Determining Accountabilities PDF

The first step in determining accountabilities is to collect information about the job. The primary source is, of course, the job description that has resulted from the job analysis and a consideration of unit- and organization-level strategic priorities. The job description provides information on...

The first step in determining accountabilities is to collect information about the job. The primary source is, of course, the job description that has resulted from the job analysis and a consideration of unit- and organization-level strategic priorities. The job description provides information on the tasks performed. Tasks included in the job description can be grouped into clusters of tasks based on their degree of relatedness. Each of these clusters or accountabilities is a broad area of the job for which the employee is responsible for producing results. After the accountabilities have been identified, we need to determine their relative degree of importance. To understand this issue, we need to ask the following questions: What percentage of the employee’s time is spent performing each accountability? AY 2021-2022 Module Packets for PrE 27 (Performance Management System) | College of Commerce |University of San Agustin, Iloilo City, 5000, Philippines Page 82 of 172 COLLEGE OF COMMERCE BUSINESS ADMINISTRATION AND ENTREPRENEURSHIP PROGRAMS If the accountability were performed inadequately, would there be a significant impact on the work unit’s mission? Is there a significant consequence of error? Could inadequate performance of the accountability contribute to the injury or death of the employee or others, serious property damage, or loss of time and money? Although determining accountabilities may at first seem like a daunting task, it is not that difficult. Let’s discuss an example based on a real job in a real organization to illustrate how it is done. Consider the position of Training Specialist/Consultant— Leadership & Team Development for Target Corporation, a growth company focused exclusively on general merchandise retailing (www.target.com). The job description is the following: Identifies the training and development needs of Target Corporation’s work force (in collaboration with partners), with primary emphasis on exempt team members. Designs and delivers training and development workshops and programs and maintains an ongoing evaluation of the effectiveness of those programs. Assumes leadership and strategic responsibility for assigned processes. May supervise the non-exempt staff. Based on the job description and additional information found on Target’s Web page regarding the company’s strategic priorities, a list of the accountabilities, consequences of performing them inadequately, consequences of making errors, and percentage of time spent in each are shown in the following: Process leadership. Leads the strategy and direction of assigned processes. Coordinates related projects and directs or manages resources. This is extremely important to the functioning of Target leadership and the ability of executives to meet strategic business goals. If this position is managed AY 2021-2022 Module Packets for PrE 27 (Performance Management System) | College of Commerce |University of San Agustin, Iloilo City, 5000, Philippines Page 83 of 172 COLLEGE OF COMMERCE BUSINESS ADMINISTRATION AND ENTREPRENEURSHIP PROGRAMS improperly, then it will lead to a loss of time and money in training costs and leadership ineffectiveness. (40% of time) Supervision of nonexempt staff. Supervises nonexempt staff working in the unit. This is relatively important to the functioning of the work unit. If nonexempt staff members are supervised improperly, then the development of the employees and the ability to meet business targets will be compromised. (10% of time) Coaching. Conducts one-on-one executive coaching with managers and executives. This is extremely important to the development of internal leaders. If managers and executives are not coached to improve their performance, there is a loss of time and money associated with their poor performance as well as the cost of replacing them if necessary. (20% of time) Team-building consultation. Assists company leaders in designing and delivering their own team-building sessions and other interventions. This is relatively important to the successfulness of teams at Target. Mismanagement of this function will result in teams not meeting their full potential and wasting time and resources on conducting the team sessions. (10% of time) Assessment instrument feedback. Delivers feedback based on scores obtained on assessment instruments of skills, ability, personality, and other individual characteristics. This is relatively important to the development of leaders. If assessment is incorrect, it could derail leader development. (10% of time) Product improvement. Continuously seeks and implements opportunities to use technology to increase the effectiveness of leadership and team development programs. This is important to the effectiveness of training delivery and could result in significant gains in efficiencies of the systems if carried out effectively. (10% of time)