What to do | implementation team operating agreement
An Implementation Team Operating Agreement is a document that brings into focus the scope of work, the structure, and the operating procedures of the Team that has been tasked by management with implementing the new collective bargaining agreement. A well-written Operating Agreement serves as the True North to keep the team aligned and on track with their mission.
table of contents
EvaI. Scope
The purpose: Why does the team exist? What does it hope to accomplish?
Composition & Leadership: Who is on the team and roles, such as chair.
Meeting structure: how frequently, where, and for what duration?
II. Communication
Meeting agreements: what will support working together effectively?
Information management: shared location of files and folders
Reporting: What is the commitment to keep all staff and managers informed?
III. Decision-making & Problem Solving
Decision-making: Clarity on how the Implementation Team will make decisions.
Modified consensus: How to use modified consensus for decisions.
IV. Addendum:
Link to documents relevant to the Implementation Team. luation by \
Mental Health Services
Evaluation by peers
Implementation Team Operating Agreement Template
Evaluation by peers
Section 1: Scope of work
Paragraph 1a: Purpose
A short statement of purpose could be, “The team has been formed to implement the economic and non-economic provisions of the contract and to adapt the organizations’ internal policies and practices to align with the CBA.”
Paragraph 1b: Composition and Leadership
Team membership: name, title, contact information
Role of a team member is to attend meetings, take assignments, follow through, and communicate and collaborate with fellow team members.
Team leadership: name, title, contact information
Role of the team leader is to plan and facilitate meetings or delegate to others, to ensure records are kept and timelines are upheld, to liaison with upper management and the union as necessary.
As a general note: usually confidential staff and members of the management team will be on the implementation team. However, depending on the composition of your bargaining unit and your organization, it may be the case that a bargaining unit member may also be on the team.
Paragraph 1c: Meeting structure
Discuss and then describe how frequently the team will meet, who creates the agenda, and where the team will meet.
Paragraph 1d: Financial resources
What financial and in kind resources are available to the group? What limits does the group need to abide by?
Section 2: Communication
Paragraph 2a: Community Agreements
Use standard community agreements or create new ones that meet the specific needs of this committee.
Paragraph 2b: Record-keeping
Clarify how meeting notes and documents will be stored; as well as what folders will be created and shared.
Paragraph 2c: Communicating with the organization
State here how frequently the team will report out progress to the rest of the organization and how that content will be decided on.
Section 3: Decision-making
Paragraph 3a: Authority
What does the group have the authority to make decisions about? What are the limits of that authority? If helpful, the LMC can use a MOCHA chart to clarify authority.
Paragraph 3b: Decision-making process
State how the team will make those decisions within its scope of authority. For example, if the team is authorized to decide timelines for implementing aspects of the contract, they can move quickly to test if there is agreement. For example, the 1,2,3 method [can be thumbs up, sideways, down]. Rather than going for a simple majority, the group will seek to address the concerns of those who are not in full agreement.
Section 4: Addendum
Additional documents as needed to be attached here
Evaluation by peers
Loan Repayment
Beyond Neutrality authors and affiliates do not provide legal, tax, or accounting advice. This and all Beyond Neutrality resources are intended for informational and educational purposes only. Readers should consult their own legal, tax, and accounting advisors, and organizations should retain experienced labor-friendly counsel aligned with their values. 2023