Accountability - Competency
Definition: Accountability means taking responsibility for meeting performance expectations and being answerable for the outcomes. It recognizes that actions have consequences, which reflect our commitment to accountability. When individuals aim for high accountability, their performance improves. Accountability exists in a variety of ways including: performance appraisals/reports, delegation of responsibilities, expectations of results, keeping the supervisor informed, being on time, and treating employees well.
360-Feedback Assessments Measuring Accountability:
Survey 1 (4-point scale; Competency Comments)
Survey 2 (4-point scale; Competency Comments)
Survey 3 (5-point scale; Competency Comments)
Survey 4 (5-point scale; radio buttons)
Survey 5 (4-point scale; words)
Survey 6 (4-point scale; words)
Survey 7 (5-point scale; competency comments; N/A)
Survey 8 (3-point scale; Agree/Disagree words; N/A)
Survey 9 (3-point scale; Strength/Development; N/A)
Survey 10 (Comment boxes only)
Survey 11 (Single rating per competency)
Survey 12 (Slide-bar scale)
Survey 13 (4-point scale; numbers; floating anchors)
Survey 14 (4-point scale; N/A)
Self-Comments:
Do you have to complete a self-assessment or performance appraisal? If so, the
self-comments here may help.
What is Accountability?
Accountability involves owning up to performance expectations and being responsible for the results. It acknowledges that actions have consequences, demonstrating our dedication to accountability. High accountability drives better performance. It manifests in various forms such as performance reviews, delegating tasks, setting clear expectations, keeping supervisors updated, punctuality, and respectful treatment of employees. Why is Accountability important in the workplace?
- Improved Performance: When employees know there are consequences for their actions and results, they are more likely to strive for excellence and meet performance expectations.
- Documenting Performance: Performance Management processes help codify accountability through a regular review process.
- Sets Clear Expectations: Holding employees accountable ensures that everyone is responsible for their tasks, leading to higher productivity and fewer errors. It fosters a culture of ownership and reliability.
- Commitment: Following through on commitments builds trust among team members and with clients. It shows that you are dependable and value promises.
- Customer Satisfaction: Honoring commitments and promises made to customers/clients enhances their trust and satisfaction. It leads to repeat business and positive word-of-mouth.
What are key aspects of Accountability?
- Consequences
- Performance Reviews
- Holding others accountable
- Ownership of Outcomes and Results
- Personal Responsibility for Performance
- Owning Up To Mistakes
- Supporting the Organization
- Informing the Supervisor
- Integrity/Honesty
- Expectations
- Being On Time
- Professionalism In Interactions
How can I improve my Accountability?
- Be transparent: Share outcomes, progress updates, and openly acknowledge mistakes to build trust and highlight the importance of accountability.
- Set clear expectations: Define goals, roles, and responsibilities to ensure team members understand their tasks and feel supported in achieving them.
- Model responsible behavior: Lead by example by keeping commitments, managing time effectively, and prioritizing professional integrity.
- Conduct regular evaluations: Use performance reviews and constructive feedback to promote accountability and continuous improvement within the team.
- Engage with the team: Be approachable, actively listen, and recognize the efforts of team members to build trust and encourage ownership.
- Prioritize self-reflection: Assess personal actions, decision-making, and time management to identify areas for improvement.
- Create a culture of accountability: Reinforce the value of responsibility by holding employees accountable while celebrating their achievements.
- Show empathy: Balance accountability with understanding, ensuring employees feel supported even when navigating challenges.
What are the benefits of Accountability?
Accountability offers numerous benefits for organizations, teams, and individuals alike:
- Improves performance: When people take ownership of their actions and goals, they work more effectively and consistently strive for excellence
- Strengthens trust: Demonstrating accountability builds credibility and fosters trust within teams and across the organization.
- Enhances collaboration: Clear expectations and mutual accountability create an environment where teamwork thrives.
- Boosts morale: Recognizing responsibility and achievements encourages motivation and engagement.
- Drives results: A culture of accountability ensures that tasks are completed on time and organizational objectives are met.
- Promotes growth: Holding individuals accountable encourages learning, development, and continuous improvement.
- Supports decision-making: Accountability emphasizes clarity, enabling better choices and efficient problem-solving.
- Encourages responsibility: By embracing accountability, individuals become proactive in addressing challenges and opportunities.
By prioritizing accountability, managers can build trust within their teams, drive consistent performance, and create a culture where individuals take ownership of their roles and responsibilities. What questions could be included on a 360-degree survey that measure accountability?
When creating a questionnaire to measure accountability, be sure to include items that measure consequences of actions, conducting performance reviews, holding others accountable, ownership of outcomes and results. The questionnaire items on this page will measure these aspects of accountability. These questions are grouped into different facets of accountability. When creating a 360-degree or other performance assessment, try to select one or two items from each group. 360-Feedback questions that measure Accountability
AccountabilityAccountability emphasizes ownership of responsibilities and actions. This dimension involves taking charge of tasks, fulfilling obligations, and ensuring projects are completed effectively. It highlights the proactive aspect of accountability--being dependable, establishing roles, and willingly accepting responsibility for actions and results. It is about demonstrating reliability and fulfilling commitments.
