At Asana Engineering, we take a systematic approach to allocating responsibilities, called the Fair Allocation of Internal Responsibility (FAIR) Process. We’re sharing our FAIR Process Guide template here in case it’s helpful to you and your team to allocate responsibility in a fair, transparent, and consistent way. Step 1: Define the responsibility What is the […]
At Asana Engineering, we take a systematic approach to allocating responsibilities, called the Fair Allocation of Internal Responsibility (FAIR) Process. We’re sharing our FAIR Process Guide template here in case it’s helpful to you and your team to allocate responsibility in a fair, transparent, and consistent way.
What is the responsibility? We’ll be using this to advertise the responsibility, and figure out what skills someone needs to do it well.
If this already has a definition, then just paste it into the box below. If it doesn’t, then fill in the sections below.
|Task: Fill in the responsibility details below
Goal Drive the [fill in here]
What is the primary goal/mission of this responsibility? What does success look like?
Scope of Responsibility [fill in here]
What skills does someone need to have in order to be successful in the responsibility? We’ll be using this to eventually decide who to give the responsibility to.
|Task: Fill in the selection criteria for the role
[Deal breaker] xcxc [Deal breaker] xcxc [Deal breaker] xcxc [Deal breaker] xcxc [Nice to have] xcxc[Nice to have] xcxc
Here, we’re going to publicly advertise the role.
|Task: Brainstorm three places to advertise, and then bold the one you want to advertise in
You want to post a message in the smallest channel that has the qualified applicants. E.g. if you require someone to be an Eng interviewer, posting in the Eng Interviewers Asana Team is a good bet.xcxcxcxcxcxc
|Task: Make an application form
You can use Google Forms, or Asana forms, to do this. Include the questions:Why do you want the role?For each criteria in the selection criteria, how do you think you’re doing?Do you have enough time to be successful in the role?Do you have any questions for me?
|Task: Write and post the announcement
Here’s a template, but feel free to do whatever feels right to you here:
TITLE: Please apply to be the [name]!
If you’re interested, please fill in the form here: [form URL].
WHAT YOU’D DO AS [Responsibility] [fill this in with AoR content from above]
WHO WOULD MAKE A GOOD [Responsibility][fill this in with selection criteria from above]
WHAT IS THE TIME COMMITMENT? [fill this in]
After you’ve received all your applicants (waiting a week or so after the announcement is usually a good idea), you’ll want to pick your successful applicant.
|Task: Ask the applicants managers whether they think they fulfill the selection criteria.
We want to make sure that their managers agree that they’d be a good applicant, to get more signal and make sure that it’s aligned with their plan for them. Here’s a template for that:
TITLE: Is [name] a good fit for [responsibility]?
|Task: Select the right person!
This is the meat of the process here! Take into consideration their application and manager feedback, figure out how they’d do on your attributes, and then select the right person.
|Task: Let everyone know the results
The easy part: let the successful applicant know they got it!The less easy part: let the unsuccessful applicants know they didn’t. You’ll want to let them know why (so they know they were fairly considered) and if applicable, let them know other ways they can contribute.