2.1 Roles and Clarity
Driver: 2.1
Dimension: Capability
Supporting aspiration: Structures are lean; accountabilities are crystal clear.
Why it matters
Clear structure and accountabilities speed decisions and reduce rework.
What great looks like
Organisation charts, role purposes and decision rights are easy to find. Decision and escalation paths are predictable. People understand priorities and are empowered with appropriate autonomy.
Employee Survey alignment
| Item | Survey question |
|---|---|
| Q1 | The Council's structure helps us work effectively |
| Q2 | The design of my job makes good use of my skills and experience |
| Q3 | I’m clear on what is expected of me |
| Q4 | I am happy with the freedom I have over when and how my work gets done |
How to interpret a weak result
A weak result for this driver should prompt a practical diagnosis, not an immediate solution. Ask:
- Is the issue whole-of-council, concentrated in particular work areas or linked to specific employee groups?
- Which question-level result is driving the pattern?
- Do comments or leader perspectives explain the issue?
- Is this mainly a system/process issue, a leadership issue, a resourcing issue or a communication issue?
- What would employees reasonably expect Council to do next?
Possible actions and interventions
- Review structure against the service value chain
- Refresh role purpose, accountabilities and position descriptions
- Clarify decision rights and escalation pathways
- Use team planning conversations to clarify expectations
Evidence to review alongside the survey
- Employee Survey question-level results and comments
- Relevant people metrics such as turnover, absenteeism, vacancy, overtime, grievances, safety or EAP themes
- Leadership and SME perspectives
- Relevant workforce, service, budget or risk data