2. RACI Charting
Responsible
Accountable
Consult
Inform
Lead With Honor
3. Activities Functional Roles
r
mt
so
P
ep
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Mg
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V
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M
R
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HR
HR
Lin
De
Co
Su
Gr
Regrading Activities
1 Prepare/ revise job description
2 Validate request and decide to continue
Grading
3 Check for similar roles
4 Evaluate new / changed role
5 Schedule review for gtading Committee
Degree or Level of Participation
6 Decision by Grading Committee
7 Add decision and description to matrix an database
8 Inform stakeholders
Grading 28-and above
7 Aproved grade by BoM
8 Add decision and description to matrix an database
9 Inform stakeholders
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4. Assists team in charting roles and
responsibilities in a consistent manner.
Clarifies individual and organizational roles
and responsibilities
Identifies accountabilities
Eliminates misunderstandings
Lead With Honor
5. Buy In – Hold meetings to introduce the
1.
RACI Concept
Define functional roles and Activities
2.
Perform workshops to assign values to the
3.
matrix
For each activity, define the role that a particular
◦
person (R-A-C-I). A person can have multiple
roles.
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6. These are the individuals who actually
complete the task or activity and are
responsible for action and/or
implementation.
Responsibility is often shared, with each
individual’s degree of responsibility
determined by the individual with the “A”.
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7. This is the individual who carries the “yes” or
“no” authority and has full veto power for an
activity.
Only one “A” can be assigned to a task or
activity and authority must accompany
accountability.
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8. These are the individuals who must be
consulted prior to a final decision or action.
“Consult” implies two-way communication.
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9. These are the individuals who need to be
informed after a decision or action is taken
because they, in turn, may take action or
make a decision based on the output.
“Inform” is FYI and implies only one-way
communication.
Lead With Honor
10. Activities Functional Roles
r
mt
so
P
ep
ing
Mg
gr
r vi
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V
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M
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HR
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Regrading Activities
AR C
1 Prepare/ revise job description
I AR
2 Validate request and decide to continue
Grading
I A R
3 Check for similar roles
I A R
4 Evaluate new / changed role
I A R
5 Schedule review for gtading Committee
R A I R
6 Decision by Grading Committee
I I A R
7 Add decision and description to matrix an database
I I A R
8 Inform stakeholders
Grading 28-and above
I I C A R
7 Aproved grade by BoM
I I A R
8 Add decision and description to matrix an database
I I A R
9 Inform stakeholders
Lead With Honor
11. Functional Roles
Activities
Too Many R's A C I
R CIC
No empty spaces
CI RA
No R's or A's
A
R
Too many A's I AC
Qualifications AI R C
AC R I
12. Can the functional role stay on top of so
much? Can the decision/activity be broken
into smaller, more manageable functions?
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13. Should this functional role be eliminated?
Have processes changed to a point where
resources should be re-utilized?
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14. Does a proper quot;segregation of duties” exist?
Should other groups be accountable for some
of these activities to ensure checks and
balances?
Is this a “bottleneck” in the process and is
everyone waiting for decisions or direction?
Lead With Honor
15. Functional Roles
Activities
No R’s A C I
R CIC
Too Many R's
CI RA
Too many A's A
R
Many C's I AC
AI R C
Many I's
AC R I
16. Is job getting done? Some roles may be
waiting to approve, be consulted, or
informed. No one sees their role to take the
initiative.
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17. Is this a sign of “over the wall” activities? “Just
get it off my desk ASAP!”
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18. Is there confusion? “I thought you had it!” It
also creates confusion because every person
with an “A” has a different view of how it is or
should be done.
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19. C’s - Do all the functional roles really need to
be consulted? Are there justifiable benefits in
consulting all the functional roles?
I’s - Do all the functional roles need to be
routinely informed or only in exceptional
circumstances?
Lead With Honor