What is the DMA approach?
The DMA is a re-organisational design tool which establishes the number of layers of management that an organisation needs – and the units within it – to achieve its purposes most effectively, and the decision rights that managers in different layers require to be empowered.
It is a proven way of creating an effective organisation and an efficient management structure.
What are the benefits of DMA?
DMA has helped organisations save money, led to timely decision-making, clear responsibilities and empowerment of leadership roles. Employees are more productive, more agile, better at decision making, and more engaged.
This approach concentrates on how management layers add value to the front line and to each other. DMA can be used to look at a particular service area, a whole organisation, shared service, partnership or creating a new commercial structure.
Applying the Levels to the roles in your organisation helps you test, refine, improve or redesign your management structures to be cheaper and more effective.
What is the DMA offer?
The following are the key stages of a typical DMA:
- Briefing and diagnostic
- Interview-based analysis
- Training and toolkit
- Report, feedback and follow-up
LGA DMA reviews in local government
- Isle of Wight
The LGA Workforce team are qualified to deliver the DMA approach and work in partnership with Stanton Marris. Through the partnership agreement with Stanton Marris, the LGA are able to offer this at less than half the price of private rates.
Why use it?
The DMA approach will find significant cost savings and leave your organisation better managed. In cost terms alone the return on the initial investment will be at least 10x.
- It is flexible and can be applied before, during or after restructuring.
- It gives you a new and lasting capability to develop your organisation
- It creates management effectiveness
- It's a bottom-up approach which works to ensure that front-line managers are supported to deliver the best services to the customer.
- The Levels approach to roles can sit at the heart of an integrated set of management competences, development programmes, talent and workforce management, performance management and reward.