- Establishes who is responsible for various aspects of the project.
- Willingly accepts the obligation to complete the task.
- Accepts accountability for their actions and results.
- Accepts accountability for their work.
- Takes responsibility for seeing the project through to completion.
- Is someone who is there when you need them.
- Accepts accountability for their actions.
ConsequencesConsequences focuses on accepting the outcomes and implications of those responsibilities or actions. This dimension emphasizes the understanding and acceptance of the results--whether positive or negative--stemming from one's actions. It involves acknowledging performance benchmarks, addressing unmet expectations, and demonstrating commitment to answering for one's actions and their impacts.
- Holds employees accountable for meeting performance benchmarks.
- Holds employees responsible if expectations are not met.
- Aware of the consequences for failure to complete the project.
- Willing to answer for their own actions and performance.
- Demonstrates a commitment to taking responsibility for actions.
- Expects employees to accept the consequences of their actions.
- Accepts personal responsibility for their actions.
- Accepts the consequences for their actions.
- Willingly accepts the consequences for their actions.
Process and ProcedureProcess and Procedure focuses on structuring and implementing systematic practices to ensure accountability. This dimension is about establishing clear steps, objectives, and frameworks to guide individuals or teams in their work. It includes creating action plans, documenting performance goals, prioritizing tasks, and reporting progress. The emphasis here is on the how: the methods, processes, and transparency that build a strong foundation for achieving accountability.
- Develops goals and establishes objective measures of success.
- Requires employees to submit monthly reports of the work they performed.
- Exhibits a sense of ownership of the process.
- Documents performance goals through an individual development plan.
- Projects an image of transparency and trustworthiness in the administration of fair and equitable policies.
- Creates a consistent process for prioritizing work.
- Requires employees to submit action plans, timelines or other objectives.
- Requires team members to present progress reports or prepare contingency plans.
Accountability in OthersAccountability in Others focuses on cultivating responsibility and ownership among team members or employees. It involves defining clear roles, rights, and responsibilities, encouraging greater responsibilities, and ensuring employees set and commit to performance goals. This dimension highlights the leadership role in fostering accountability by actively engaging employees to take charge of their tasks and actions while striving for challenging yet achievable goals.
- Defines roles, rights, and responsibilities of employees.
- Defines roles, rights, and responsibilities of the team.
- Expects employees to account for their actions and performance.
- Understands the importance of holding employees accountable for their work.
- Encourages employees to take on greater responsibilities.
- Seeks commitment from employees prior to assigning tasks.
- Encourages colleagues/business partners to take on greater responsibilities.
- Allows employees to set their own performance goals.
- Encourages employees to set challenging but achievable goals.
Outcomes and ResultsOutcomes and Results emphasizes taking ownership of the final deliverables and end goals. This dimension focuses on accepting responsibility for what is ultimately achieved (or not achieved), including accountability for project outcomes and personal performance. It reflects a commitment to delivering tangible results and accepting the implicationsâsuccess or failure--of one's efforts. The emphasis is on the what: the outcomes and impacts of actions taken.
- Exhibits a sense of ownership of outcomes and results.
- Takes full responsibility for project outcomes.
- Takes responsibility for results.
- Takes full responsibility for results.
- Accepts responsibility for outcomes.
- Accepts accountability for their results.
- Accepts accountability for results.
- Takes personal responsibility for results.
In Problem SolvingIn Problem Solving emphasizes proactive leadership and ownership in addressing issues. This dimension centers on taking charge to find solutions, leading efforts to tackle critical problems, and holding others accountable for their contributions to problem-solving. It reflects a forward-thinking approach where individuals or teams commit to addressing issues head-on, troubleshooting effectively, and delivering the best solutions.
- Tackles issues head on and finds solutions.
- Holds employees accountable for their participation in solving department problems and issues.
- Regularly leads the way when helping the team troubleshoot various issues.
- Commits to leading the initiatives to solving critical issues.
- Takes charge of addressing and solving problems.
- Takes ownership of problems to find the best solutions.
- Accepts responsibility to lead efforts to solving critical problems.
PerformancePerformance emphasizes accountability for achieving high standards and measurable results. It includes taking personal responsibility for delivering quality and timely work, holding oneself and others accountable through performance reviews, and setting clear measures for success. This dimension focuses on actions, outcomes, and processes that ensure goals are met with efficiency and effectiveness.
- Acts like an owner when they make decisions.
- Accepts personal responsibility for producing high quality and timely work.
- Holds employees accountable through regular performance reviews.
- Takes personal responsibility for the quality of their work.
