Layer 5 – Process
0. Introduction
0.1 Purpose
This standard defines the righteous processes you execute when acting in a specific role — whether a Universal Role (as defined in 4A.2, e.g., parent, employee, citizen, spouse) or a Domain‑Specific Role (as defined in 4A.3, e.g., police officer, teacher, doctor, manager). These processes translate your role’s duties and responsibilities (defined in Layer 4) into standardized, repeatable, and verifiable sequences of action.
0.2 Process Overview
For you, the player, Role Processes are the application of the 5.1 Framework to your specific role identity. They sit above your People Processes (5.2):
- People Processes (5.2) are your personal foundation — how you make decisions, resolve conflicts, correct errors, and communicate as a person.
- Role Processes (5.3) are how you execute those same functions through the lens of your role — with role‑specific inputs, controls, stakeholders, and expectations.
For example:
- Your Personal Decision‑Making Process (5.2) tells you how to make any decision righteously.
- Your Parent Role Decision‑Making Process (5.3) tells you how to make decisions specifically for your children, considering your parental duties, authority, and the child’s welfare.
0.3 Relationship to Other Layers
| Layer | How It Relates to Your Role Processes |
|---|---|
| Layer 1 (Axioms) | Your role processes must never violate foundational axioms. |
| Layer 2 (Core System) | Your role processes interact with the 25 core institutional systems as required by your role. |
| Layer 3 (Factors) | Your role process outputs must be verifiable against the 30 core factors. |
| Layer 4A (Structure — Roles) | This standard directly implements the duties, responsibilities, and relationships defined in your specific role (4A.2 and 4A.3). |
| Layer 4B (Domains) | Domain‑Specific Roles (4A.3) operate within the 21 domains; role processes must respect domain constraints. |
| Layer 5.1 (Process Framework) | This standard is a direct application of the 5.1 framework to roles. |
| Layer 5.2 (People Processes) | Your role processes build upon and extend your personal people processes — they do not replace them. |
| Layer 6 (Metrics) | Your role process performance is quantified through Layer 6 indicators. |
| Layer 7 (Restoration) | When your role processes fail, Layer 7 provides role‑appropriate restoration pathways. |
1. Scope
This standard applies to:
- You, when acting in any Universal Role defined in RSS 37004‑A.2 (e.g., parent, spouse, employee, employer, citizen, community member);
- You, when acting in any Domain‑Specific Role defined in RSS 37004‑A.3 (e.g., teacher, police officer, healthcare provider, financial advisor, manager);
- The design, execution, and improvement of processes for any role you occupy;
- The adaptation of 5.2 People Processes to the specific context, authority, and obligations of a given role.
2. Normative References
- RSS 37005‑5.1:2026 — Process Framework
- RSS 37005‑5.2:2026 — People Processes
- RSS 37004‑A.1:2026 — Role Expression Framework
- RSS 37004‑A.2:2026 — Universal Roles
- RSS 37004‑A.3:2026 — Domain‑Specific Role Modules
- RSS 37001:2026 — Axioms
- RSS 37002:2026 — Core System
- RSS 37003:2026 — Factors
- RSS 37006:2026 — Metrics Standard (forthcoming)
- RSS 37007:2026 — Restoration Standard (forthcoming)
3. Terms and Definitions
(For you, as a player executing a specific role)
| Term | Definition |
|---|---|
| Universal Role | A role defined in 4A.2 that applies to all humans (e.g., Parent, Spouse, Employee, Citizen). |
| Domain‑Specific Role | A role defined in 4A.3 that applies only within specific institutional domains (e.g., Teacher, Police Officer, Doctor). |
| Role Process | A process designed specifically for a role, incorporating the duties, authorities, and responsibilities defined in that role’s specification. |
| Role Stakeholder | Any individual or party affected by your role process execution (e.g., your child, your employee, your patient, your customer). |
| Role Constraint | A control specific to your role — derived from law, ethics, professional standards, or institutional policy. |
| Role Gate | A decision point within a role process where you must decide based on role‑specific obligations (e.g., “Does this serve my child’s best interest?” or “Is this use of force proportionate?”). |
4. Role Process Structure
All Role Processes must be defined using the following structure, which is an extension of the 5.1 Process Framework components, adapted for roles.
