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Hello everyone. Welcome to the Five Minutes PM Podcast today. I like to discuss the Rossi Matrix or The Responsibility Assignment Matrix, it's very, very important to address the roles in completing some tasks and some deliver in the process of the environment. It's basically a spreadsheet where you put in lines tasks or the deliverables that you want to address. And in that column's you put the name of the people or the functions and the intersection between the column, and the line is where you will use one word of the initials of the Rassy metrics are for Responsible a four, a comfortable C four Consulted and I four Informed.
Let me explain which of these ways for functions and how you can fill this form in the best way. First Responsible responsible is the person who is Responsible for doing the work, doing the job. So Lexapro, what do you have? A deliverable Cole door installation or a door? The Responsible. So who receives the function of, or the name which receives the R is the person that will really install a door is a person that will take the tool and install the door.
Accountable is the person that approves or with that proven, not with toxicity for the work. It can be a different person, or it can be the same. So inside of the smaller projects, but the Responsible and Accountable is always the same, same person. It's always and always the same person. But in order cases, the Accountable is someone that will supervise the work. And we'll say enough when it's ready.
So this is the Accountable. The third group is the Consulted group; it's an opinion provider group. It's a set of subject matter experts that we'll provide inputs to. So let's suppose that you have it delivered for the bill that has some security challenges. And just so you have a function that is, for example, security office that will give you inputs. So you consult them, and they will give you inputs about how to handle the security aspects of that deliverable.
They are not responsible, they are not Accountable, but they need to provide their information. So a person that is Responsible slash Accountable can make the best judgment about how to act on that deliverable. The last group is the Informed group. It's the group that must be kept updated. They received, for example, update the status of the deliverable may be at 50% of the derivable or maybe at when you reach the hundred percent have the delivery.
What is important about this art I concept? Okay. It's very, very important because they will address it. Typically, if we are thinking about the PMBOK guide, it will address street knowledge areas. First is an HR too, because it will help you to address and the capacity planning you're Resources, for example, maybe you can take a look at one function, and this function is responsible for everything and then say, okay, this is a yellow flag for me.
I need to handle that. So it's an eight to the second. Is that a communication too? Because for example, let's suppose that I am a procurement professional. That should be Consulted in a deliverable. So let's suppose that I'm, as a procurement officer, have a seat at the intersection between my name and the deliverable, and I need to talk to who is doing the work. So it's very easy. Just find R. If I find R, this will be the person that I need to look for.
So it's a very simple and straightforward communication process, and it's something very simple because maybe it's one page. It's known; usually, I do in the one or a letter format with the most important deliverables and the functions. So it's a very simple way of communicating accountability on the project, and that last but definitely not least is the stakeholder management, the 10th knowledge area.
Because for example, if I look at the app, ay, the Informed group, this requires all the stakeholder management approach sold the Rossi metrics all will support me also and managing the different Stakeholders because many times I will put on the government, I will put I on the community, the local community and how I will communicate with this group. So it's a communication between HR and stakeholder management, and you need to do it properly because this will be a driving force for you to understand who he is doing.
What in your project. I hope you enjoy this podcast and next week, see you again with another five minutes BM Podcast.