Delegations can be created by legislation that need to be translated into policies within the organisation and then delegated to staff. In exercising delegations the Board and executive management need to understand what can be delegated based upon the workflow, system controls, individual competencies and when reviews are required for good governance or management. Common delegations relate to decisions around: financial, risk, WHS, HR, indemnities, legal, infrastructure, environment, privacy, intellectual property, procurement, security, information management, public relations, third party agreements etc.
What We Offer
Our integrated productivity services commence with an environment analysis including: the constitution or legislation creating the purpose of your organisation, industry factors, and strategy. Using the workflow, work level standards and disruptor velocity, DTD then creates a delegations framework that ensures appropriate governance and management arrangements for timely decision-making. DTD then integrates the framework of compliance and performance within organisational systems. Ultimately human beings need to exercise delegations. Selecting staff that have the appropriate combination of: knowledge, skills, experience, attitude, organisational understanding, behaviours, emotional intelligence and other decision-support tools for the environment are all considered. During change, organisational structures and resourcing is often effected and delegations management is analysed against the PIs and risk profile.
The delegations framework is a tool designed to enhance standards of accountability responsibility in decision-making. It normally comprises of legislative (exercised by a designate occupant and transferred by appointment), specialist, banded and individual appointments (occupant of a position). DTD integrates the HR systems with organisational processes and strategy implementation to create the framework; normally based upon the up and downside risk consequence descriptions. This is predominantly used by executive management and the Board.
Integrating Compliance and Performance Management
Compliance and performance management is the establishment of system architecture, artefacts, processes and other requirements. This is predominantly used by the Board or executive management secretariat.
Delegations management is the system of positive performance management to demonstrate effective governance. Threshold conditions are established along with record keeping (normally on HR system) for defensibility, training (if appropriate) and an assurance program. The assurance program seeks to confirm decision-making is in accordance with organisational standards so that capacity utilisation through-out the workflow operates normally; also reduces contingency management requirement; promotes reputation etc.
Selecting staff commences with understanding the latitude of decision-making in the important (PIs or SMARTs) and high volume tasks. The workflow is then examined against the risk consequence dimensions and level to determine where the organisation has addressed the risk. Should it reside for a particular position or class of positions a delegation performance requirement is established and is part of the criteria for selecting staff. On promotion staff often require support to make timely and effective decisions.
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