assignment of a work

5 U.S. Code § 7106 - Management rights

Section effective 90 days after Oct. 13, 1978 , see section 907 of Pub. L. 95–454 , set out as an Effective Date of 1978 Amendment note under section 1101 of this title .

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Make Sure Your Team’s Workload Is Divided Fairly

• Rebecca Knight

It’ll save your top performer from burnout.

An important part of your job as a manager is making sure everyone on your team has the right amount of work. It’s tempting to give the workhorse more projects than others (especially if she’ll get them done the fastest) or to ease up on someone who is struggling, but you also need to be fair. How do you make sure that work on your team is evenly distributed? What do you do about the person who’s great at saying no and the one who can’t say no?

• RK Rebecca Knight is a journalist who writes about all things related to the changing nature of careers and the workplace. Her essays and reported stories have been featured in The Boston Globe, Business Insider, The New York Times, BBC, and The Christian Science Monitor. She was shortlisted as a Reuters Institute Fellow at Oxford University in 2023. Earlier in her career, she spent a decade as an editor and reporter at the Financial Times in New York, London, and Boston.

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What is Work Assignment? – Advanced Work Assignment (AWA)

Work assignment, a fundamental concept of professional realms, refers to allocating specific tasks or duties to individuals or teams within a certain timeframe.

These assignments, which can range from simple tasks to complex projects, serve as the backbone of productivity, facilitating the efficient functioning of an organization.

By clearly defining roles, responsibilities, and deadlines, work assignments ensure that each member is aware of their contribution towards the broader objectives.

This post will explain the work assignment, its scheduling, and its benefits. It will also discuss automated and advanced work assignments.

What is a Work Assignment?

A work assignment or job assignment refers to a task or set of tasks allocated to work centers , an individual, or a team within a specific timeframe. Depending on the context, it can be part of a larger project or an isolated task. 

It helps distribute the workload evenly among team members, ensuring everyone knows their responsibilities and keeping track of progress toward goals.

Automated Work Assignment

Automated assignment of work helps to reduce the stress on employees. It saves the project manager time because the auto-assignment manager does not need to remind his team about the work. The system only gives notifications to the team.

Automated work assignment is when a computer system assigns work to employees based on predefined criteria in an automatic workflow. This can include skills required for the task, availability of employees, and other factors.

The use of automated work assignments can help to improve efficiency and accuracy within an organization.

Managers can efficiently assign work to minimize downtime and maximize productivity by considering employees’ individual skills and availability.

Automated systems can also help to ensure that tasks are appropriately distributed among employees, thus avoiding potential conflicts.

The advantage of the automatic assignment is it helps to deliver the project faster by avoiding confusion and rework because the task is assigned when all the requirements are entirely available.

Advanced Work Assignment

Advanced Work Assignment (AWA) is a methodology organizations use to create and assign work tasks to employees based on their skills, abilities, and interests.

This approach can help improve employee productivity and satisfaction while reducing organizational costs. 

It can effectively engage employees in their work and maximize their potential when appropriately implemented.

One of the critical benefits of it is that it allows organizations to optimize their resources and assign work that is most suited to each employee’s skills, abilities, and interests.

This helps improve productivity by ensuring employees are matched with tasks they can complete while fostering engagement and satisfaction.

Additionally, it can help reduce organizational costs by ensuring that employees are assigned work within their abilities and do not require excessive training or support.

Despite these benefits, some potential challenges are associated with using AWA.

For example, employees may sometimes resist or feel uncomfortable with being assigned work outside their comfort zone or feel they are not allowed to develop new skills.

Additionally, accurately assessing each employee’s skills and interests can be challenging, leading to some employees being assigned work that is not well-suited.

Therefore, it is essential to carefully consider whether or not AWA is right for your organization before implementing it.

When appropriately used, Advanced Work Assignments can effectively improve employee productivity and satisfaction while reducing organizational costs.

Scheduling of Work Assignment

When you are using a computerized system to schedule work, it is essential to know that some factors affect employees’ performance before uploading the names of employees in the system.

This includes understanding how these applications operate and considering what kind of factor affects them most when deciding which option will be best suited for your business needs!

You can utilize manual assignment or auto-assignment for scheduling once you get it.

The following are some tips for scheduling the assignment.

1. Examine the type of work

It is crucial to find out the type of work. For example, some work has to be done in one department. However, some work must be divided between the different departments, and those departments must develop internal work procedures.

2. Analyze the skills of the employees

Each employee has their talent. So before scheduling the work, making one flowchart of the work process is better.

After analyzing employees’ skills, assign the work in the flowchart to the specified employees. Also, keep one backup person if the designated employee cannot perform the job.

3. Calculate the required time

Go through the flowchart and calculate the time required for each stage of the work or project to streamline the work process and complete the job efficiently.

4. Avoid the duplication of work

When you assign laborers to different fundamental processes, there will be a chance of duplicating work because all the laborers do jobs not mentioned in the flow chart.

Hence, carefully check the workflow across the organization and ensure there is no work duplication.

5. Provide a clear idea to the customer

Provide a clear idea to the customer about communication. That means informing him clearly to whom he should communicate to get information about the project and assigning a specified person.

Considering customers’ expectations is critical to set company standards. It helps to learn the market standards also. It will be achievable when you do a proper work assignment.

Important Information that Works Assignment Contains

Work assignment contains mainly these four essential pieces of information. They are

• Which task is to be done : Clearly explain to the employees which task to be taken based on priority.
• The reason for doing that task : When you assign new work to the employees before completing current work, you need to explain its reason.
• What standards should completed tasks meet: Let employees know about the evaluation of the completed job.
• All-motive directions: This means telling the employees to inform their managers about the completed task and the problems they face while doing the tasks.

Benefits of work assignment

• It is easy to track who is responsible for which work.
• It contains some information like which task to be done as per the priority, what must be the standards of the completed task, etc. It helps the assigned person to do the job efficiently.
• By assigning work to a particular team or a person, they know which work to do as per the priority and do that work efficiently to increase customer satisfaction.

What are the components of Advanced Work Assignment (AWA)?

The components of Advanced Work Assignment (AWA) are: -Work Instructional Package (WIP) -Task Guide -Performers Instructions -Standard Operating Procedure (SOP) -Work Area Layout diagram.

What is Standard Operating Procedure (SOP)?

Standard Operating Procedure (SOP) , often shortened to “the SOP,” is a standardized plan adopted by an organization for the orderly and efficient carrying out of various activities such as work, production, or services.

The SOP is a company-wide standard that includes everything from greeting coworkers in the morning to what to do if there’s a fire.

While it may appear overly restrictive at times, its goal is to minimize variation and mistakes. Every business activity has at least one best practice that can lead to success and efficiency if adhered to deliberately and consistently.

What is a Work Instructional Package (WIP)?

A Work Instructional Package (WIP) is a document that provides step-by-step instructions for performing a specific job or task. It may also include diagrams, photographs, and illustrations to help clarify the steps involved.

WIPs are generally used in manufacturing and production settings but can also be helpful in other types of workplaces.

For example, if you work in an office and need to learn how to use a new software program, your company might provide a WIP outlining the steps to install and configure the software.

The proliferation of technology has led to an increased demand for automation. Companies have found a balance between humans and machines using automated work assignment software, or AWA. Automatic job assignments can be used in many industries, from IT support to sales call centers.

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Assignment of Contract

Jump to section, what is an assignment of contract.

An assignment of contract is a legal term that describes the process that occurs when the original party (assignor) transfers their rights and obligations under their contract to a third party (assignee). When an assignment of contract happens, the original party is relieved of their contractual duties, and their role is replaced by the approved incoming party.

How Does Assignment of Contract Work?

An assignment of contract is simpler than you might think.

The process starts with an existing contract party who wishes to transfer their contractual obligations to a new party.

When this occurs, the existing contract party must first confirm that an assignment of contract is permissible under the legally binding agreement . Some contracts prohibit assignments of contract altogether, and some require the other parties of the agreement to agree to the transfer. However, the general rule is that contracts are freely assignable unless there is an explicit provision that says otherwise.

In other cases, some contracts allow an assignment of contract without any formal notification to other contract parties. If this is the case, once the existing contract party decides to reassign his duties, he must create a “Letter of Assignment ” to notify any other contract signers of the change.

The Letter of Assignment must include details about who is to take over the contractual obligations of the exiting party and when the transfer will take place. If the assignment is valid, the assignor is not required to obtain the consent or signature of the other parties to the original contract for the valid assignment to take place.

Check out this article to learn more about how assigning a contract works.

Contract Assignment Examples

Contract assignments are great tools for contract parties to use when they wish to transfer their commitments to a third party. Here are some examples of contract assignments to help you better understand them:

Anna signs a contract with a local trash company that entitles her to have her trash picked up twice a week. A year later, the trash company transferred her contract to a new trash service provider. This contract assignment effectively makes Anna’s contract now with the new service provider.

Hasina enters a contract with a national phone company for cell phone service. The company goes into bankruptcy and needs to close its doors but decides to transfer all current contracts to another provider who agrees to honor the same rates and level of service. The contract assignment is completed, and Hasina now has a contract with the new phone company as a result.

Here is an article where you can find out more about contract assignments.

Assignment of Contract in Real Estate

Assignment of contract is also used in real estate to make money without going the well-known routes of buying and flipping houses. When real estate LLC investors use an assignment of contract, they can make money off properties without ever actually buying them by instead opting to transfer real estate contracts .

This process is called real estate wholesaling.

Real Estate Wholesaling

Real estate wholesaling consists of locating deals on houses that you don’t plan to buy but instead plan to enter a contract to reassign the house to another buyer and pocket the profit.

The process is simple: real estate wholesalers negotiate purchase contracts with sellers. Then, they present these contracts to buyers who pay them an assignment fee for transferring the contract.

This process works because a real estate purchase agreement does not come with the obligation to buy a property. Instead, it sets forth certain purchasing parameters that must be fulfilled by the buyer of the property. In a nutshell, whoever signs the purchase contract has the right to buy the property, but those rights can usually be transferred by means of an assignment of contract.

This means that as long as the buyer who’s involved in the assignment of contract agrees with the purchasing terms, they can legally take over the contract.

But how do real estate wholesalers find these properties?

It is easier than you might think. Here are a few examples of ways that wholesalers find cheap houses to turn a profit on:

• Direct mailers
• Place newspaper ads
• Make posts in online forums
• Social media posts

The key to finding the perfect home for an assignment of contract is to locate sellers that are looking to get rid of their properties quickly. This might be a family who is looking to relocate for a job opportunity or someone who needs to make repairs on a home but can’t afford it. Either way, the quicker the wholesaler can close the deal, the better.

Once a property is located, wholesalers immediately go to work getting the details ironed out about how the sale will work. Transparency is key when it comes to wholesaling. This means that when a wholesaler intends to use an assignment of contract to transfer the rights to another person, they are always upfront about during the preliminary phases of the sale.

In addition to this practice just being good business, it makes sure the process goes as smoothly as possible later down the line. Wholesalers are clear in their intent and make sure buyers know that the contract could be transferred to another buyer before the closing date arrives.

After their offer is accepted and warranties are determined, wholesalers move to complete a title search . Title searches ensure that sellers have the right to enter into a purchase agreement on the property. They do this by searching for any outstanding tax payments, liens , or other roadblocks that could prevent the sale from going through.

Wholesalers also often work with experienced real estate lawyers who ensure that all of the legal paperwork is forthcoming and will stand up in court. Lawyers can also assist in the contract negotiation process if needed but often don’t come in until the final stages.

If the title search comes back clear and the real estate lawyer gives the green light, the wholesaler will immediately move to locate an entity to transfer the rights to buy.

One of the most attractive advantages of real estate wholesaling is that very little money is needed to get started. The process of finding a seller, negotiating a price, and performing a title search is an extremely cheap process that almost anyone can do.

On the other hand, it is not always a positive experience. It can be hard for wholesalers to find sellers who will agree to sell their homes for less than the market value. Even when they do, there is always a chance that the transferred buyer will back out of the sale, which leaves wholesalers obligated to either purchase the property themselves or scramble to find a new person to complete an assignment of contract with.

Learn more about assignment of contract in real estate by checking out this article .

Who Handles Assignment of Contract?

The best person to handle an assignment of contract is an attorney. Since these are detailed legal documents that deal with thousands of dollars, it is never a bad idea to have a professional on your side. If you need help with an assignment of contract or signing a business contract , post a project on ContractsCounsel. There, you can connect with attorneys who know everything there is to know about assignment of contract amendment and can walk you through the whole process.

ContractsCounsel is not a law firm, and this post should not be considered and does not contain legal advice. To ensure the information and advice in this post are correct, sufficient, and appropriate for your situation, please consult a licensed attorney. Also, using or accessing ContractsCounsel's site does not create an attorney-client relationship between you and ContractsCounsel.