4.1 Generic Role Process Template
Every role process you design or execute must specify:
| Component | Role‑Specific Application |
|---|---|
| Inputs | Trigger specific to the role (e.g., a child’s request for a parent; a citizen’s complaint for a police officer); role‑relevant information; authority limits. |
| Activities | The standardized steps required by the role — derived from the role’s duty definitions in 4A. |
| Gates | Decision points where you must pause and evaluate against role‑specific obligations (e.g., “Is this in the best interest of the dependent?”; “Is this within my professional scope of practice?”). |
| Outputs | Role‑specific deliverables (e.g., a parental decision; a police report; a diagnosis; a performance review). |
| Controls | Role‑specific constraints: professional ethics, legal scope, institutional policies, your fiduciary duty. |
| Verification | Role‑specific checks: peer review in your profession; supervision; stakeholder feedback; compliance audits. |
4.2 Mapping from People Processes (5.2) to Role Processes (5.3)
Your Role Processes are not separate from your People Processes — they are extensions. For each of the four 5.2 process categories, you must define a role‑specific version:
| 5.2 Category | 5.3 Role‑Specific Extension |
|---|---|
| Decision‑Making (4.1) | Role Decision Process — decisions made with role authority (e.g., Parental Decision, Managerial Approval). |
| Conflict Resolution (4.2) | Role Conflict Process — disputes involving your role (e.g., Employee‑Employer mediation, Teacher‑Parent conference). |
| Self‑Correction (4.3) | Role Correction Process — errors made in your professional or role capacity (e.g., medical error reporting, managerial accountability). |
| Accountability (4.4) | Role Accountability Process — reporting and transparency specific to your role (e.g., public official disclosure, teacher grade justification). |
5. Exemplary Role Processes (by Role Category)
This section provides canonical examples for major Universal Roles (4A.2). Domain‑Specific Roles (4A.3) follow the same template and are elaborated in the respective Domain Modules (4B) or in 5.4.
5.3.1 Parent Role Processes
Based on the Universal Role: Parent (4A.2)
| Component | Parental Decision Process (example) |
|---|---|
| Inputs | A child’s request or a parental decision point (e.g., education, health, discipline); child’s age and capacity; available resources; family values. |
| Activities | 1. Identify the decision and its impact on the child. 2. Gather relevant information. 3. Consult the child (age‑appropriately). 4. Consult other parent/caregiver. 5. Make the decision with the child’s best interest foremost. 6. Communicate the decision and rationale. |
| Gate | At Step 5 — “Does this decision serve the child’s long‑term wellbeing? Does it violate any Axiom or Factor?” |
| Outputs | A parental decision; communication to the child; implementation actions. |
| Controls | Child welfare; legal obligations; family values; developmental appropriateness. |
| Verification | After implementation, observe the outcome. Adjust if necessary. Record for future reference. |
5.3.2 Employee Role Processes
Based on the Universal Role: Employee (4A.2)
| Component | Employee Task Execution Process (example) |
|---|---|
| Inputs | Work assignment; supervisor instructions; resources; team context; deadlines. |
| Activities | 1. Clarify the assignment (ask questions). 2. Plan the execution (timeline, resources). 3. Execute the task with integrity and quality. 4. Report progress periodically. 5. Deliver final output. 6. Seek feedback. |
| Gate | At Step 3 — “Am I executing this task in accordance with institutional policies and ethical standards?” |
| Outputs | Completed task; documentation; status reports. |
| Controls | Employment contract; institutional policies; professional standards; safety requirements. |
| Verification | Supervisor review; peer review; output metrics. |
5.3.3 Citizen Role Processes
Based on the Universal Role: Citizen (4A.2)
| Component | Citizen Accountability Process (example) |
|---|---|
| Inputs | A civic duty (e.g., voting, jury duty, tax filing); public information; legal obligations. |