- Holds team accountable to meeting goals.
- Reviews performance to determine areas for improvement.
- Sets clear performance measures.
- Justly applies disciplinary measures.
Errors and SetbacksErrors and Setbacks highlights responsibility and resilience in responding to mistakes and obstacles. This dimension involves taking ownership of errors, acknowledging failures, and actively working to rectify issues. It focuses on learning from setbacks, maintaining diligence despite challenges, and ensuring accountability for mistakes and their resolutions.
- Takes ownership of mistakes and learns from them.
- Takes responsibility for errors and actively works to correct them.
- Takes full responsibility for lack of results achieved.
- Acknowledges errors and takes the steps necessary to rectify them.
- Recognizes when a mistake is made and works to correct the issue.
- Takes responsibility for errors in the production line.
- Accepts personal responsibility for not meeting expectations.
- Continues to work diligently on a problem despite setbacks.
- Takes full responsibility for team's lack of progress.
- Requires advanced warning on problems and issues that will affect completion of tasks.
OrganizationOrganization focuses on collective responsibility and alignment with departmental or organizational goals. It highlights taking ownership of the team's actions and results, fostering success at a departmental level, and maintaining processes that preserve organizational integrity. This dimension reflects a broader sense of accountability where individuals are invested in the success of their team and organization, while also being attuned to potential issues or challenges that may affect overall performance.
- Fully embraces the responsibilities that contribute to our departmental success.
- Works hard to ensure the success of the department.
- Takes responsibility for the team's actions and results.
- Is personally invested in the success of the organization.
- Works diligently for the success of the team.
- Takes responsibility for the direction of the team.
- Implements and facilitates controls and processes that maintain the integrity of the organization.
- Is aware of problems or issues that may affect the organization.
- Remains knowledgeable of Company performance.
Keeps Supervisor InformedKeeps Supervisor Informed emphasizes proactive communication with leadership. It centers on ensuring that supervisors are continuously updated on progress, risks, delays, and relevant events without needing to request updates. This dimension highlights the importance of transparency and consistent communication, enabling supervisors to remain informed and aligned with the ongoing activities of their team or department.
- Keeps supervisor informed of recent events.
- Makes sure the supervisor is always informed of any important events.
- Informs supervisor of progress without having to be asked about it.
- Always keeps the supervisor informed of relevant information.
- Consults with the supervisor before engaging in new procedures that have some risk.
- Lets supervisor know of any setbacks to the progress on achieving goals.
- Informs the supervisor if progress on the task has been delayed.
- Keeps supervisor informed of recent activities.
Integrity and HonestyIntegrity and Honesty emphasizes accountability for ethical conduct and trustworthiness. It includes maintaining transparency, discretion, and commitment to ethical standards in all communications and actions. This dimension prioritizes the moral and ethical aspects of accountability, ensuring individuals can be trusted to uphold their word and admit mistakes openly.
- Can be counted on to do what they say they are going to do.
- Is someone you can trust.
- Takes responsibility for their actions and admits mistakes openly.
- Handles sensitive information with discretion and confidentiality.
- Upholds ethical standards even when no one is watching.
- Maintains honesty and transparency in all communications.
- Chooses integrity over convenience.
- Keeps their word and does what they say they will do.
ExpectationsExpectations emphasizes individual accountability for fulfilling roles, commitments, and goals. It centers on personal reliability, meeting established standards, and aligning individual objectives with broader organizational goals. This dimension also stresses holding oneself and others accountable for unmet expectations while making corrective actions to ensure high performance and consistency.
- Consistently strives to meet high standards of excellence.
- Honors the commitments and promises made to customers/clients.
- Holds employees accountable for completing the project successfully.
- Takes full responsibility for unmet expectations and makes corrective actions immediately.
- Can be counted on to do their role well.
- Sets clear expectations for performance.
- Works to achieve established goals.
- Ensures that employee objectives are aligned with the organization's objectives.
- Follows through on commitments made.
- Consistently follows through on commitments and promises.
On Time
- Does not make excuses for missed deadlines.
- Shows up for work on time.
- Consistently strives to complete work on time or ahead of schedule.
- Holds self and others accountable for meeting the deadline.
- Always starts work on time.
- Regularly completes tasks on time.
- Accepts personal responsibility for the timeliness of work.
- Is prepared and on time for meetings and scheduled events.
- Does not make excuses for being late for work.
- Able to complete required tasks on time and delivered expected results.
Accountable to Others
- Welcomes the responsibility for meeting the broad range of needs of stakeholders and clients.
- Exhibits good governance in their role as an executive.
- Consistently exhibits professionalism in interactions with employees.
- Ensures that employees are compensated fairly and in accordance with established policies.
- Provides clear reasons for underperformance.
- Is responsible for the fair and just implementation of the contract with the union.
- Is responsible for ensuring that employees are treated fairly.