Not by itself. The classification looks at whether the applicant manages an organisation, department, subdivision, function, or component, and at the discretion actually exercised. Supervising professional employees supports the showing, but a first-line supervisor of routine work does not qualify merely by holding a supervisory title.
Look at the roles below the applicant
The strength of a personnel-management case usually comes from what the supervised positions require: the credential or training expected, the judgment involved, and whether the work could be directed by written procedure. Describe each position on that basis. Where the team is mixed, set out the mix rather than presenting the most senior roles as representative.
Function management can also qualify, and counsel should decide which characterisation the facts support. Describe each supervised position on its own terms: the credential or training it expects, the judgment it involves, and whether the work could be directed by written procedure. That description is where the strength of a personnel-management case comes from, far more than the number of reports.
Supervising professional employees supports the showing, while a first-line supervisor of routine work does not qualify merely by holding a supervisory title, and the classification looks at whether the applicant manages an organisation, department, subdivision, function, or component. Where the team is mixed, set out the mix rather than presenting the most senior roles as representative, and let counsel decide which characterisation the facts support.