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How to Give Assignments to Team Members

Table of Contents

The project has been divided into milestones, goals and objectives broken into tasks, and now it’s time to assign them. But as you open the project management platform, you’re faced with the unflattering process of wording the tasks, and choosing whom to assign them to.

Well, in this article, we offer advice on how to make that jumbled first moment a little clearer. There are actionable tips, learning the difference between allocating and delegating tasks, and suggested criteria on how to choose the best person for the job.

For a more precise overview, here’s a table of contents:

How do you assign employees tasks?

We normally think that assigning tasks is a time-consuming process that focuses on clearing out task lists to keep the project going. However, task assignment should actually be a more employee-oriented process that requires additional dedication and effort, which yields incredible results. But what do we mean by that?

Properly assigned tasks push your employees, projects, and the overall company forward. Here’s how.

• They strengthen accountability and trust between managers and employees;
• They help teach new skills and perfect old ones;
• They allow employees to get familiar with other teams and avenues of work;
• It becomes easier to make project estimates;
• Makes for great bases for performance reviews, etc.

The list could go on, but we’ll stop there for now.

Of course, such long-term benefits don’t come without some proverbial blood and sweat in the planning stage. Let’s take a look at the general ideas on assigning employee tasks, and specific steps you can take.

Motivation comes from knowing the bigger picture

When we talk about the bigger picture in project management, we talk about each team member’s task affecting their peer’s down the line. Since all tasks are usually small pieces of the puzzle, it helps to remind employees how their work contributes. For example:

• A high-quality draft can make a great foundation for the final version, and it can be completed more quickly.
• A well-prepared presentation can shave time off unnecessary questions and additional email inquiries.

It comes as no surprise that people work better and are more productive, when they know that their work has an impact on the company level.

And so, when you assign tasks, try to emphasize how they fit in the bigger picture. Simply saying: “ You doing X will help with Y and Z ” and how it reflects on the project as a whole will let an employee know that the task they were assigned is important.

Get your employees excited to commit

Telling people about the bigger picture and showing them what’s possible can only get them so far. It’s enough to ignite the initial spark, but for them to fully commit to the task, you need to define what that task entails.

They should be able to picture how to go about the work, what skills to use, and how to reach the desired result. The clearer the instructions, the more motivated they will be to work.

Simply put, give directions on how the task should be done, and make sure they understand. You can’t read each other’s minds, so it’s important everyone is on the same page.

Ask for task transparency

One of the best practices a company can employ is transparency among coworkers.

This is achieved by having everyone input their tasks for the day in a timesheet. The purpose of timesheets is to get an accurate idea of what everyone is working on at any given time.

When people know who works on what tasks, it’s easier for them to know if a person is available or busy, how far along they are with a task, etc.

So, when you give assignments to employees, label them with deadlines. Alternatively, you can ask for employees’ assessments on how long the work would take them, and use those timeframes.

Source: Clockify team timesheet

Timesheets are a great way to keep an eye on tasks and the people doing them. You get to:

• see who struggles with what (helps assess people’s skill sets);
• who burns through their workload and is available for additional tasks;
• whether your time estimates need correction;
• identify any wasted time.

💡 If your employees are insecure about keeping public records of their tasks, here are a few resources that can help:

• How to create order in your daily work tasks
• How to be more efficient with your tasks

Keep a crystal clear timeframe

While we’re discussing timesheets and deadline transparency, it’s important to mention that the times you set for task completions need to be clear-cut.

As we’ve mentioned, the safest way to assign deadlines is to consult the employees. They are better at assessing how long it will take them due to the tasks’ difficulty, overall deadlines, the standards that need to be met, and the skill required to complete it.

When they get a say in how long they should be doing an assignment, people tend to feel more accountable for the whole process. They will do their best to finish in time, since they actively participated in setting the deadline.

Set very clear expectations

Assigning a task should always include your (the supervisor’s) expectations pointed out. For example:

• Does a logo pitch need as many drafts as possible, or just a few finished pieces?

If you ask a designer to make some drafts for a logo pitch, you must specify the kind of quality you’re looking for. Explain whether you are looking for some sketches and drafts for a brainstorming meeting, or if you want clean, presentable pieces to show.

Additionally:

• How many pieces should the designer do?
• Is there a specific color palette they need to follow?
• How important is the task? Is this the day they finally decide on a logo, or is it still in the brainstorming stage? (decides on the quality of the work itself)

Assigning the task using the above questions, you help the designer understand how much effort precisely they need to invest. They become more motivated with clear instructions, as they know what is expected of them. There’s no fear of having their work criticized for something that wasn’t communicated in the beginning. And on your end, it prevents breached deadlines or subpar results.

Avoid creating dependency by being less involved

It’s not unusual for employees to ask their supervisors for their opinion on a certain task, or their performance.

The problem arises when a supervisor makes themselves too involved with the process. When they feel like the project might fall apart if they don’t have their eyes on every moving part all of the time. And when you have, say, 20 people waiting for that person’s approval, advice, or consultation, the workflow runs into a gridlock.

And wait time is wasted time.

Plus, people lose motivation, patience, and grow frustrated, as they could be doing other things.

So, learn not to jump in every time people call for your aid. Assign reliable people who can address smaller issues, while you handle the big picture. Learn how to expend your own energy where it is needed more.

For example – making a pitch presentation for potential investors keeps getting put off because one person needs you to check a client email they want to send, another wants your signature on a form, and the third wants to ask something about employee feedback that’s coming up.

In order to not be stretched thin, and have your time wasted on menial tasks, here’s where you can start:

How to mitigate the risk of being over-involved when assigning

• Remember that you match tasks to people

Which means that, by matching the right people with the right tasks, your involvement will be minimal. Take time to carefully choose who gets to do what. What is the point of assigning tasks if they can’t be done without you?

• Have a 10-point scale to judge the importance of items

How important are certain aspects of your leadership role? Are you absolutely necessary in every meeting, or during every call? Which tasks need your approval, and which ones can be approved by someone under you?

Rank these items on a scale of 0 to 10, based on their importance to you and the project. Top priority tasks should get your undivided attention. And what can be delegated, should be.

• Analyze your schedule

Your energy and time are needed on a much broader scale. The best way to spot if you’re wasting time being too involved is to look at your schedule. Identify how much time you’ve spent on low-priority items, and assess which issues could’ve been solved without you.

• Take into account priorities and deadlines

Step in only when absolutely necessary. You are in charge of things getting done on time, by people most qualified for assigned tasks. Determine what your priorities are for each project, and concern yourself only with those issues, unless there is a risk of breaching a deadline.

• Formulate a list of dependable people

If you know your employees (or team members) well enough, then you should be able to single out those who are more dependable and ready to take on a little more responsibilities. Write out the reasons how they could help by getting involved on low-priority items instead of you. When the time comes, rally them and present them with the idea, keeping in mind that this solution helps push the project forward. When authority is delegated to several people, there’s fewer chances of a hold-up in the workflow.

This also falls into the realm of task delegation , which we’ll get into later.

How do you decide what tasks to assign to which employees?

1. assign based on priority.

Naturally, some tasks will be more important than others. When you break down a project into tasks , spend some time assessing their priority level.

High-priority tasks should be the first on your list to allocate. Whether it’s because they’re time-sensitive, or require more effort and dedication.

Low priority tasks can be allocated as fillers to the first available person.

2. Assign based on employee availability

Another factor to consider when assigning tasks is who is available at the moment.

As the project moves along, new tasks will be added. You will have to allocate new work, but odds are you won’t always be able to pick who you want. Especially if a deadline is approaching, the person with the smallest workload should be your first choice.

Overloading an already busy individual just because they’re more skilled or you have faith in them the most puts an unnecessary strain on them. It’s cause for frustration, poorer results, and decreased productivity.

And as we’ve mentioned, if you have a timesheet with an overview of all the tasks and employees working on them, it’ll be much easier to spot who is free and who isn’t.

3. Assign based on employee skill level

High-priority tasks should go to employees with more experience in a given field or skill. However, you should occasionally give such tasks to other employees as well, to help them grow and become just as dependable. Giving people challenging tasks that can boost their experience is essential to productivity and morale.

Not to mention you get to have multiple high-skilled employees.

Low-priority tasks can be assigned to anyone, despite their experience level. They’re a good opportunity to practice, pick up new skills, or get smaller tasks out of the way to make room for more important ones.

4. Assign based on preference

Last, but not the least, preference can also play a big part in how you assign tasks.

It’s a given that some employees will prefer certain tasks over others. So it could be good to assign tasks at a meeting with the team. As you discuss priorities, deadlines, and availability, ask them which tasks they would like to work on.

If someone shows interest in a specific type of work, they should (with some consideration), be allowed to take it. After all, people are more productive when they’re assigned to something they find new or exciting.

Note: Apply this rule with caution. Letting people do only the tasks they want can stunt their career growth. Getting out of our comfort zones and occasionally doing tasks that we don’t like is how we develop and learn. So, don’t forget to document assignments as you hand them out, to spot these potential issues early on.

Allocating vs delegating tasks

While semantically similar words, delegation and allocation in terms of tasks are two different things.

When you allocate tasks , you are assigning tasks without giving the employees much authority, challenge, or room to grow. It includes you keeping all of the responsibility – writing out the tasks, making deadlines, providing resources, tools, etc. These are usually recurring tasks that can become repetitive.

When you delegate tasks , you allow for some of that responsibility to fizzle out from your fingers. All you think about are the objectives, while letting the employees figure out the details and means to get there.

However, that doesn’t mean delegation is right and the allocation is wrong.

Task allocation has its own place. It is just as important, as a lot of tasks come down to repeated processes that are still vital to the project progress. Task delegation is just a good opportunity for employees to learn, challenge themselves, and assess their skills and performance.

When should you allocate tasks?

Management and BizDev consultant Artem Albul shared his concept on task assignment, which he dubbed an “algorithm”. He emphasized how these criteria are useful only and only when you wish that employees perform the tasks based on your guidelines and instructions (aka allocation).

Here is how Albul broke down the algorithm:

Source: Artem Albul, TWA Consulting

As we can see, task allocation, while the more “controlling” of the two, also gives in-depth instructions and asks for confirmation on task clarity. A lot of it comes down to everyone being on the same page, leaving little to no room for misinterpretation (but also creative freedom).

How should you allocate tasks?

With all that we’ve mentioned in the previous section, here’s how your task allotment could look like, step by step.

• Break down your project

Detail out the goals, objectives, and some individual tasks (not all, be careful not to start micromanaging). Place the most important deadlines.

• Prioritize tasks and sort them

It’s important to know what tasks need to be done faster/better, to properly allocate your resources and manpower from the start.

• Make a list of teams and team members

Assign team leaders (if you don’t have them), and alternatively, ask for their input on individual employees skills, for a more informed decision on who gets what.

• Schedule a meeting

Make a meeting with the team leads and go through the points above. Assign tasks according to each team’s availability, interest, and skill required to successfully push the project forward.

• As team leads – assign tasks further down the pipeline
• Track task completion and make necessary changes along the way

Whether it’s pushing deadlines, reassigning tasks, or shifting around resources. This is perfectly fine and expected, so long as it doesn’t happen on every task you’ve assigned. Then, it is an indicator of poor pre-planning.

• Offer feedback and write performances

Don’t forget to track the progress and make notes of important details that might help the next task allocation/delegation process. It’s also a useful piece of information for the employees on what they need to improve on.

Allocating tasks is somewhat more complicated than we want it to be. But, this kind of thorough research and preparation will make projects run more smoothly. Employees will also be more satisfied with their work, and there will be less hurdles as deadlines approach.

When should you delegate tasks?

Delegation is a great practice in trust for both the employer/supervisor and the employee. The employer learns how to give away some of their control over the process, while the employee learns how to take more accountability for their work.

This lets you focus on big-picture aspects of your job, since you deal less with assignments that are low-priority for you. You save time and energy, while helping others move up in their careers.

How do you effectively delegate tasks as a leader?

As we’ve mentioned, delegating includes more employee independence. There are some additional components which make this type of task assignment more appealing than allocation, with great opportunities for growth.

Focus on delegating objectives instead of actual tasks

When you delegate, you focus on the objective that needs to be done. You shouldn’t give employees a “color by numbers” instruction on how to complete a task.

Communicate clearly what the end result should be and what expectations you (or the higher-ups) have. Leave the means for reaching that end goal to the employees themselves. Because how you solve a task may be completely different to how they will. And that is perfectly fine, so long as the result is the one you are looking for.

Keep the objectives challenging

When the objectives you’re delegating are too easy, chances are the person will either procrastinate, or feel like you don’t trust them enough. And if they’re too difficult, they get frustrated, anxious, and begin to panic.

It’s a good idea to be aware of an employee’s skill level, so you can gauge how much challenge and responsibility they can take on. For them to be the most productive and achieve great results, they need to enter “the state of Flow”.

Source: Optimal Experience , M. Csikszentmihalyi

💡 We’ve discussed the state of Flow in more detail in an article on time organization.

