Two of our senior administrative coordinators want to job-share our Office Manager seat on a split schedule, working twenty hours each. How do we document and govern a job-share arrangement on the Accountability Chart without violating the rule of one person per seat?

Question

Tyler Smith · Accepted Answer

Single-point accountability is non-negotiable on an EOS Accountability Chart. If two people share a seat equally without a single owner, nobody is truly responsible when balls drop. Both will claim the other person was on shift when the ball fell through the cracks.

To make a job-share work within EOS, you must decouple the legal payroll schedule from structural accountability. You have two valid options.

Option one is to make one person the primary seat holder. That individual owns the seat, answers for the five roles, owns the metrics on the Scorecard, and owns any quarterly Rocks. The second individual serves in an assistant or support capacity reporting directly to that seat holder. Structurally, only one name occupies the box on the Accountability Chart.

Option two is to split the single Office Manager seat into two distinct seats based on function rather than schedule. For instance, create one seat for Facilities and Vendor Management and a second seat for Administrative Support and Event Coordination. Each person gets their own box on the Accountability Chart with five clear roles and distinct measurable outcomes.

Never list two names in one box separated by a slash. If everyone is accountable, no one is accountable. Pick the single owner for the seat or split the operational responsibilities into two separate seats with unambiguous boundaries.