Technique 5.3 Responsibility Grid
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Introduction
This technique examines each accountability that is presently held by employees, and clarifies what is involved in its execution. It enables managers to know who, among all those involved in carrying out a specific accountability, is responsible for what
It indicates a time-frame and clarifies a little of the self-management that is in place at any given time
The grid is useful whenever there is confusion about who does what in or around the team because it identifies the person actually responsible
The grid
List the relevant accountabilities that are specific and related to the team
Review the list of accountabilities to make sure it is comprehensive and accurate
Draw up a list of people who fill a role that has an important impact on the situation, such as team members, team leaders, team manager, plant manager, technical specialists, etc
Make sure everyone understands the level of accountability, ie
R = is responsible for doing
S = supports others in doing
I = is kept informed
V = has power of veto
Check that all involved reach agreement as to who has responsibility for each of the accountabilities
Record this information on the responsibility grid (see below)
Identify any accountabilities that will change over time (use a different colour to show these on the grid)
Responsibility Grid*i
Decision / Position |
Team members |
Team leader |
Team manager |
Plant manager |
Production planning |
Maintenance |
Logistics |
HR |
Allocation of work to teams | ||||||||
Appoint team leaders | ||||||||
Decide plant layout | ||||||||
Develop new design, products, etc | ||||||||
Major equipment acquisition | ||||||||
Make discipline decisions | ||||||||
Make training decisions | ||||||||
Make firing decisions | ||||||||
Make hiring decisions | ||||||||
Liaise with external customers | ||||||||
Etc |
Notes
i) R = responsibility V = right of veto S = support (required from) I = kept informed