Encourage discussion and feedback

Let employees voice their opinions on the topic.

They should ask anything about the task, the goals, or the overall impact their work will have on the later stages or others’ workflow. It means they are interested in the task, and getting involved.

And if they aren’t asking questions themselves, you can always nudge them into proactivity.

• Is there something you’d like me to clarify?
• Do you already have any ideas on how to go about the task?
• Is the time we agreed upon enough for you?
• Will you need other resources, tools, or support?
• Do you see any problems or risks?

Questions like these help them feel valued, their efforts acknowledged, and let them know you care about the task and how well they perform. Just be careful not to overdo it, or you’ll start to look like a micromanager.

Give employees free rein, but offer support

Speaking of micromanaging, delegation means you let people problem-solve their way out on their own. There should be no reason for a manager to step in and control or supervise any step of the process, unless absolutely necessary.

However, what you should do is let them know you’re available for any advice should they feel stuck. Just because employees get authority on a certain task, and are left to their own devices, doesn’t mean the project has to suffer until they pull themselves up.

From time to time, ask them if they need anything from you, and make sure they know you’re there for any kind of support, consultation, or mediation. ANother good practice is to also give them additional learning opportunities – such as training, conferences, courses, etc.

Delegate objectives that move people forward

Choose assignments that boost the skills and employ all of their experiences, instead of something that simply needs to be done. For example:

• Tasks that require they brush up on their team communication skills;
• Learning how to allocate smaller tasks;
• Supervising others’ work and doing quality control;
• Learning to work with a new tool;
• Holding a meeting (or more), etc.

Find out which skills your employees may want or need to develop, and then plan your delegations accordingly. You want them to complete the task while having learned something new at the same time.

How to choose who to delegate to

Paul Beesley, senior director and consultant at Beyond Theory proposed a nifty checklist for when you’re choosing an employee to delegate to. It’s meant to simplify and speed up the process.

To successfully complete the delegated task, your chosen employee needs:

S – the skill to perform and complete a task

T – the time to complete the task, and if needed, learn the required skill

A – the authority to handle everything concerning the task

R – the necessary level of responsibility

R – the recognition for successfully completing the task

This list is a set of important criteria that should be covered when you consider who to assign to a specific task. However, depending on your niche, type of service, company size and the project at hand, the criteria are likely to change. And it should accommodate your needs, not the other way around.

Common task delegation mistakes to avoid

With all being said, there are some common mistakes managers and employers make, sometimes without even realizing it.

• Being too vague concerning deadlines (using: as soon as possible, when you get to it, I need it by yesterday). It creates unnecessary pressure.
• Being unavailable for questions and concerns. While you shouldn’t micromanage, you should still be present for support if an employee feels stuck. Ignoring them or handing them over to someone else could cause distrust. However, if you are usually swamped with work, set consultation hours each day or week.
• Having unclear directions. Specifying the allotted time for task completion and expectations should be the bare minimum when delegating tasks.
• Not providing feedback. No feedback is worse than bad feedback. Employees need to be aware when they’re doing good work, as well. In one company I worked for, the mantra was: “If no one is complaining about your work, that means you’re doing good”. And while it sounds like sound logic, it actually caused a lot of frustration. We were left directionless, and simply “floating” from task to task, never knowing if any of them had a positive impact on our performance.
• Not listening to employees. Take into account how they feel about a task or the objective. Let them give you feedback and if there are potential problems from the get-go.
• Assigning other people to the same task. If you notice a person struggling, the first instinct should be to ask them how they’re faring, and if they need any help. Some managers tend to assign other employees to help them without consultation, which leaves a sore taste. The employee will feel even more incompetent and will be less likely to take on a similar task in the future.
• Assuming people will know what you mean. This is one of the biggest problems. When you’re formulating a task, be as clear as possible about the goals and expectations. Oftentimes managers think that these things are implied, but the truth is – no one is a mind reader. To avoid having information misconstrued or misunderstood, communicate clearly and directly.

There could be more mistakes, especially for every different field and industry. If at all possible, identify the most common ones, made either by you or your peers. Note down all the instances where certain tasks weren’t up to par, and see what you could have changed in your assignment process to fix it. Maybe there wasn’t enough time or resources, you were unclear, or the employee wasn’t ready for such responsibility. Use the same procedure in all future task delegations. It’s the only way to learn and make the process quicker.

Use Clockify to assign tasks with ease

Now you’re a master of task delegation — congrats!

But there’s more to it than meets the eye.

In fact, what if you used a digital tool like Clockify to increase the likelihood that each job would be completed on time and on point?

In Clockify, you can easily create highly descriptive assignments that contain information like:

• Start time,
• Billability status,
• Name of the employee,
• Period for getting the assignment done,
• Hours per day to spend on the assignment, and more.

That way, you can plan who works on what, how long, and when.

Similarly, Clockify allows you to create project milestones to achieve results faster.

With the Milestones option, you can select dates for deadlines, allowing you to pin down important events in your projects.

For example, if your client expects you to keep them in the loop about developments, you can inform them promptly on whether your team has reached the agreed-upon milestones.

Refocus on your company’s big picture with a project and time tracking tool.

Marijana Stojanovic is a writer and researcher who specializes in the topics of productivity and time management.

Where does the time go?

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Time tracking software used by millions. Clockify is a time tracker and timesheet app that lets you track work hours across projects.

Overtime Assignments in Federal Employment

Can my supervisor control my overtime.

Yes.  Overtime is considered an assignment of work and thus a management right at Title 5 USC § 7106 .  However, procedures for distribution have generally been determined to be negotiable as are appropriate arrangements for affected employees (typically covered in Collective Bargaining Agreements ).  The Federal Labor Relations Authority (FLRA) has repeatedly ruled t he right to assign work includes the right to assign overtime as well as determining when it will be worked. See,  Social Security Administration, Office of Hearings and Appeals , 60 FLRA 461 (FLRA 2004);  Bureau of Prisons , 55 FLRA 1078 (FLRA 1999). The right to assign work also, without question, includes the right of management to establish qualifications needed to perform work and make  judgments  as to whether specific employees meet management specified requirements. See,  VA Medical Center,  St. Cloud, Minn ., 62 FLRA 508 (FLRA 2008). Concerning the latter, it should be noted employee claims to the contrary concerning qualifications to work overtime, are immaterial and managerial determinations are absolute.  

Despite the foregoing, it is important to consider there are multiple layers of regulations that may apply from agency to agency and even work group to workgroup at a location. Local unions may have also negotiated aspects of overtime administration that include seniority, or even reverse seniority, rules. Other negotiated provisions may also include how the agency will assign mandatory versus voluntary overtime.

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The contents of this website (InformedFED.com) are intended to convey general information only and not to provide legal advice or opinions. Consultants at InformedFED are not attorneys. They are senior level practitioners of employee labor relations and EEO. The contents of this website, and the posting and viewing of the information on this website, should not be construed as, and should not be relied upon for, legal or employment advice in any particular circumstance or situation. The information presented on this website may not reflect the most current legal or regulatory developments. No action should be taken in reliance on the information contained on this website and we disclaim all liability in respect to actions taken or not taken based on any or all of the contents of this site to the fullest extent permitted by law. InformedFED is comprised of independent senior level practitioners and consultants who are not employees of InformedFED.

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Legal Templates

Home Business Assignment Agreement

Assignment Agreement Template

Use our assignment agreement to transfer contractual obligations.

Updated February 1, 2024 Reviewed by Brooke Davis

An assignment agreement is a legal document that transfers rights, responsibilities, and benefits from one party (the “assignor”) to another (the “assignee”). You can use it to reassign debt, real estate, intellectual property, leases, insurance policies, and government contracts.

What Is an Assignment Agreement?

What to include in an assignment agreement, how to assign a contract, how to write an assignment agreement, assignment agreement sample.

Partnership Interest

An assignment agreement effectively transfers the rights and obligations of a person or entity under an initial contract to another. The original party is the assignor, and the assignee takes on the contract’s duties and benefits.

It’s often a requirement to let the other party in the original deal know the contract is being transferred. It’s essential to create this form thoughtfully, as a poorly written assignment agreement may leave the assignor obligated to certain aspects of the deal.

The most common use of an assignment agreement occurs when the assignor no longer can or wants to continue with a contract. Instead of leaving the initial party or breaking the agreement, the assignor can transfer the contract to another individual or entity.

For example, imagine a small residential trash collection service plans to close its operations. Before it closes, the business brokers a deal to send its accounts to a curbside pickup company providing similar services. After notifying account holders, the latter company continues the service while receiving payment.

Create a thorough assignment agreement by including the following information:

• Effective Date:  The document must indicate when the transfer of rights and obligations occurs.
• Parties:  Include the full name and address of the assignor, assignee, and obligor (if required).
• Assignment:  Provide details that identify the original contract being assigned.
• Third-Party Approval: If the initial contract requires the approval of the obligor, note the date the approval was received.
• Signatures:  Both parties must sign and date the printed assignment contract template once completed. If a notary is required, wait until you are in the presence of the official and present identification before signing. Failure to do so may result in having to redo the assignment contract.

Review the Contract Terms

Carefully review the terms of the existing contract. Some contracts may have specific provisions regarding assignment. Check for any restrictions or requirements related to assigning the contract.

Check for Anti-Assignment Clauses

Some contracts include anti-assignment clauses that prohibit or restrict the ability to assign the contract without the consent of the other party. If there’s such a clause, you may need the consent of the original parties to proceed.

Determine Assignability

Ensure that the contract is assignable. Some contracts, especially those involving personal services or unique skills, may not be assignable without the other party’s agreement.

Get Consent from the Other Party (if Required)

If the contract includes an anti-assignment clause or requires consent for assignment, seek written consent from the other party. This can often be done through a formal amendment to the contract.

Prepare an Assignment Agreement

Draft an assignment agreement that clearly outlines the transfer of rights and obligations from the assignor (the party assigning the contract) to the assignee (the party receiving the assignment). Include details such as the names of the parties, the effective date of the assignment, and the specific rights and obligations being transferred.

Include Original Contract Information

Attach a copy of the original contract or reference its key terms in the assignment agreement. This helps in clearly identifying the contract being assigned.

Execution of the Assignment Agreement

Both the assignor and assignee should sign the assignment agreement. Signatures should be notarized if required by the contract or local laws.

Notice to the Other Party

Provide notice of the assignment to the non-assigning party. This can be done formally through a letter or as specified in the contract.

File the Assignment

File the assignment agreement with the appropriate parties or entities as required. This may include filing with the original contracting party or relevant government authorities.

Communicate with Third Parties

Inform any relevant third parties, such as suppliers, customers, or service providers, about the assignment to ensure a smooth transition.

Keep Copies for Records

Keep copies of the assignment agreement, original contract, and any related communications for your records.

Here’s a list of steps on how to write an assignment agreement:

Step 1 – List the Assignor’s and Assignee’s Details

List all of the pertinent information regarding the parties involved in the transfer. This information includes their full names, addresses, phone numbers, and other relevant contact information.

This step clarifies who’s transferring the initial contract and who will take on its responsibilities.

Step 2 – Provide Original Contract Information

Describing and identifying the contract that is effectively being reassigned is essential. This step avoids any confusion after the transfer has been completed.

Step 3 – State the Consideration

Provide accurate information regarding the amount the assignee pays to assume the contract. This figure should include taxes and any relevant peripheral expenses. If the assignee will pay the consideration over a period, indicate the method and installments.

Step 4 – Provide Any Terms and Conditions

The terms and conditions of any agreement are crucial to a smooth transaction. You must cover issues such as dispute resolution, governing law, obligor approval, and any relevant clauses.

Step 5 – Obtain Signatures

Both parties must sign the agreement to ensure it is legally binding and that they have read and understood the contract. If a notary is required, wait to sign off in their presence.

Related Documents

• Purchase Agreement : Outlines the terms and conditions of an item sale.
• Business Contract : An agreement in which each party agrees to an exchange, typically involving money, goods, or services.
• Lease/Rental Agreement : A lease agreement is a written document that officially recognizes a legally binding relationship between two parties -- a landlord and a tenant.
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Understanding Assignments

What this handout is about.

The first step in any successful college writing venture is reading the assignment. While this sounds like a simple task, it can be a tough one. This handout will help you unravel your assignment and begin to craft an effective response. Much of the following advice will involve translating typical assignment terms and practices into meaningful clues to the type of writing your instructor expects. See our short video for more tips.

Basic beginnings

Regardless of the assignment, department, or instructor, adopting these two habits will serve you well :

• Read the assignment carefully as soon as you receive it. Do not put this task off—reading the assignment at the beginning will save you time, stress, and problems later. An assignment can look pretty straightforward at first, particularly if the instructor has provided lots of information. That does not mean it will not take time and effort to complete; you may even have to learn a new skill to complete the assignment.
• Ask the instructor about anything you do not understand. Do not hesitate to approach your instructor. Instructors would prefer to set you straight before you hand the paper in. That’s also when you will find their feedback most useful.

