BDP or Business Development Partner. An entity engaging with HE or other BDP's The BDP has a signed agreement with HE for the purpose of expanding business opportunities, exploring new avenues of business contacts and willing to share profits with HE in the execution of project work.
The RACI model is a relatively straightforward tool that can be used for identifying roles and responsibilities during an organizational change process. After all, transformation processes do not process themselves; people have to "do" something to make the processes happen. Therefore it is useful to describe what should be done by whom to make a transformation process happen. In stead of the term RACI, sometimes also the terms RASCI or RASIC are used. R = Responsible - owns the problem / project
A = to whom "R" is Accountable - who must sign off (Approve) on work before it is effective
( S = can be Supportive ) - can provide resources or can play a supporting role in implementation
C = to be Consulted - has information and/or capability necessary to complete the work
I = to be Informed - must be notified of results, but need not be consulted
The technique is typically supported by a RACI chart (see figure) which helps to clearly discuss, agree and communicate the roles and responsibilities.
Typical steps in a RACI process:
Identify all of the processes / activities involved and list them down the left hand side of the chart.
Identify all of the roles and list them along the top of the chart.
Complete the cells of the chart: identify who has the R, A, S, C, I for each process.
Every process should preferably have one and only one “R” as a general principle. A gap occurs when a process exists with no “R” (no role is responsible), an overlap occurs when multiple roles exist that have an “R” for a given process.
Resolve Overlaps - Every process in a role responsibility map should contain one and only one “R” to indicate a unique process owner. In the case of multiple “R”s, there is a need to “zoom in” and further detail the sub processes associated with “obtain resource commitment” to separate the individual responsibilities.
Resolve Gaps - The simpler case to address is the resolution of a gap. Where no role is identified that is “responsible” for a process, the individual with the authority for role definition must determine which existing role is responsible or new role that is required, update the RASCI map and clarify with the individual(s) that assume that role.