euforia
  • Introduction
  • euforia identity
  • 1 ORGANIZATIONAL LEVEL
    • 1.1 INSPIRED BY...
    • 1.2 SELF-MANAGEMENT
      • 1.2.1 Structure
        • Why no bosses?
        • Self managing teams
        • What we use (and don't) from holacracy
        • Granular roles
        • Volunteer task forces
        • Working principles
      • 1.2.2 Processes
        • Transparency
        • Decision making
        • Show me the money!
        • How the finance wizards function
        • Performance management at circle and individual levels
        • Role definition and allocation
        • Conflict resolution
        • Potential dismissal process
        • Self set work frame > the wholebeing mixes
        • Simplifying salaries' administration
      • 1.2.3 eufocracy
    • 1.3 WHOLEBEING
      • 1.3.1 Wholebeing mixes
        • For international contractors
        • What it means to me...
      • 1.3.2 Other measures
      • 1.3.3 Resources
    • 1.4 EVOLUTIONARY PURPOSE
      • 1.4.1 Our history with working on strategy
      • 1.4.2 Listening to our evolutionary purpose
      • 1.4.3 Prototyping listening to our evolutionary purpose
      • 1.4.4 Theory U
      • 1.4.5 Resources
    • 1.5 EUFORIC MEETINGS SYSTEM
  • 2 INDIVIDUAL LEVEL
    • 2.1 Recruitment
      • 2.1.1 Regular employees
      • 2.1.2 Other cases
      • 2.1.3 International contractors
      • 2.1.4 Volunteers
    • 2.2 How to integrate yourself
      • 2.2.1 Before your first day
      • 2.2.2 During your first days & trial period
      • 2.2.3 Walk the talk on sustainability policy
      • 2.2.4 Collaboration tools
        • General remarks and advice
        • Trello - Project Management & Internal Communication
        • Google Hangout & Meet
        • Google Drive
        • Google Calendar
        • TOGGL
        • Glassfrog
        • Loomio
        • Slack
        • Leapsome
        • Whats App and Telegram
        • Podio
        • Mindmap for better knowledge management
      • 2.2.5 Corporate identity
    • 2.3 How to integrate someone else
    • 2.4 Developing your talents
      • 2.4.1 Talent Development Processes
      • 2.4.2 Trainings & Training Budget
      • 2.4.3 Self-management tools
    • 2.5 Departure
  • euforia glossary
  • Epilogue
  • TO ADD/CHANGE/ADAPT
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  • How are roles allocated?
  • How are roles defined?

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  1. 1 ORGANIZATIONAL LEVEL
  2. 1.2 SELF-MANAGEMENT
  3. 1.2.2 Processes

Role definition and allocation

PreviousPerformance management at circle and individual levelsNextConflict resolution

Last updated 5 years ago

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Role definition and allocation

As explained , at euforia we have granular roles instead of fixed job descriptions and we use instead of a regular organigram and job descriptions.

In general, the lead link of each circle holds its purpose is responsible for ensuring that the appropriate roles exist for the purpose to be realized and that there is a good fit between the roles and the people. In pratice, these discussions and any decisions are generally held with all (or most of) the circle members, during governance meetings.

How are roles allocated?

Well, normally when you applied for a position at euforia, the roles you would be responsible for were clearly described and this is how you obtained your first roles.

After, your roles may evolve as new needs arise and roles appear, or if you want to evolve professionnally. The spaces to discuss how you would like to evolve your roles at euforia are the 1:1 or annual evaluation or informally with your team mates, and the place to decide/officialise role reallocations are governance meetings.

In practice, quite a few role allocations and changes happen informally, in discussion with the lead links.

How are roles defined?

Each lead link is responsible for making sure the roles are clearly defined. He/she can decide how the role definition happens and who does it. Subsequent changes to the role definitions are generally made or decided during governance meetings.

Screenshot of euforia on glassfrog (10.07.2018)

here
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