Assignment formats

Many assignments follow a basic format. Assignments often begin with an overview of the topic, include a central verb or verbs that describe the task, and offer some additional suggestions, questions, or prompts to get you started.

An Overview of Some Kind

The instructor might set the stage with some general discussion of the subject of the assignment, introduce the topic, or remind you of something pertinent that you have discussed in class. For example:

“Throughout history, gerbils have played a key role in politics,” or “In the last few weeks of class, we have focused on the evening wear of the housefly …”

The Task of the Assignment

Pay attention; this part tells you what to do when you write the paper. Look for the key verb or verbs in the sentence. Words like analyze, summarize, or compare direct you to think about your topic in a certain way. Also pay attention to words such as how, what, when, where, and why; these words guide your attention toward specific information. (See the section in this handout titled “Key Terms” for more information.)

“Analyze the effect that gerbils had on the Russian Revolution”, or “Suggest an interpretation of housefly undergarments that differs from Darwin’s.”

Additional Material to Think about

Here you will find some questions to use as springboards as you begin to think about the topic. Instructors usually include these questions as suggestions rather than requirements. Do not feel compelled to answer every question unless the instructor asks you to do so. Pay attention to the order of the questions. Sometimes they suggest the thinking process your instructor imagines you will need to follow to begin thinking about the topic.

“You may wish to consider the differing views held by Communist gerbils vs. Monarchist gerbils, or Can there be such a thing as ‘the housefly garment industry’ or is it just a home-based craft?”

These are the instructor’s comments about writing expectations:

“Be concise”, “Write effectively”, or “Argue furiously.”

Technical Details

These instructions usually indicate format rules or guidelines.

“Your paper must be typed in Palatino font on gray paper and must not exceed 600 pages. It is due on the anniversary of Mao Tse-tung’s death.”

The assignment’s parts may not appear in exactly this order, and each part may be very long or really short. Nonetheless, being aware of this standard pattern can help you understand what your instructor wants you to do.

Interpreting the assignment

Ask yourself a few basic questions as you read and jot down the answers on the assignment sheet:

Why did your instructor ask you to do this particular task?

Who is your audience.

• What kind of evidence do you need to support your ideas?

What kind of writing style is acceptable?

• What are the absolute rules of the paper?

Try to look at the question from the point of view of the instructor. Recognize that your instructor has a reason for giving you this assignment and for giving it to you at a particular point in the semester. In every assignment, the instructor has a challenge for you. This challenge could be anything from demonstrating an ability to think clearly to demonstrating an ability to use the library. See the assignment not as a vague suggestion of what to do but as an opportunity to show that you can handle the course material as directed. Paper assignments give you more than a topic to discuss—they ask you to do something with the topic. Keep reminding yourself of that. Be careful to avoid the other extreme as well: do not read more into the assignment than what is there.

Of course, your instructor has given you an assignment so that they will be able to assess your understanding of the course material and give you an appropriate grade. But there is more to it than that. Your instructor has tried to design a learning experience of some kind. Your instructor wants you to think about something in a particular way for a particular reason. If you read the course description at the beginning of your syllabus, review the assigned readings, and consider the assignment itself, you may begin to see the plan, purpose, or approach to the subject matter that your instructor has created for you. If you still aren’t sure of the assignment’s goals, try asking the instructor. For help with this, see our handout on getting feedback .

Given your instructor’s efforts, it helps to answer the question: What is my purpose in completing this assignment? Is it to gather research from a variety of outside sources and present a coherent picture? Is it to take material I have been learning in class and apply it to a new situation? Is it to prove a point one way or another? Key words from the assignment can help you figure this out. Look for key terms in the form of active verbs that tell you what to do.

Key Terms: Finding Those Active Verbs

Here are some common key words and definitions to help you think about assignment terms:

Information words Ask you to demonstrate what you know about the subject, such as who, what, when, where, how, and why.

• define —give the subject’s meaning (according to someone or something). Sometimes you have to give more than one view on the subject’s meaning
• describe —provide details about the subject by answering question words (such as who, what, when, where, how, and why); you might also give details related to the five senses (what you see, hear, feel, taste, and smell)
• explain —give reasons why or examples of how something happened
• illustrate —give descriptive examples of the subject and show how each is connected with the subject
• summarize —briefly list the important ideas you learned about the subject
• trace —outline how something has changed or developed from an earlier time to its current form
• research —gather material from outside sources about the subject, often with the implication or requirement that you will analyze what you have found

Relation words Ask you to demonstrate how things are connected.

• compare —show how two or more things are similar (and, sometimes, different)
• contrast —show how two or more things are dissimilar
• apply—use details that you’ve been given to demonstrate how an idea, theory, or concept works in a particular situation
• cause —show how one event or series of events made something else happen
• relate —show or describe the connections between things

Interpretation words Ask you to defend ideas of your own about the subject. Do not see these words as requesting opinion alone (unless the assignment specifically says so), but as requiring opinion that is supported by concrete evidence. Remember examples, principles, definitions, or concepts from class or research and use them in your interpretation.

• assess —summarize your opinion of the subject and measure it against something
• prove, justify —give reasons or examples to demonstrate how or why something is the truth
• evaluate, respond —state your opinion of the subject as good, bad, or some combination of the two, with examples and reasons
• support —give reasons or evidence for something you believe (be sure to state clearly what it is that you believe)
• synthesize —put two or more things together that have not been put together in class or in your readings before; do not just summarize one and then the other and say that they are similar or different—you must provide a reason for putting them together that runs all the way through the paper
• analyze —determine how individual parts create or relate to the whole, figure out how something works, what it might mean, or why it is important
• argue —take a side and defend it with evidence against the other side

More Clues to Your Purpose As you read the assignment, think about what the teacher does in class:

• What kinds of textbooks or coursepack did your instructor choose for the course—ones that provide background information, explain theories or perspectives, or argue a point of view?
• In lecture, does your instructor ask your opinion, try to prove their point of view, or use keywords that show up again in the assignment?
• What kinds of assignments are typical in this discipline? Social science classes often expect more research. Humanities classes thrive on interpretation and analysis.
• How do the assignments, readings, and lectures work together in the course? Instructors spend time designing courses, sometimes even arguing with their peers about the most effective course materials. Figuring out the overall design to the course will help you understand what each assignment is meant to achieve.

Now, what about your reader? Most undergraduates think of their audience as the instructor. True, your instructor is a good person to keep in mind as you write. But for the purposes of a good paper, think of your audience as someone like your roommate: smart enough to understand a clear, logical argument, but not someone who already knows exactly what is going on in your particular paper. Remember, even if the instructor knows everything there is to know about your paper topic, they still have to read your paper and assess your understanding. In other words, teach the material to your reader.

Aiming a paper at your audience happens in two ways: you make decisions about the tone and the level of information you want to convey.

• Tone means the “voice” of your paper. Should you be chatty, formal, or objective? Usually you will find some happy medium—you do not want to alienate your reader by sounding condescending or superior, but you do not want to, um, like, totally wig on the man, you know? Eschew ostentatious erudition: some students think the way to sound academic is to use big words. Be careful—you can sound ridiculous, especially if you use the wrong big words.
• The level of information you use depends on who you think your audience is. If you imagine your audience as your instructor and they already know everything you have to say, you may find yourself leaving out key information that can cause your argument to be unconvincing and illogical. But you do not have to explain every single word or issue. If you are telling your roommate what happened on your favorite science fiction TV show last night, you do not say, “First a dark-haired white man of average height, wearing a suit and carrying a flashlight, walked into the room. Then a purple alien with fifteen arms and at least three eyes turned around. Then the man smiled slightly. In the background, you could hear a clock ticking. The room was fairly dark and had at least two windows that I saw.” You also do not say, “This guy found some aliens. The end.” Find some balance of useful details that support your main point.

You’ll find a much more detailed discussion of these concepts in our handout on audience .

The Grim Truth

With a few exceptions (including some lab and ethnography reports), you are probably being asked to make an argument. You must convince your audience. It is easy to forget this aim when you are researching and writing; as you become involved in your subject matter, you may become enmeshed in the details and focus on learning or simply telling the information you have found. You need to do more than just repeat what you have read. Your writing should have a point, and you should be able to say it in a sentence. Sometimes instructors call this sentence a “thesis” or a “claim.”

So, if your instructor tells you to write about some aspect of oral hygiene, you do not want to just list: “First, you brush your teeth with a soft brush and some peanut butter. Then, you floss with unwaxed, bologna-flavored string. Finally, gargle with bourbon.” Instead, you could say, “Of all the oral cleaning methods, sandblasting removes the most plaque. Therefore it should be recommended by the American Dental Association.” Or, “From an aesthetic perspective, moldy teeth can be quite charming. However, their joys are short-lived.”

Convincing the reader of your argument is the goal of academic writing. It doesn’t have to say “argument” anywhere in the assignment for you to need one. Look at the assignment and think about what kind of argument you could make about it instead of just seeing it as a checklist of information you have to present. For help with understanding the role of argument in academic writing, see our handout on argument .

What kind of evidence do you need?

There are many kinds of evidence, and what type of evidence will work for your assignment can depend on several factors–the discipline, the parameters of the assignment, and your instructor’s preference. Should you use statistics? Historical examples? Do you need to conduct your own experiment? Can you rely on personal experience? See our handout on evidence for suggestions on how to use evidence appropriately.

Make sure you are clear about this part of the assignment, because your use of evidence will be crucial in writing a successful paper. You are not just learning how to argue; you are learning how to argue with specific types of materials and ideas. Ask your instructor what counts as acceptable evidence. You can also ask a librarian for help. No matter what kind of evidence you use, be sure to cite it correctly—see the UNC Libraries citation tutorial .

You cannot always tell from the assignment just what sort of writing style your instructor expects. The instructor may be really laid back in class but still expect you to sound formal in writing. Or the instructor may be fairly formal in class and ask you to write a reflection paper where you need to use “I” and speak from your own experience.

Try to avoid false associations of a particular field with a style (“art historians like wacky creativity,” or “political scientists are boring and just give facts”) and look instead to the types of readings you have been given in class. No one expects you to write like Plato—just use the readings as a guide for what is standard or preferable to your instructor. When in doubt, ask your instructor about the level of formality they expect.

No matter what field you are writing for or what facts you are including, if you do not write so that your reader can understand your main idea, you have wasted your time. So make clarity your main goal. For specific help with style, see our handout on style .

Technical details about the assignment

The technical information you are given in an assignment always seems like the easy part. This section can actually give you lots of little hints about approaching the task. Find out if elements such as page length and citation format (see the UNC Libraries citation tutorial ) are negotiable. Some professors do not have strong preferences as long as you are consistent and fully answer the assignment. Some professors are very specific and will deduct big points for deviations.

Usually, the page length tells you something important: The instructor thinks the size of the paper is appropriate to the assignment’s parameters. In plain English, your instructor is telling you how many pages it should take for you to answer the question as fully as you are expected to. So if an assignment is two pages long, you cannot pad your paper with examples or reword your main idea several times. Hit your one point early, defend it with the clearest example, and finish quickly. If an assignment is ten pages long, you can be more complex in your main points and examples—and if you can only produce five pages for that assignment, you need to see someone for help—as soon as possible.

Tricks that don’t work

Your instructors are not fooled when you:

• spend more time on the cover page than the essay —graphics, cool binders, and cute titles are no replacement for a well-written paper.
• use huge fonts, wide margins, or extra spacing to pad the page length —these tricks are immediately obvious to the eye. Most instructors use the same word processor you do. They know what’s possible. Such tactics are especially damning when the instructor has a stack of 60 papers to grade and yours is the only one that low-flying airplane pilots could read.
• use a paper from another class that covered “sort of similar” material . Again, the instructor has a particular task for you to fulfill in the assignment that usually relates to course material and lectures. Your other paper may not cover this material, and turning in the same paper for more than one course may constitute an Honor Code violation . Ask the instructor—it can’t hurt.
• get all wacky and “creative” before you answer the question . Showing that you are able to think beyond the boundaries of a simple assignment can be good, but you must do what the assignment calls for first. Again, check with your instructor. A humorous tone can be refreshing for someone grading a stack of papers, but it will not get you a good grade if you have not fulfilled the task.

Critical reading of assignments leads to skills in other types of reading and writing. If you get good at figuring out what the real goals of assignments are, you are going to be better at understanding the goals of all of your classes and fields of study.

You may reproduce it for non-commercial use if you use the entire handout and attribute the source: The Writing Center, University of North Carolina at Chapel Hill

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Tips for Allocating Work Assignments

It’s probably a no-brainer that improper delegation of tasks has obvious consequences, such as increased frustration, stress and workload. The quality of work and team morale may suffer while trust, productivity, efficiency and profitability dwindles. In such a situation, the organizational structure fails, clients’ trust dies, reports of unaccountability emerge, staff may underperform and project failure becomes imminent. This is why it’s vital to ensure that work assignments are delegated efficiently and to the appropriate team member.

