIBILITY, AUTHORITY , AND MANAGERIAL ACCOUNTABILITY * I. PURPOSE : The purpose of this standard operating procedure is to establish guidelines for the responsibility and authority of personnel and managerial accountability. II. SCOPE : This procedure shall apply to Sheriff's Office personnel . * III. DISCUSSION : At every level within the Sheriff’s Office, personnel should be given the authority to make decisions necessary for the effective execution of their responsibilities. Employees should have a clear understanding of the reporting relationship and accessibility to a manager . Managerial personnel are accountable for the activities of employees under their immediate control. * IV. DEFINITIONS : A. Workday Delegating Task - A process in Workday that enables the user to perform tasks on behalf of the original task owner for a period of time. Delegation does not remove responsibility (ownership) for the task from the original task owner , and when the delegation period ends, any incomplete delegated tasks revert to the original owner. B. Workday Reassigning Task - A process in Workday that permanently removes responsibility for a task from one user and assig ns it to another. V. PROCEDURE : A. Authority and Responsibility 1. All employees of the Sheriff’s Office have been delegated the authority necessary to execute their duties and responsibilities , consistent with agency policies and procedures . All employees are fully accountable for the use of that delegated authority, as well as the failure to use it. 2. All managers have delegated authority to oversee t he operations of their respective areas and outside their span of control under exigent circumstances. B. Manager ial Accountability 1. Each employee will be accountable to only one manager at any given time. Each manager , in turn , is responsible to one direct manager , and so on up the organizational hierarchy. This promotes efficiency and responsibility. 2. To achieve effective direction, coordination, and control, the number of employees under immediate control of a manager shall n ot exceed the number for which a manager can effectively control. The span of control may be restricted by geographical assignment of the manager and their subordinates. 3. Each manager on any level is accountable for the performance of employees under their immediate control. GEN 121.01 05/17/24 Page 2 of 2 * C. Delegation of Duties 1. Managers may temporarily delegate responsibilities to subordinate staff when out of the office. 2. If the delegation lasts more than 30 calendar days, consider if the delegate is eligible fo r the Acting Allowance (see GEN SOP 209.00 Compensation: Allowance, Increases, Adjustments, and One -Time Payments for more information). 3. Workday tasks can also be temporarily delegated. Use the Workday My Delegations report to display current delegations and to Manage Delegations. Delegations shall not last more than 30 calendar days , unless the user is on an approved extended leave of absence. When delegating tasks, it is recommended that the user checks the option to “Retai n Access to Delegated Tasks within My Tasks .” 4. When a specific Workday task requires a permanent reassignment, use the Reassign Task feature. 5. Not all Workday business processes allow delegation or reassignment. 6. Delegations shall not be used on a permanent basis. If it is determined that a specific task or responsibility is consistently assigned to the incorrect personnel, contact the Information Services Division for a possible resolution. * D. Obedience to Orders 1. Employees shall promptly obey all lawful orders issued by a supervisor or other competent authority. This includes orders relayed from a supervisor by an employee of the same or lesser rank. 2. Unlawful Orders: No employee shall obey an order which is contrary to law. a. No employee shall be disciplined for refusing to obey an unlawful order. b. A member who receives an unlawful order shall report the circumstances via interoffice memorandum to their respective Department Commander. 3. Conflicting Orders: A subordinat e given a lawful order that conflicts with a previous order shall advise the person issuing the second order of this fact. Responsibility for countermanding the original order then rests with the person issuing the second order. If then so directed, the subordinate shall obey the second order. The employee shall not be held accountable for disobeying the original order. 4. Unjust or Improper Orders: Employees receiving lawful orders they feel are unjust or contrary to agency directives, shall first obey the order to the best of their ability, then report the circumstances via interoffice memorandum to their respective Department Commander. 5. Unclear Orders: Employees in doubt as to the nature, meaning , or details of a lawful order shall seek clarification from the person issuing the order. 6. If any unlawful, unjust, or improper orders are issued by a Department Commander, the employee shall report the circumstances to the Professional Standards Bureau in lieu of submitting an interoffice memorandum. Chad Chronister Sheriff Amends or Supersedes: