Positions and responsibilities

A position is the backbone of everything a leader does in ClearAim. It says what the role is for and what it owns, so every KPI, outcome and task has a clear home.

How the pieces connect

1. Position: a leader's role, like "VP Operations", with a one-line purpose.
2. Responsibilities: the 4 to 8 things that position owns, like "Fulfillment speed" or "Vendor costs".
3. KPIs: the numbers that show a responsibility is going well. Each KPI belongs to one responsibility.
4. Outcomes: the few goals for this cycle that move a KPI or deliver something.
5. Tasks: the to-dos, each one linkable to a project, KPI, outcome and responsibility.

Set up a position

1. Open Team and pick the leader.
2. Choose Set up the position (or edit it if one is already there).
3. Fill in:
   • Position: the title, like "VP Operations".
   • Purpose: one line on what this position exists to deliver.
   • Works with: who they work most closely with. This draws the org chart on the Team page.
4. Add responsibilities with Add. Give each a short name and, if you like, one line on what good looks like.
5. Choose Save position.

Owners, admins and the leader themselves can edit a position. Everyone else can still read it on the leader's page.

Let AI draft a first pass

Starting from a blank page is the slow part, so ClearAim can draft one for you.

1. In the Draft with AI panel, enter the title and a few words about the company (for example, "85-team-member industrial supply distributor").
2. Choose Draft with AI.
3. You'll get a purpose, responsibilities, KPI ideas and outcome ideas. Tick the ones you like.
4. Choose Add selected to editor, then tweak anything before you save.

Nothing is saved until you choose Save position, so feel free to experiment.

Tips for great responsibilities

• Aim for 4 to 8. ClearAim gives a friendly nudge if there are fewer, and caps it at 8 so the list stays focused.
• Name outcomes of the work, not activities. "Fulfillment speed" is better than "Talk to the warehouse".
• Reorder them with the arrows so the most important ones sit on top.
• Retiring one? Remove it. If it already has KPIs, it's set to inactive instead, so your history stays intact.

Why it matters

When tasks link to a responsibility, the CEO brief can show where effort went. Work that doesn't fit any of a leader's responsibilities gets a gentle mention ("maybe a responsibility to add, or something to hand off"), and tasks with no links show as unlinked so it's easy to tidy them up.