Approximately 94% of companies lack exceptionally good management. The 6% of firms with excellent management culture and style tend to be dedicated to their workforce and team building rather than external stakeholders.

Achieving excellence in organizational operations is an enormous challenge for most organizations and begins with the manner and style of delegation of assignments.

Management has to choose the right team , build trust and accountability , develop its team through delegation, manage performances, have tough conversations and acknowledge and reward excellence to enhance employee engagement and lower turnover.

What exactly are work assignments?

Work assignments are remarkable tools for enhancing employee growth and must be managed deliberately; otherwise, they could limit efforts towards building a diverse workforce.

Evidence shows that experimental learning accounts for 70% of leadership development , particularly, effective delegation of work assignments.

Work assignments are tasks that are deliberately designed for organizational purposes. They are allocated to staff to achieve results. In the simplest terms, these assignments are activities or projects for a specific end. Work assignments should come with a task description, deadline and expected results.

Work assignments tips

Why delegate work assignments?

Employee empowerment.

Managers with great team building skills understand the importance of instilling trust in team members for enhanced morale and performance because they believe they are wired to drive organizational objectives.

Strengthens trust

Assigning work means trusting the employee’s ability to achieve a particular result through task performance. Frequent delegation builds the trust needed to create collaborative skills within organizations.

Helps lower workload

Successful delegation of work assignments lessens the burden of tasks that pile up. It saves the time needed to focus on other important organizational tasks and goals.

Planning for fair distribution of work assignments

Most industries, such as hospitality, telecommunications and healthcare need to ensure uninterrupted service delivery. At the same time, they must consider the health of their employees, who need regular breaks and leave to stay productive and rested.

With the rise of flexi-workers , ensuring everyone gets a fair share of leave could become a logistics nightmare for business owners. This also applies to contractual staff who may feel overburdened.

When planning and distributing work assignments, managers must take into account employees’ vacation days, sick leave, emergency absences and so on. Things to consider include, but are not limited to:

• Employees should have their preferences fulfilled to avoid bias.
• Organizations should try to accommodate employees’ requests for rest days as much as possible.
• The duty roster should be planned in such a way as to allow enough time for deadlines and urgent tasks.
• There is also an allowance for fair leave/day swapping among employees.

The manager planning the duty roster should keep track of requests and demands in real time. This enables the planner to synchronize replacement leave and overtime pay calculations at the end of the roster period.

Delegating work assignments to employees

Create an effective work plan.

An effective work plan is the key to the success of every project. Approximately 58% of organisations don’t understand the value of project management, which explains why most projects fail as soon as they begin.

The planning phase determines either the failure or success of such project. Organizations must have a solid work plan, including a weekly action plan for greater efficiency and productivity. You can create a good work plan by following the steps below.

• Set specific goals that include actual numbers and quantifiable terms and scope.
• Lay out the objectives and deliverables, including the project schedule. Consider rewarding your team based on achievement. The incentives will boost productivity.
• Brainstorm and detail the key resources that your team needs. Brainstorming and planning will help colleagues become creative, forecast unforeseen obstacles and promote teamwork. Converse with your them about the resources that can help them achieve set objectives and give them available resources.
• Identify task sequencing . The schedule of a project outlines activity sequencing, tracks performance and calculates the duration of tasks sequences.

Delegate assignments based on aptitude

By assigning work to employees based on their areas of strength and skills, you set them up to excel. This means you need to understand your employees’ strengths, preferences and weaknesses. You may also allow your staff to choose their preferred tasks. This is important for building trust.

Give your team prior notice

No need to stress everyone out and kill their morale with endless impromptu and urgent work assignments. As far as is feasible, try to give your employees a couple of days’ notice at least.

Foster project ownership

Encourage your team to ask questions for clarity. Determine your availability and take the time to give them clear instructions, feedback and assistance. Giving them a sense of ownership allows your team members to see the big picture.

Real delegation is when you encourage your team to own the project. This gives them the authority to take initiative for the execution process.

Most companies spend hours and weeks planning and generating roasters manually when they can use TimeTrack Duty Roster to save time. TimeTrack Duty Roster creates a perfect overview of both employers and employees and allow managers to personalize shifts according to preferences.

TimeTrack Duty Roster

Monitoring work assignments

Monitoring work assignments helps your team complete their duties successfully and meet the desired outcomes. There’s no need to micromanage, but you can certainly help keep employees focused while tracking processes.

Ensure an effective project plan

• Compile a clear project outline, including a schedule. Collaborate with your team to create the plan and include the project scope, tasks, deadlines and resources. Creating a timeline is vital; use a flow chart to make things clearer. A clear work plan helps you understand the key performance indicators you can monitor.

Set SMART goals

• One of the key ways to monitor assigned work is to create specific, measurable, attainable, relevant and time-bound goals. This SMART criteria helps you identify detailed and quantifiable goals with effective deadlines. You then have quantifiable items to monitor the performance of the assignments.

Steady check-ins

• Creating a schedule for progress check-ins is a key step in monitoring assignments. The regularity of the check-in depends on the project. For example, check-ins for long-term and short-term projects differ in intervals. Check-ins should be balanced to support effective monitoring of performance indicators.

Records and analysis of data

• For each of the scheduled check-ins, keep records and analyze data to understand the progress of projects. You can gather data through team meetings and input into spreadsheets or project management tools. The data will then be analyzed to determine the status of the assigned work.

Every organization wants to empower its workforce for enhanced morale, focus, accountability, efficiency and productivity. These achievements are only possible with effective delegation of work assignments and tasks.

I am a researcher, writer, and self-published author. Over the last 9 years, I have dedicated my time to delivering unique content to startups and non-governmental organizations and have covered several topics, including wellness, technology, and entrepreneurship. I am now passionate about how time efficiency affects productivity, business performance, and profitability.

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Meaning of assignment in English

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• It was a jammy assignment - more of a holiday really.
• He took this award-winning photograph while on assignment in the Middle East .
• His two-year assignment to the Mexico office starts in September .
• She first visited Norway on assignment for the winter Olympics ten years ago.
• He fell in love with the area after being there on assignment for National Geographic in the 1950s.
• act as something
• all work and no play (makes Jack a dull boy) idiom
• be at work idiom
• be in work idiom
• housekeeping
• in the line of duty idiom
• undertaking

You can also find related words, phrases, and synonyms in the topics:

assignment | American Dictionary

Assignment | business english, examples of assignment, collocations with assignment.

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What Is a Statement of Work? Definition & Examples

There’s always plenty of project management paperwork to create, get approved, file and archive. All project documents are important, but the Statement of Work (SOW) is easily one of the most important because it’s made at the outset of a project and outlines everything that needs to go into your project.

Using effective  project planning tools and a thorough and well-written statement of work (SOW) will set you up to successfully lead a project over the finish line on schedule and within budget.

What Is a Statement of Work (SOW) In Project Management?

The statement of work (SOW) is a legally binding document that captures and defines all the work management aspects of your project. You’ll note the activities, deliverables and timetable for the project. It’s an extremely detailed work contract that defines the terms and conditions agreed upon between parties and lays the groundwork for the project plan.

The statement of work (SOW) is one of the first documents you’ll create to lay out the entire landscape of the project before you create a project plan and execute it. Because of the great amount of detail required, the prospect of writing one can be daunting. Let’s break it down into more digestible parts. Your statement of work will be much more detailed than your job estimate, which is a simpler document that outlines the work that’ll be performed and the costs associated with it.

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Statement of work template

Use this free Statement Of Work Template for Word to manage your projects better.

When you’re writing a statement of work, it can help to use a statement of work template because of the various aspects of the project that it must capture. Most statement-of-work templates include things such as a glossary of terms defining what you’re referencing in the SOW. There will be a place for you to write the statement of purpose as well as administrative information. If you like our statement of work template, you can also try our free project management templates to manage your projects.

Statement of Work vs. Scope of Work

While they sound the same, a statement of work isn’t a scope of work . The statement of work, as we’ve shown, is a formal document that details the goals of the project.

The scope of work is part of the larger statement of work. In it, the way the project team will deliver the outcomes laid out in the SOW is described, so the scope of work is a much shorter project document .

What Does SOW Stand for In Business and Project Management?

Now that we’ve cleared the difference between a statement of work and scope of work, it’s important to note that the SOW acronym stands for statement of work, and not scope of work, which is a component of the SOW. Similarly, the terms SOW contract, SOW document and SOW agreement also refer to statements of work in project management and business.

What Is the Purpose of a Statement of Work (SOW)?

As noted, the statement of work is a detailed overview of the project scope . It’s also a way to share the project requirements, acceptance criteria and payment terms with those who are working on the project, whether they’re collaborating or are contracted to work on the project. This includes stakeholders like vendors and contractors who are bidding to work on the project.

An SOW contract is also helpful to project managers as it provides a structure on which the project plan can be built. The statement of work helps to avoid conflicts in the project. With detail and clarity, the SOW helps keep everyone that’s involved in the project on the same page and works to leave confusion to a minimum.

When building your schedule, it helps to use project management software . It can be immensely helpful for organizing your tasks and resources, as it’s critical to make an accurate schedule at this stage in the project. Project management software can also help you to create a work breakdown structure ( WBS ) to zoom into your project scope and identify your project’s activities, deliverables and milestones.

Statement of Work Template

Templates make everything a little bit easier. Jump start your statement of work document with our free SOW template for Word . It helps you outline your project background, schedule, deliverables, communication plan and more. Download your free copy today.

Types of Statement of Work

An SOW can be broken down into three main categories which can be defined as follows.

• Design/detail SOW :  When you’re writing this SOW, you’re conveying to the supplier how you want the work done. What are the buyer requirements that’ll control the supplier’s process? You can use a requirements gathering template to ensure you gather them all. These project requirements can run the gamut from quality acceptance criteria and payment terms to the measurement of materials. In this SOW, it’s the buyer who’s being held responsible for the performance as he’s the one directing the project course.
• Level of effort/time and materials/unit rate SOW: This SOW agreement is an almost universal version and it can apply to most projects. It defines the level of effort as well as the materials and cost per unit. It tends to find use in short-term contracts.
• Performance-based SOW: This is the preferred SOW of project managers as it focuses on the purpose of the project, the resources and the quality level expected of the deliverables . It does not, however, explain how the work is supposed to get done. This allows a great deal of autonomy on how to get to an outcome without requiring a specific process.

Whatever type of SOW document you choose, you’ll want to use project management software to streamline the process. ProjectManager can organize the information you’re gathering in our list view. But our tool does more than make a fancy to-do list. Choose between online Gantt charts, kanban boards, project calendars and other project management views to plan, schedule and track your projects. In addition, our real-time software tracks your progress and the list shows the percentage complete for each task. You can assign work to your team, set priority, add customized tags and much more. See for yourself by taking our free 30-day trial today.

How to Write a Project Statement of Work (SOW)

A statement of work is a legally binding agreement between a client and a vendor that describes the terms and conditions for the execution of a project’s scope of work. There’s a lot of information to describe in the SOW. You can create this on your own if you want, but using project management tools to make sure nothing is left out will prove helpful. You only have one chance to create your SOW document, and you want it done right.

Here’s an overview of the steps you’ll need to follow to write your statement of work:

• Create a brief introduction for your project
• Define the purpose of your project
• Define your project scope
• Create a work breakdown structure to identify your project tasks, milestones and deliverables
• Create a project schedule
• Define project requirements and acceptance criteria
• Define payment terms and conditions

In terms of writing the statement of work, you’ll want to be specific with this project document. You want to clarify the terms used to make them universally understood and clearly define who’s going to do what and by what time those tasks must be completed. This avoids confusion later in the project when you can’t afford miscommunications or disputes.

Besides writing clearly, include visuals in the SOW to help focus the lens on various project aspects. Including visuals, be they project charts , graphs or other illustrations to help you clarify the project, will make the SOW agreement more digestible.

After all the work you’ve done to detail the specifics of the project, you don’t want to neglect the final, crucial step — getting the work signed off. You can’t proceed if you don’t have the authority to do so. Or, more accurately, you can, but it might cost you the success of the project . Make sure that those in authority have signed off on the statement of work.

What Should Be Included in a Statement of Work (SOW)?

There are as many parts in a statement of work as there are in a project, so it’s advisable to use a project management information system to help you manage its components. If you start by focusing on the parts, you can work yourself up to the whole. For a full understanding of an SOW, first, note the major aspects of the project it addresses.

1. Introduction

Begin with explaining what work is being done and general information about the project such as who is involved. State these parties. This will lead to a standing offer, which cements prices for products or services purchased for the project, and a more formal contract that goes into greater detail.

2. Purpose Statement

Start with the big question: why are you initiating this project? What’s the purpose of the project? Create a purpose statement to lead this section and provide a thorough answer to these questions, such as what are the project objectives, deliverables and return on investment.

3. Scope of Work

What work needs to be done in the project? Note it in the scope of work , including what hardware and software will be necessary. What’s the process you’ll use to complete the work defined in your project scope? This includes outcomes, time involved and even general steps it’ll take to achieve that. You’ll need to create a project scope statement to capture the information about your project scope.

Related:  Project Scope Template

4. Where Will the Work Be Done?

The team you employ has to work somewhere. The project might be site-specific, at a central facility or some, if not all project team members could work remotely. Regardless, here’s where you want to detail that and where the equipment and software used will be located.

Take those general steps outlined in the scope of work and break them down into more detailed tasks. Be specific and don’t leave out any action that’s required to produce deliverables and accomplish the project objectives. You can use a work breakdown structure to break the tasks down into milestones or phases.

Related:  Project Task Tracking Template

6. Milestones

Define the amount of time that’s scheduled to complete the project, from the start date to the proposed finish date. Detail the billable hours per week and month, and whatever else relates to the scheduling of the project. Again, specificity counts. For example, if there’s a maximum amount of billable hours for vendors and/or contracts, note it here.

Related:  Milestone Chart Template

Use project management software to monitor your progress and ensure you’re meeting your milestones. ProjectManager has a real-time dashboard that’s built into the tool, unlike other software that makes you build your own. We not only have a dashboard embedded but it automatically calculates and displays the metrics in easy-to-read charts and graphs. Keep up with more than milestones but also project variance, costs and more.

7. Deliverables

What are the project deliverables ? List them and explain what’s due and when it’s due. Describe them in detail, such as quantity, size, color and whatever might be relevant.

8. Schedule

Include a detailed list of when the project deliverables need to get done, beginning with which vendor will be selected to achieve this goal, the kickoff, the performance period, the review stage, development, implementation, testing, close of the project, etc.

Related:  Project Timeline Template

9. Standards and Testing

If there are any industry acceptance criteria or quality standards that need to be adhered to, list those here. Also, if there will be testing of the product, list who will be involved in this acceptance testing process, what equipment is needed and other resources .

10. Define Project Success

Note what the sponsor and/or project stakeholders expect as successful project completion.

11. Project Requirements

List any other equipment that’s needed to complete the project and if there’s a necessary degree or certification required of team members. Also, note if there will be travel or other project requirements not already covered.

12. Payment Terms

If the project budget has been created, then you can list the payments related to the project and how they’ll be delivered: upfront, over time or after completion. For example, you can pay after the completion of a milestone or on a fixed schedule, whichever is more financially feasible.

There will be other parts of the project that aren’t suited to the above categories, and this is the place where you can add them so that everything is covered. For example, are there security issues, restrictions around hardware or software, travel pay, post-project support, etc?

14. Closure

This determines how the deliverables will be accepted, and who will deliver, review and sign off on the deliverables. It deals with the final admin duties, making sure everything is signed and closed and archived .

Statement of Work Example

We’ve been talking a lot about a statement of work, but a statement of work example can help make the subject more understandable. Let’s take a look at what a statement of work sample would look like in a real-life scenario.

Construction Statement of Work

For our statement of work example, let’s explore what one would look like in a construction project . We’re not going to go into detail, but rather sketch out a general SOW and how it would be built around the erection of a generic building.

The first thing you’ll want to do is give the project some context. That is, provide a short profile of your company. You can talk about its history, executive team, area of expertise and, especially, highlight similar construction projects. Other buildings that you built can be added here, and it’s even better if you can show that you’ve built similar structures in the past.

Now you’ll want to explain the why of the project. Why is it being built? That’s the most important question, but it’ll lead to further questions. Some of the questions you’ll want to pose and answer are what the deliverables of the project will be, certainly explain the objective of the project and what its return on investment (ROI) is. There are other questions, but those are a start.

Scope of Work

The scope of work is a summary of the project scope , or in other words, everything that has to be done in the project. You’ll want to list all of it, from drawing up plans to getting the site ready, preconstruction, building the frame, drywall, electrical and plumbing, HVAC and the rest. Not only that, you’ll want to detail the hardware and software you’ll need. Finally, don’t forget to include the outcomes, a timeline, duration, the steps you’ll take to go from start to finish, etc.

Obviously, a building exists in space. This is where you’ll name the location of the build, the equipment that you’ll need, including software, to get the site ready for construction and anything, such as scaffolding, signage, etc., you’ll need on-site to be ready to start construction and make sure it’s done safely and to code.

Project Schedule

You’ve touched on a timeline, but now you’ll write out a project schedule . It should include all the project deliverables, start and finish dates for all the tasks, but also the team members, subcontractors, vendors, et al., who are responsible for the construction. You need to include all stages of the project, from kickoff to completion.

Project Deliverables

You’ve mentioned deliverables before in the SOW document, but now you want to list all of them and go into greater detail. This includes a description of the deliverable and its due date.

Project Milestones

Use milestones to break up your timeline into phases. A milestone can mark the beginning or the end of a project phase. But project milestones can also indicate any major deliverable. They’re a good tool to keep stakeholders updated and track progress.

Project Tasks

Tasks are the small pieces of work that make up the larger steps of the project scope. They’re detailed and collected within each project phase. Here’s where all the construction tasks will be outlined, from blueprints to the removal of garbage from the construction site .

Success Criteria

It’s important to have some metrics to define success in the project . Success is, of course, defined by the project owner. But the general contractor needs to be able to measure that success and show the owner that the project is moving forward as planned.

Project Requirements

Whatever requirements you have for the construction project are listed here. These can range from degrees required of skilled workers to certifications and code requirements.

Payment Terms

Note the type of construction contract and how that determines payment for work rendered, such as in what installment, frequency, delivery, etc.

This statement of work sample explains how statements of work are used in project management. You can download our free statement of work template to create a similar SOW document that fits your project. In addition, we offer dozens of free project management templates you can use to plan, schedule, track and manage your projects.

SOW Related Documents

An SOW is one of many project management documents that you’ll need to manage your projects. Here are some that are closely related to a statement of work.

• Master service agreement: A contract that defines the terms that govern future transactions and agreements between two parties. The master service agreement includes basic terms and conditions that can be waived in future legal agreements. Use a master service agreement to start a relationship with a client or vendor, and then use an SOW document for each project.
• Project charter: A project charter provides an overview of your project. It includes things like the project objectives, stakeholders, goals and project scope, among others. It’s a very helpful document to help you write your SOW.
• Work breakdown structure: A work breakdown structure it’s a project management tool that allows project managers to break down the project scope into tasks, deliverables, milestones and project phases. It’s a visual representation of all the work needed for a project.
• Request for proposal: A request for proposal (RFP) is used to seek out vendors and contractors that can supply a project with products and services. The RFP provides a project overview to give the bidding parties a clear description of what is needed from them. Once the client chooses a vendor, the next step is to give them a statement of work with more detailed information about the scope of work.

ProjectManager Can Improve Your Statement of Work

ProjectManager has a suite of project management tools that can help you put together a statement of work (SOW) that accurately depicts the forthcoming project. For starters, you can use our Gantt to start listing the tasks you can think of for the project.

Plan and Schedule Project Tasks With Gantt Charts

The online Gantt has the basics of a visual timeline and the ability to link dependencies to avoid bottlenecks and set milestones. Assign costs to tasks and see your planned costs for the project or specific phases. You can use the critical path tool to know what tasks can be skipped if necessary and set the baseline once your schedule and budget are done. That means you’ll be able to track in real time whether you’re staying on track and under budget. ProjectManager has the tools you want and delivers more functionality than the competition.

As you can see, using our Gantt chart software can go a long way to making an accurate statement of work for your project. Accuracy means a lot to stakeholders when it comes time to deliver on the work that you scoped out.

Keep Track of Progress, Costs and Schedules With Real-Time Dashboards

ProjectManager’s project dashboard tracks progress, costs and workload in real time so you can monitor the execution of your statement of work and quickly determine whether your project team is delivering tasks on time and on budget. In addition, Gantt charts and kanban boards have built-in risk and resource management features for better project tracking.

The statement of work is a foundational document of any project. Once created and approved, you’ll have to create a plan and implement it. That’s where ProjectManager comes in. Our online project management software provides real-time data to help you manage and track your statement of work. Take it for a test spin and see how it can help you with this 30-day free trial.

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What Is an Assignment of Contract?

Assignment of Contract Explained

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Assignment of contract allows one person to assign, or transfer, their rights, obligations, or property to another. An assignment of contract clause is often included in contracts to give either party the opportunity to transfer their part of the contract to someone else in the future. Many assignment clauses require that both parties agree to the assignment.

Learn more about assignment of contract and how it works.

What Is Assignment of Contract?

Assignment of contract means the contract and the property, rights, or obligations within it can be assigned to another party. An assignment of contract clause can typically be found in a business contract. This type of clause is common in contracts with suppliers or vendors and in intellectual property (patent, trademark , and copyright) agreements.

How Does Assignment of Contract Work?

An assignment may be made to anyone, but it is typically made to a subsidiary or a successor. A subsidiary is a business owned by another business, while a successor is the business that follows a sale, acquisition, or merger.

Let’s suppose Ken owns a lawn mowing service and he has a contract with a real estate firm to mow at each of their offices every week in the summer. The contract includes an assignment clause, so when Ken goes out of business, he assigns the contract to his sister-in-law Karrie, who also owns a lawn mowing service.

Before you try to assign something in a contract, check the contract to make sure it's allowed, and notify the other party in the contract.

Assignment usually is included in a specific clause in a contract. It typically includes transfer of both accountability and responsibility to another party, but liability usually remains with the assignor (the person doing the assigning) unless there is language to the contrary.

What Does Assignment of Contract Cover?

Generally, just about anything of value in a contract can be assigned, unless there is a specific law or public policy disallowing the assignment.

Rights and obligations of specific people can’t be assigned because special skills and abilities can’t be transferred. This is called specific performance.   For example, Billy Joel wouldn't be able to transfer or assign a contract to perform at Madison Square Garden to someone else—they wouldn't have his special abilities.

Assignments won’t stand up in court if the assignment significantly changes the terms of the contract. For example, if Karrie’s business is tree trimming, not lawn mowing, the contract can’t be assigned to her.

Assigning Intellectual Property

Intellectual property (such as copyrights, patents, and trademarks) has value, and these assets are often assigned. The U.S. Patent and Trademark Office (USPTO) says patents are personal property and that patent rights can be assigned. Trademarks, too, can be assigned. The assignment must be registered with the USPTO's Electronic Trademark Assignment System (ETAS) .  

The U.S. Copyright Office doesn't keep a database of copyright assignments, but they will record the document if you follow their procedure.

Alternatives to Assignment of Contract

There are other types of transfers that may be functional alternatives to assignment.

Licensing is an agreement whereby one party leases the rights to use a piece of property (for example, intellectual property) from another. For instance, a business that owns a patent may license another company to make products using that patent.  

Delegation permits someone else to act on your behalf. For example, Ken’s lawn service might delegate Karrie to do mowing for him without assigning the entire contract to her. Ken would still receive the payment and control the work.

Do I Need an Assignment of Contract?

Assignment of contract can be a useful clause to include in a business agreement. The most common cases of assignment of contract in a business situation are:

• Assignment of a trademark, copyright, or patent
• Assignments to a successor company in the case of the sale of the business
• Assignment in a contract with a supplier or customer
• Assignment in an employment contract or work for hire agreement

Before you sign a contract, look to see if there is an assignment clause, and get the advice of an attorney if you want to assign something in a contract.

Key Takeaways

• Assignment of contract is the ability to transfer rights, property, or obligations to another.
• Assignment of contract is a clause often found in business contracts.
• A party may assign a contract to another party if the contract permits it and no law forbids it.

Legal Information Institute. " Assignment ." Accessed Jan. 2, 2021.

Legal Information Institute. " Specific Performance ." Accessed Jan. 2, 2021.

U.S. Patent and Trademark Office. " 301 Ownership/Assignability of Patents and Applications [R-10.2019] ." Accessed Jan. 2, 2021.

Licensing International. " What is Licensing ." Accessed Jan. 2, 2021.

Foundry Law Group Blog

Work for hire vs. assignment of work product.

By Zainab Hussain

FOR EDUCATIONAL USE ONLY This table does not constitute legal advice – if you have questions, please contact [email protected]

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Synonyms of assignment

• as in lesson
• as in appointment
• More from M-W
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Thesaurus Definition of assignment

Synonyms & Similar Words

• responsibility
• undertaking
• requirement
• designation
• appointment
• authorization
• installment
• installation
• destination
• emplacement
• investiture
• singling (out)

Antonyms & Near Antonyms

• dethronement

Synonym Chooser

How does the noun assignment contrast with its synonyms?

Some common synonyms of assignment are chore , duty , job , stint , and task . While all these words mean "a piece of work to be done," assignment implies a definite limited task assigned by one in authority.

When is it sensible to use chore instead of assignment ?

