# S3 Delegation Canvas for <*name of the domain*>

By <*author(s)*>

<*date/version*>

Delegator(s): <*name(s) of the delegator(s)*>

*The S3 Delegation Canvas is a tool for negotiating and clarifying the delegation of a domain to a team or - in the case of a role - to an individual. Sections are numbered to indicate the suggested order of moving through the canvas.*

<details open>
<summary>1. Primary Driver / Purpose</summary>

*What’s the primary driver and the associated requirement this team (or role keeper) is responsible for taking care of in the organization?*

- Why does the team or role exist?
- What is the organizational need it responds to?

…
</details>

<details>
<summary>2. Key Responsibilities</summary>

*What is the essential work and decision-making being delegated to the team (or role keeper)?*

- *list at least the top three responsibilities*
- *describe them in a way that that enables measuring success*
1. …
2. …
3. …
</details>

<details>
<summary>3. Customers and Deliverables</summary>

*Whom does this team (or role keeper) deliver value to, and what specifically do they provide?*

- List all relevant **internal and external customers** who depend on, or benefit from the value provided by this team (or role keeper).
- Include both **customers and users** (if there is a difference).
- Start with a sentence or two about each deliverable, explaining what it is and why it is valuable to the customer, and then add more details if helpful.
1. …
2. …
3. …
</details>

<details>
<summary>4. Dependencies</summary>

*Who is the team (or role keeper) dependent on, from other parts of the organization or the outside world, and what deliverable(s) do these people provide?*

List key dependencies – the products, services, information etc. essential to the work of the team/role – both from **within the organization** and from the **outside world.** Describe who provides them, and clarify expectations about the delivery if helpful

- …
- …
- …
</details>

<details>
<summary>5. External Constraints</summary>

*What are important external constraints to the team’s (or role keeper’s) autonomy and influence?*

Constraints may be related to customer requirements, to the outside world, to essential stakeholders in the organization, to shared resources, to other responsibilities the members of the team or person in the role may have, or to the preference of the delegator.

- …
</details>

<details>
<summary>6. Key Challenges</summary>

*What are the most important known (or anticipated) challenges the team (or role keeper) might face?*

Consider the outside world, the organization itself, the delegator and the specific delegatee(s). Look for

- risks and vulnerabilities
- variables (e.g. weather)
- uncertainty and complexity
- lack of skills or resources.
1. …
2. …
3. …
</details>

<details>
<summary>7. Key Resources</summary>

*What are essential resources the team or role keeper can make use of?*

Examples: time allocation, supply of money, privileges and permissions, facilities, hardware, software, materials, internal or external service providers, products, stock, etc.

- …
- …
- …
</details>

<details>
<summary>8. Delegator Responsibilities</summary>

*What responsibilities can the team (or role keeper) rely on the delegator to take care of to support them to successfully account for this domain?*

Responsibilities should be specific and measurable, so they can be reviewed and developed over time.

- …
- …
- …
</details>

<details>
<summary>9. Competencies, Qualities and Skills</summary>

*What competencies, qualities and skills are required – or at least preferable – to successfully achieve the purpose of this domain?*

Consider what you listed as Key Responsibilities, Key Deliverables and Key Challenges.

- …
- …
- …
</details>

<details>
<summary>10. Key Metrics and Monitoring</summary>

*What are the critical indicators of progress, project health or performance?*

Prefer simple, continuous and actionable metrics related to the domain's purpose, key responsibilities, challenges, deliverables, and delegator responsibilities, and define specific targets, acceptable range or tolerance.

- …
- …
- …
</details>

<details>
<summary>11. Evaluation Schedule</summary>

*What are the critical indicators of progress, performance, project health, etc, how frequently will they be measured and by whom?*

Describe a schedule (or frequency) for evaluating the success of the team (or role keeper), the process used, and who should take part in which parts of the evaluation.

…
</details>