{"slug":"establish-manager-operating-role","name":"Establish the Manager Operating Role","family":"Manager System","version":"0.1.0","status":"draft","note":"draft reference — not a fitted standard","summary":"Define, authorize, equip, and review the manager role as an operating mechanism connecting business direction, work, people, decisions, systems, and feedback.","purpose":"Make management accountable, teachable, measurable work rather than an implied reward, personality style, meeting load, or residue of everything no one else owns.","steps":[{"sequence":1,"name":"Frame the team and operating context","purpose":"Define the work the manager role exists to enable."},{"sequence":2,"name":"Define manager outcomes and obligations","purpose":"Describe what must be true because management is working."},{"sequence":3,"name":"Define decisions, interfaces, and escalation","purpose":"Give the manager sufficient authority while protecting governed decisions."},{"sequence":4,"name":"Design the management cadence","purpose":"Create the minimum recurring conversations and reviews needed to operate the team."},{"sequence":5,"name":"Secure manager capability and support","purpose":"Make role readiness and organizational support operational."},{"sequence":6,"name":"Approve and launch the operating charter","purpose":"Create one authoritative manager-role version and make its interfaces real."},{"sequence":7,"name":"Review role health and adapt","purpose":"Keep manager work aligned as team and operating conditions change."}],"connections":[{"direction":"upstream","processName":"Maintain Job and Career Architecture","processSlug":"maintain-job-and-career-architecture","trigger":"A manager role is created or materially changed."},{"direction":"upstream","processName":"Define Role and Success Profile","processSlug":"define-role-success-profile","trigger":"The manager operating role is chartered."},{"direction":"downstream","processName":"Align Role Outcomes and Expectations","processSlug":"align-role-outcomes","trigger":"The manager charter is approved or changed."},{"direction":"downstream","processName":"Run the Team Operating Cadence","processSlug":"run-team-operating-cadence","trigger":"The manager operating charter launches."},{"direction":"downstream","processName":"Review Manager-System Health","processSlug":"review-manager-system-health","trigger":"A health-review point or material signal occurs."}],"plannedConnections":[],"measures":[{"name":"Manager-enabled team effectiveness","definition":"Combined review of team outcomes, quality, flow, learning, capability, feedback, decision performance, and guardrails; not causal attribution of team output to one manager.","cadence":"At the natural operating and formal review cadence"},{"name":"Manager-charter completeness","definition":"Active manager roles satisfying required charter fields divided by all active manager roles.","cadence":"At launch and quarterly"},{"name":"Manager decision and escalation flow time","definition":"Elapsed time from valid decision or escalation trigger to accepted outcome, by type, authority, and wait cause.","cadence":"Weekly or monthly"},{"name":"Manager operating-charter use","definition":"Applicable manager-system events linked to the current charter version divided by all applicable events.","cadence":"Monthly or quarterly"},{"name":"Manager-system exception pattern","definition":"Exceptions by team, decision, interface, severity, cause status, owner, and age.","cadence":"Quarterly"},{"name":"Workload, voice, dignity, fairness, safety, quality, and privacy guardrail","definition":"Context-specific review of workload, employee voice, turnover, inclusion, safety, quality, privacy, conduct, and feedback evidence; not a causal or legal conclusion.","cadence":"At every formal health review and material signal"}]}