While the synonyms chore and assignment are close in meaning, chore implies a minor routine activity necessary for maintaining a household or farm.

When is duty a more appropriate choice than assignment ?

Although the words duty and assignment have much in common, duty implies an obligation to perform or responsibility for performance.

When might job be a better fit than assignment ?

The synonyms job and assignment are sometimes interchangeable, but job applies to a piece of work voluntarily performed; it may sometimes suggest difficulty or importance.

When could stint be used to replace assignment ?

In some situations, the words stint and assignment are roughly equivalent. However, stint implies a carefully allotted or measured quantity of assigned work or service.

When can task be used instead of assignment ?

The meanings of task and assignment largely overlap; however, task implies work imposed by a person in authority or an employer or by circumstance.

Thesaurus Entries Near assignment

assignments

Cite this Entry

“Assignment.” Merriam-Webster.com Thesaurus , Merriam-Webster, https://www.merriam-webster.com/thesaurus/assignment. Accessed 14 May. 2024.

More from Merriam-Webster on assignment

Nglish: Translation of assignment for Spanish Speakers

Britannica English: Translation of assignment for Arabic Speakers

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The Importance of Giving Complete Work Assignments

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Why Should I Use Work Assignment in Project Management Software?

• 1.  Project Management Basics
• 2.  Project Management Methodologies
• 3.  Project Management Life Cycle
• 4.  Best Project Management Software
• 5.  Team Collaboration Tips
• 6.  Agile Methodology Basics
• 7.  Agile Project Management Tools & Techniques
• 8.  Project Management Frameworks
• 9.  Resources
• 10.  Glossary
• Advanced Terminology
• Methodologies
• PM Software Features
• Basic Terminology
• Professional Development
• Agile Project Management

The work assignment feature in project management software allows work to be assigned to the appropriate person within the project team. Whether it’s creating a new project or adding in a new task, the work needs to be assigned to a resource for it to be executed.

After all, if the work isn’t assigned to someone, then no one knows who is responsible for ensuring it’s completed. Instead of relying on everyone knowing who’s responsible for what and passing it on to the right person at the right time, you can store all that information inside your project management software.

The work assignment feature can be used for new requests using dynamic request forms . It can also be used for workflows using the auto-assignment feature.

How work assignment request forms work

Dynamic request forms ensure that all vital task information is captured without asking the requester any unnecessary questions. The form questions change based on the information the requester provides as they’re filling it out.

These request forms are designed to automatically modify fields to match request types. One of the available modifications is the automatic assignment of resources based on specific form answers or selections. 

For example, if a request is created to ask for additional product testing, it can be automatically assigned to your lead project tester. This feature ensures that work is always assigned to the correct person, even when the requester doesn’t know who should be responsible.

To use automatic work assignments within request forms, one of your software admins simply needs to tie certain drop-down options or checkboxes to the appropriate work owners when creating the form template.

How auto-assigned workflows work

Auto-assigned workflows automatically assign work to team members when it’s ready for them to begin. This functionality allows users to auto-assign workflow stages. As tasks enter each stage, new assignees are added and automatically alerted to start their work. For example, the work assignment feature will allow you to automatically assign work to your editor as soon as it’s moved to the “content review” stage.

This auto-assignment approach also helps teams deliver faster by preventing rework since tasks will not be assigned until requirements and prior stages are complete. Plus, it reduces the number of tasks visible to each employee, allowing them to better focus on current priorities.

Team members cannot access a task until it’s assigned to them. By reducing the volume of work assigned in the system, you can optimize speed and quality, reduce multitasking , and lower employee stress.

Plus, as the project manager, you don’t need to remember to give people the go-ahead when it’s time to begin the next piece of work. The system will automatically notify everyone for you so that you’re not wasting time trying to contact people, and you don’t need to micromanage their progress.

Auto-assigned workflows can also be useful for larger projects that have separate phases with phase gates . Using this approach, the next phase typically is not approved to start until the gate has been successfully approved. The auto-assign workflow feature allows you to tie work to these phases so that people do not accidentally begin tasks before approval is received. 

To use auto-assigned workflows, you simply need to define each stage of your overall workflow and assign each workflow stage to team members. The system will then automatically send “Start Next Task” alerts to assignees when prior dependencies have been completed, and they can start their work.

Tips on setting up work assignments in project management software

Here are some additional tips on using auto-assigned workflows:

• Use flexible timelines: Work assignments are triggered by stage or phase completion, not by start dates. Therefore, your tasks must have flexible dates. Otherwise, people could be assigned tasks that are ready to go and not start them because it’s not the start date yet.  With flexible timelines, you can time the assignment to occur just before the work needs to start and then empower your team to self-manage and begin assignments as they come in. This means work can start early, if all the predecessors are completed, allowing you to move ahead of schedule and eliminate idle time.
• Use fixed statuses: With fixed statuses, when a user changes a task’s status, they can only choose from certain predesignated statuses. Admins determine which status should have predetermined follow-up statuses, and they choose what the follow-up statuses are. For example, if a task is “In Progress,” users will only be able to change the task to “In Review” or “Completed.” They will not see or be able to select any other status options. This is important, as work assignments are tied to specific statuses. Without fixed statuses, a user could potentially choose a status that does not have an assignee tied to it.
• Monitor workflows and assignments: There are many advantages to work assignments in project management software, but one disadvantage is that work could be automatically assigned to someone who’s not available, such as if a team member is out sick, on vacation, or has left the company.

Thankfully, dashboards can allow you to easily visualize workflows and pinpoint any issues with assignments. If you know someone is absent, you can see all the work currently assigned to them and decide whether it can wait until their return, or you can reassign it to someone else.

Benefits of work assignment

Without work assignments, requesters must know who the work belongs to and manually assign it to them. This results in more time filling out forms, and it increases the risk of work being assigned to the wrong person.

If you have a large company or new employees, they may not be aware of who’s responsible for each type of work . A task may not find its way to the right person, or it can get stuck in a certain step of the process if it's not appropriately handed off to the correct person at the correct time.

If tasks are not closely monitored and managed, sometimes a request can sit there for weeks with no movement due to it being unclear who’s responsible for it. When the work is then assigned to the incorrect person, time is lost rerouting it. These delays may even cause deadlines to be missed or work to go uncompleted.

Having the ability to auto-route requests to the appropriate person based on project details can solve all these issues. In addition, tying certain workflow statuses to certain team members ensures that tasks are automatically moved to the right person as soon as they’re ready for them.

Further reading

Auto-Assign Workflows to Increase Speed and Simplify Processes

Addicted to Multitasking: The Scientific Reasons You Can’t Stop Juggling Work

Accelerate Your Business With Wrike's New Custom Workflows

Basic Project Management

• Project Charter
• Project Management Stakeholders
• What is a Project?
• Work Breakdown Structure
• Project Objectives
• Project Baseline
• Project Management Scheduling
• Project Management Work Packages
• Project Management Scope
• Scope Creep

Advanced Project Management

• What is PERT?
• Network Diagram
• Risk Management
• Cost Estimation
• Feasibility Study
• Monte Carlo Analysis
• Project Integration
• Cost Management
• PMI Project Management
• What To Do With Certification
• Certification
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• Best Certification

Software Features

• Critical Success Factors
• Capacity Planning
• User Role Access Permissions
• Time Tracking
• Budget Tracking
• Request Forms
• Work Assignments
• Version Control
• Dependency Managements
• Project management Milestones
• Project Management Software
• Project Management Tools
• Project Management System
• Gantt Charts

Should you give job applicants an assignment during the interview process? Be thoughtful about the ask

Hiring is a time-consuming and expensive endeavor. Companies need candidates who offer the right skills and experience for a given role, and who align with their organization’s vision and mission.

To find the best fit, many companies still lean on a strategy that continues to generate debate : the assignment. Some candidates believe their experience and interviews should give prospective employers enough information to determine whether they will fit the role. Employers have to ask themselves whether they are willing to turn off a strong candidate by asking them to do additional work.

Is the assignment valuable enough to the evaluation process that they cannot move someone forward without it? Sometimes it is—sometimes they help an employer decide between two strong candidates. And if they are necessary, how can employers make assignments fair and equitable for the candidate or candidates?

When done right, assignments help assess practical skills and problem-solving abilities, giving a clearer picture of a candidate beyond what their resume or interview reveals. But employers should be thoughtful about the ask. While it may make sense for roles that require specific technical expertise or creative thinking, it isn’t appropriate for all roles—so assignments should always be given with a clear reason for why they are needed.

Plus, they don’t just benefit the employer. For job seekers, an assignment during the interview process might also help them stand out from the competition. It can also offer a window into what their day-to-day in the new role might entail. Remember that the candidate should be interviewing the company, too. Having a test run of the work they’d be asked to do is a great way to see whether they believe the role is a fit.

However, there is a rift in how people perceive the assignment as part of the interview process. Workers today span many generations, each with unique values and expectations. Whereas older workers often prioritize stability and loyalty, younger millennials and Gen Zers are more focused on flexibility and work well-being, Indeed data shows .

This mindset impacts the amount of time and energy a candidate is willing to devote to each application. After multiple rounds of interviews and prep, taking on an in-depth assignment may feel like a bridge too far—especially if the expectations for the assignment are not clearly communicated ahead of time.

Some candidates are wary of providing free labor to a company that may use their work and not hire them. Hiring managers should be clear about how the work will be used. They may also consider offering compensation if the assignment requires more than a couple hours of someone’s time, or if they plan to use the work without hiring the candidate.

The key for early career candidates in particular is to ensure their time and efforts are respected. This is a win-win for employers: By providing clarity and transparency, they not only elicit the additional information they want from candidates, but they demonstrate that the organization is transparent and fair.

Equity is also imperative: Which candidates are being asked to complete assignments? Is the hiring team consistent in giving out assignments across ages, experience levels, and roles? There should always be a process and clear evaluation criteria in place to ensure fairness.

As we adapt to the rapidly evolving world of work, we must continue to think critically about each step in the hiring process. Candidate assignments can be a valuable tool, but only with appropriate respect for job seekers’ time and contributions.

With the right strategy, we can bridge the gap between generations in the workplace and build a hiring culture that values efficiency, talent, and integrity.

Eoin Driver is the global vice president of talent at Indeed.

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• Outdated laws prevent gig economy workers from getting benefits. This pilot program shows the path forward
• No, combustion engines won’t be supplanted by electric vehicles—and they’re  critical for sustainable transport

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• Using Manufacturing

Defining Work Order Material Availability Rules: Worked Example

You're a production supervisor who wants to ensure that work orders of higher priority are released to the shop floor. Create a set of rules based on which materials are assigned to the various work orders. This example shows how you can perform the Materials Availability Rules task to set up the assignment criteria based on which materials are calculated and assigned to work orders.

Consider the following scenario where you're using the Material Availability Rules task to define the rules and create a material assignment for your manufacturing organization.

The following table summarizes key decisions and corresponding tasks for this scenario:

Material Availability Rules: Work Order Assignment Priority

In the Material Availability Rules: Work Order Assignment Priority tab, set up the following attributes with the applicable rule sequence:

This is a table that lists all the values of attributes and the corresponding rule sequences.

Click Save and select the tab Inclusion Criteria.

Material Availability Rules: Inclusion Criteria

On the Inclusion Criteria tab, specify the following values as described in the following table.

This is a table that specifies values for some of the parameters in the Inclusion Criteria tab.

Click Add in the Excluded Components section to specify component items which you don't want to include in the material availability calculations.

You can exclude certain component items from material availability calculations by specifying the item name and item category of those component items. You can do this for certain component items that are noncritical in the manufacturing of a final assembly, or for items that are in abundance in inventory.

Click Save and select the tab Forced Assignment Criteria.

Material Availability Rules: Forced Assignment Criteria

Click Add in the Forced Assignment Criteria tab to exclude certain work orders from being lowered in priority on manual adjustment of the material assignment of other work orders.

For example, if a work order WO123 is reserved against sales orders for a customer of high priority, you can specify the customer name in this tab and ensure that materials used to fulfill this work order aren't distributed to other work orders, even though they might have a higher priority based on the assignment sequence and inclusion criteria.

This is a table that provides certain attribute values that you can specify to create a criteria to exclude work orders from being lowered in priority.

Click Save and Close.

You have successfully defined a set of rules that's used to calculate material availability assignments.

Call for the Admission to PhD positions–XL Cycle-ay2024/2025 with the assignment of doctoral scholarships financed by the University,Next Gen.EU-NRRP(Nat. Recov. and Resil Plan)ex DDMM 629,630/2024and other funds.Deadline:20/6/2024-12.00am-noon,CET

Job Information

Offer description.

Call for the Admission to PhD positions – XL Cycle - a.y. 2024/2025 with the assignment of further doctoral scholarships financed by the University, by Next Generation EU - NRRP (National Recovery and Resilience Plan) PNRR ex DD.MM. 629, 630/2024 and other funds. - Deadline: 20th June 2024 at 12:00 am (noon, Central Europe Summer Time)

Requirements

Additional information.

