Responsibility does not arise from an organizational chart

A project plan has been approved, the electrical work is getting underway, and on paper, everything seems to be settled. Nevertheless, one crucial question may remain unanswered within the company: Who makes the technical decisions regarding electrical safety, and who is actually authorized to enforce them? An approved safety plan or project approval does not automatically transfer employer responsibility or an electrical management role. This is precisely where the assessment begins to determine whether the existing organizational structure is suited to the actual task at hand.

When a Gap Actually Exists

Not every company automatically requires a chief responsible electrical specialist. The decisive factors are the specific electrical tasks, the available technical expertise, the scope of responsibility, and the effectively delegated authorities. DIN VDE 1000-10 describes the requirements for individuals who perform tasks relevant to electrical safety. This does not automatically imply a requirement based on job title. The decisive factor is whether technical management for the relevant area is organized in a reliable manner. Project coordination alone is not sufficient, especially when multiple employers are involved.

“Interim” means operational responsibility

If there is a temporary shortage of a suitable internal candidate, it may make sense to appoint an external CRES on an interim basis. This will only work if the role is truly integrated into the company’s operations. The individual needs a clearly defined scope of responsibility, operational autonomy within the assigned area, access to necessary information, defined escalation procedures, and sufficient resources. Anyone expected to take responsibility for decisions must also be able to halt, reject, or demand changes. A signature on an organizational chart is surprisingly ineffective for this purpose.

The handover has been part of the process from the very beginning

A good interim solution does more than just stabilize the current situation. It helps establish procedures, areas of responsibility, competency matrices, and decision-making processes in a way that allows for the development of a sustainable internal electrical engineering organization. This also includes a delegation of authority plan and a planned transition. The external role thus serves as a temporary professional bridge, not as a permanent substitute arrangement.

Checkpoints

  • clear area of responsibility
  • actual decision-making authority
  • professional autonomy
  • established escalation procedures
  • planned handover

Conclusion

An external CRES makes sense when there is a genuine leadership vacuum and the position can be filled with actual authority. When used correctly, it stabilizes a transitional phase, creates robust structures, and paves the way for an orderly internal transition.

We’d be happy to discuss with you whether an interim solution is a good fit for your electrical department. (click)