1. Define the work before the titles
Work backwards from the current offer to the tasks required, such as research, product, delivery and customer communication. Assign the people actually responsible rather than copying business-card titles.
Distinguish day-to-day ownership, additional roles, advisers and partner support. A biography explains background but does not establish current availability or contribution. Describe the scope of participation.
2. Make milestones checkable
Replace a broad phrase such as ongoing development with a completed version, test or delivery. Add its date, confirmation method and evidence location so the timeline leads back to actual work.
Keep planned and completed milestones in separate columns. If a date changes, record the reason and revised arrangement. A visible adjustment can explain how the team responds to change.
3. Explain collaboration through one example
Choose a recently completed milestone and identify who raised the issue, executed the task, reviewed it and accepted delivery. One person may hold several roles, but the relationships should remain clear.
Describe a concrete coordination decision, such as resolving conflicting feedback or filling a handover gap. An action explains collaboration more clearly than an unsupported statement about team chemistry.
4. Record dependencies and handovers
List information, partners or skills on which current work depends and assign someone to track them. A short handover card can say who takes over, where the records are and what should pause if a key person is unavailable.
Keep public descriptions to appropriate roles and processes. Personal numbers, private schedules and unpublished relationships belong in internal records. Clarity does not require exposing everyone's information.
5. Finish with the next milestone
Choose a planned delivery with an owner, review date and unresolved conditions. Label it as planned so it remains distinct from completed work.
When updating the team page, check that roles are still accurate, evidence is findable and handovers remain agreed. The profile can then develop with the team's actual work.
A worksheet you can copy
| Field | What to record | Check |
|---|---|---|
| Role and contribution | Task, owner and participation scope | Does the title match day-to-day work? |
| Completed milestone | Delivery, date and confirming person | Can the completion evidence be found? |
| Collaboration | Initiator, executor, reviewer and accepter | Are responsibilities clear? |
| Dependencies and handover | Missing inputs, tracker and cover arrangement | Can work continue during an absence? |
| Next milestone | Planned delivery, owner and review date | Is a plan being called completed? |
Before sharing
- Roles connect to current work
- Advisers are distinct from daily team members
- Completed work has dates and evidence
- Dependencies and handovers have owners
- Future work remains labelled planned
Common questions
How should a small team describe overlapping roles?
List them honestly and distinguish decision-making from review. Clear responsibilities matter more than the appearance of many departments.
Can previous-employer projects become current team results?
Separate personal past experience from current delivery, describe the permitted role and do not transfer another organisation's overall achievement to the present team.
Official reference and year
These guides provide original preparation methods. The 2026 material is a historical reference; formal 2027 requirements depend on the relevant edition's announcements. The worksheets do not replace official rules, eligibility decisions or professional advice.
- Awards and judging: 2026 edition reference — checked 2026-11-01