The selection and assignment of additional scholarships may take place on specific topics described in the PhD Programme Information Sheet (Annex 1) of each PhD Programme, published at the Call webpage.

Eligible destination country/ies for fellows:

Eligibility of fellows: country/ies of residence:

Eligibility of fellows: nationality/ies:

Available positions may be consulted in the information sheet of each PhD Programme (Annex 1). The detailed information is the following: number of positions (with and without scholarship) and their research topics; ● admission requirements; ● selection mode; ● evaluation criteria.

Work Location(s)

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Boston Red Sox News

Red Sox designate out-of-options IF for assignment

The Red Sox will designate infielder Zack Short for assignment, reports Julian McWilliams of the Boston Globe. Boston also optioned right-hander Naoyuki Uwasawa   to Triple-A Worcester. The moves clear active roster spots for Romy Gonzalez and Nick Pivetta , each of whom will return from the injured list before Wednesday's game in Atlanta.

Short is out of minor league options, so the Sox didn’t have the ability to send him to Worcester without taking him off the 40-man roster. That out-of-options status contributed to him landing in Boston in the first place. The Mets designated Short for assignment two weeks ago. Boston acquired him for cash on May 1.

The 28-year-old appeared twice for the Sox, going hitless with four strikeouts in seven at-bats. He has only tallied 19 plate appearances all season between New York and Boston. The majority of Short’s big league playing time came with the Tigers a year ago. In 253 trips to the plate, he hit .204/.292/.339 with an elevated 26.1% strikeout rate. Short drew a decent number of walks but didn’t make much of an impact when he put the ball in play.

Teams have nevertheless been intrigued by his ability to handle multiple spots on the infield. He has nearly 600 innings of career shortstop work and more than 200 frames at both second and third base. His defensive grades are mixed. Statcast has given him average marks for his second and third base work while rating him as a below-average shortstop. Defensive Runs Saved has been more favorable, crediting him with average shortstop defense and well above-average work at the keystone.

The Sox will trade Short or place him on waivers within the next few days. He has yet to clear waivers despite being designated for assignment by each of Detroit, New York and now Boston since the end of last season.

Pivetta will take the ball Wednesday, his first MLB start in a little more than a month. The right-hander suffered a flexor strain, but the Sox expressed confidence it was a mild issue that wouldn’t necessitate a long-term absence. He’ll rejoin a rotation that has been arguably the best in the majors in 2024. Pivetta, an impending free agent, was brilliant in his first two starts. He allowed only one run in 11 innings with 13 strikeouts and one walk.

This article first appeared on MLB Trade Rumors and was syndicated with permission.

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City Council Committee Assignments

Yesterday I notified the City Clerk that I am making some changes to Committee assignments to facilitate our work flow and ensure that all districts of the City receive fair representation in the deliberations of this Council.

As the Council has moved forward with urgency in addressing the City’s needs, it has faced increasing challenges in processing the committee workflow without the full participation of all Councilmembers.  With two members not serving on committees, many other members have been forced to manage excessive committee assignments.  Reducing their committee schedules will allow them to focus their attention on advancing the highest priorities of the City and to perform committee work more thoroughly and effectively.

Also, the Council currently is deeply engaged in developing solutions to many significant and complex issues that are especially important to the half million people who live in Districts 9 and 14, including expansion of the Convention Center, homelessness, and continuing reforms and improvements to public safety, among others.  The policy development work around such issues would not be sufficiently thoughtful, informed and effective without the direct participation of the representatives of the most impacted populations.

Being assigned to or removed from a committee should not be seen as either a reward or a punishment of any member.  I have made all of these decisions solely to ensure the most effective use of the Council’s resources in developing policy and to include the representation of all of the people of Los Angeles in that important work.

                                                                                                    ###

Administrative Assistant

• Madison, Wisconsin
• SCHOOL OF EDUCATION/WIS CENTER FOR EDUCATION RESCH-GEN
• Administration
• Staff-Full Time
• Opening at: May 13 2024 at 16:00 CDT
• Closing at: May 29 2024 at 23:55 CDT

Job Summary:

The Administrative Assistant will work under general supervision, reporting to the Client Services Administrative Supervisor. This position will provide administrative support to multiple research projects. The work requires task management, attention to detail, accuracy, the ability to work with a diverse audience including principal investigators, project managers, business office staff, students, partners within the School of Education, and external parties such as state agencies or MMSD school district contacts. This role requires excellent communication skills, the ability to handle a variety of assignments, and the desire to provide excellent customer service to WCER projects and partners.

Responsibilities:

• 40% Schedules logistics and secures resources for meetings, conferences, travel, and work unit operations
• 35% Serves as a primary point of contact for individuals and groups, provides organizational information via phone, in person, and through other communication mediums
• 15% Prepares and audits complex records, edits documents, and reviews work done by others
• 5% Develops, sends, receives, copies, and distributes communications to the appropriate entities according to established policies and procedures
• 5% Develops, implements, and maintains methods and organizational systems directed at the maintenance of electronic/physical records related to work operations according to established policies and procedures

Institutional Statement on Diversity:

Diversity is a source of strength, creativity, and innovation for UW-Madison. We value the contributions of each person and respect the profound ways their identity, culture, background, experience, status, abilities, and opinion enrich the university community. We commit ourselves to the pursuit of excellence in teaching, research, outreach, and diversity as inextricably linked goals. The University of Wisconsin-Madison fulfills its public mission by creating a welcoming and inclusive community for people from every background - people who as students, faculty, and staff serve Wisconsin and the world. For more information on diversity and inclusion on campus, please visit: Diversity and Inclusion

Required H.S. Diploma

Qualifications:

Required skills/experience: * Skilled in the effective use of Microsoft Office software * Knowledge of various collaborative online platforms, including UW Box, Google suite and MS Teams * Experience with face-to-face and online meeting and event planning * Experience with data entry, management, and tracking * Excellent verbal and written communication skills to effectively engage at all levels of the organization * Excellent attention to detail * Ability to work independently and collaboratively within teams * Highly self-motivated and proactive in problem resolution * Strong prioritization of tasks and time management to meet competing deadlines Preferred knowledge, skills, experience: * Knowledge of UW policies/procedures related to travel * Prior experience with purchasing and procurement cards * Customer service/Hospitality skills

Work Schedule:

Schedule will be determined during the interview process.

Full Time: 100% It is anticipated this position requires work be performed in-person, onsite, at a designated campus work location.

Appointment Type, Duration:

Ongoing/Renewable

Minimum $24.00 HOURLY Depending on Qualifications Employees in this position can expect to receive benefits such as generous vacation, holidays, and paid time off; competitive insurances and savings accounts; retirement benefits.

Additional Information:

The Wisconsin Center for Education Research (WCER), established in 1964, is one of the first, most productive, and largest university-based education research and development centers in the world. WCER's researchers and staff work to make teaching and learning as effective as possible for all ages and all people. WCER's mission is to improve educational outcomes for diverse student populations, impact education practice positively and foster collaborations among academic disciplines and practitioners. To this end, our center helps scholars and practitioners develop, submit, conduct, and share grant-funded education research. At WCER, all employees share five fundamental organization values to guide the purpose and quality of our work and interactions within ourselves and our outside stakeholders. The values that the work and people of WCER strive to uphold are: - Innovation and Excellence. Continuous improvement is a driver for excellence. We innovate and improve in our work to advance education through leading research and development. - Equitable Education. Equitable education is essential to a healthy society. We aim to reverse imbalances and injustices in education through our work. - Affirming and Increasing Diversity. Individual differences and group diversity inspire creative and equitable outcomes. We actively affirm and seek to increase such diversity in our center. - Healthy Workplace. The well-being of our workplace enhances success for all. We commit to a workplace based on mutual respect and transparency. - Partnering Across Differences. Diverse backgrounds and expertise improve the quality of our work. We collaborate across disciplines, methodologies, organizations, and communities to strengthen our research and development outcomes. If you need to request an accommodation because of a disability during the recruitment process, please email [email protected] and one of our Division Disability Representatives will contact you. More information can also be found at https://employeedisabilities.wisc.edu/disability-accommodation-information-for-applicants/ .

How to Apply:

Please click on the "Apply Now" button to start the application process. As part of the application process, you will be required to submit: - A cover letter addressed to Maria Huckleberry describing how your experience and qualifications meet the requirements of this position - A current resume - A list with the contact information of at least three professional references A successful applicant will be responsible for ensuring eligibility for employment in the United States on or before the effective date of the appointment.

Becky Ohan [email protected] 608-262-5158 Relay Access (WTRS): 7-1-1. See RELAY_SERVICE for further information.

Official Title:

Administrative Assistant III(AD003)

Department(s):

A17-SCHOOL OF EDUCATION/WCER

Employment Class:

University Staff-Ongoing

Job Number:

The university of wisconsin-madison is an equal opportunity and affirmative action employer..

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Investigative journalism work by Ohio University Fulbright Scholar and journalism graduate student will be featured on FRONTLINE

Patricia Marcano Meza, an Ohio University Fulbright Scholar who is pursuing a master’s degree in journalism at the E.W. Scripps School of Journalism, is both excited and nervous for the national premiere of a new documentary for FRONTLINE on PBS called "A Dangerous Assignment: Uncovering Corruption in Maduro’s Venezuela." It airs   on Tuesday, May 14, at 10 p.m. on WOUB HD. The investigative reporter from Venezuela is featured in the documentary as one of the reporters who covered government corruption for the Venezuelan independent news outlet  Armando.info .

“For us, because we are a small independent media in Venezuela, the opportunity to show this documentary in America is great. We are glad and honored. In Venezuela, there is a lot of censorship and persecution, so this is an important window to show the reality and to reach more people. The people can see what the situation is in our country and how we are doing journalism in a difficult environment,” said Marcano Meza. “But I am also concerned about the consequences of this. Our four editors-in-chief had to go into exile because they were sued by Alex Saab and threatened by the Maduro government. We don't want anything to happen to our team in Caracas. The Maduro government's response to the announcement of the documentary was a new attack on our work; through the Attorney General they are trying to involve us in a corruption case that we revealed last year.”

President Nicolas Maduro is South America’s longest ruling authoritarian leader and has held power since 2013. The FRONTLINE episode examines the Armando.info investigation of a food program called CLAP that was created by Maduro’s government in 2016 when Venezuela was in economic freefall and consumed by hunger. The CLAP program was a domestic aid initiative that was billed as providing high-quality, essential food items to Venezuelans impacted by the nation’s economic crisis — some of whom were at risk of starvation. But the CLAP program was not all that the government claimed it to be.

“We are so excited that this documentary will introduce Patricia’s work to an even wider audience in the U.S. She is a highly decorated journalist, one of Venezuela’s best, and a Pulitzer Prize finalist,” said E.W. Scripps School of Journalism Associate Director for Graduate Studies Aimee Edmondson. “She’s incredibly brave and talented.”

The documentary features groundbreaking reporting from investigative journalist Roberto Deniz and his colleagues, including Marcano Meza. They revealed that the government was purchasing low-quality products for the CLAP program. In fact, a chemical analysis conducted by the Institute of Food Science and Technology at Universidad Central de Venezuela at the request of Armando.info showed some of the powdered milk offered in the CLAP boxes was so deficient in calcium and high in sodium that a researcher noted it couldn’t be classified as milk at all.

The team at Armando.info uncovered that the CLAP initiative itself was enriching a close associate of Maduro’s — Alex Saab, the biggest contractor for the food program. The Armando.info journalists’ reporting ended up helping expose a vast corruption scandal that had benefited Maduro and other officials, spanning from Venezuela to Europe to the U.S. — and it ultimately made the journalists targets of the Maduro government. Facing threats, harassment and possible jail time, Deniz and some of his colleagues made the difficult decision to flee Venezuela. As a result of Deniz’s reporting, he has a warrant out for his arrest, his family’s home has been raided, and he has been sued for criminal defamation by Saab.

“I appear in the FRONTLINE episode talking about an investigation we did on the quality of food delivered by the government through the subsidized food program, and this story is one of several others involving corruption that we tell in the documentary, all linked to Alex Saab,” said Marcano Meza. “We have covered stories about Alex Saab since 2016, in particular my colleague, Roberto Deniz, who has led this investigation, but as a team at Armando.info it has marked us.”

In her master’s degree program, Marcano Meza is focusing on the study of data journalism and plans to take what she learns at Ohio University back to Venezuela to train fellow journalists so they can all improve the investigative work they are doing.

“I would like to learn a lot here and then go back to Venezuela to teach and train my colleagues to use data journalism and do deeper and better investigative work.”

"A Dangerous Assignment: Uncovering Corruption in Maduro’s Venezuela" premieres on Tuesday, May 14, at 10 p.m. on WOUB PBS and on YouTube, and at 7 p.m. on PBS.org/frontline, in the PBS App, and will also be available on the PBS Documentaries Prime Video Channel.