| Activities | 1. Acknowledge the civic duty. 2. Gather necessary information. 3. Act in accordance with law and civic virtue. 4. Record your action (e.g., vote, submit tax return). 5. Accept the consequences and outcomes of your civic participation. |
| Gate | At Step 3 — “Does my action contribute to the common good? Does it align with the principles of Layer 1 and Layer 3?” |
| Outputs | Completed civic action; documented compliance. |
| Controls | Law; community expectations; civic responsibility. |
| Verification | Public records; community feedback; self‑assessment. |
5.3.4 Manager Role Processes (Domain‑Specific Example)
Based on a Domain‑Specific Role: Manager (4A.3, Commerce Domain)
| Component | Manager Performance Review Process (example) |
|---|---|
| Inputs | Employee performance data; peer feedback; self‑assessment; institutional goals. |
| Activities | 1. Collect all performance data. 2. Evaluate objectively against defined criteria. 3. Prepare a balanced review (strengths and areas for improvement). 4. Conduct the review meeting with the employee. 5. Agree on development plan. 6. Document the review. |
| Gate | At Step 2 — “Is my evaluation free from bias? Does it reflect the employee’s actual performance?” |
| Outputs | Performance review document; development plan; updated records. |
| Controls | Employment law; institutional HR policy; fairness and equity (Layer 3 Factors). |
| Verification | HR audit; employee feedback on the review process; subsequent performance improvement. |
6. Application of the Process Lifecycle (from 5.1)
For each Role Process you define or execute, you follow the same seven‑phase lifecycle:
| Phase | Your Action |
|---|---|
| 1. Design | Define the role process using the template in Section 4.1, anchored to your role’s duties from 4A. |
| 2. Approval | Submit your role process for role‑appropriate approval (e.g., institutional approval for professional roles; mutual agreement for parental roles). |
| 3. Publication | Make the process known to your role stakeholders (e.g., employees, family, citizens). |
| 4. Execution | Run the process whenever the role situation arises. |
| 5. Monitoring | Use Layer 6 metrics to track your role process effectiveness. |
| 6. Review & Optimization | Periodically review your role processes — consult stakeholders, review outcomes, and improve. |
| 7. Deprecation | Retire a role process when the role changes or the process is no longer relevant. |
7. Conformance Requirements
To claim conformance to this standard, you (as the player occupying a role) must ensure that your role processes satisfy the following requirements:
| ID | Requirement |
|---|---|
| CFR‑5.3‑01 | Each of your role processes must explicitly define all five components: Inputs, Activities, Outputs, Controls, and Verification Mechanisms. |
| CFR‑5.3‑02 | Each role process must include at least one Gate requiring a role‑specific ethical decision. |
| CFR‑5.3‑03 | Each role process must include in‑process verification appropriate to the role (e.g., supervisor check, peer review, stakeholder feedback). |
| CFR‑5.3‑04 | Each role process must explicitly map to its corresponding role definition in 4A.2 (Universal) or 4A.3 (Domain‑Specific). |
| CFR‑5.3‑05 | Each role process must include explicit timing expectations (e.g., response time for a citizen complaint, turnaround for a managerial decision). |
| CFR‑5.3‑06 | The outputs of your role processes must be quantifiable and evaluable by Layer 6 (Metrics) standards. |
| CFR‑5.3‑07 | Each role process must define a clear escalation path for failures, linking to Layer 7 (Restoration), and must include a specific referral to the 5.2 Self‑Correction Process for personal accountability when role failures occur. |
8. Relationship to Other Layers
| Target Layer | How Your Role Processes Connect |
|---|---|
| Layer 1 (Axioms) | Your role processes must never violate foundational axioms — role authority does not exempt you from fundamental righteousness. |
| Layer 2 (Core System) | Your role processes operate within and interact with the 25 core systems as defined by your role (e.g., a Teacher interacts with the Education System; a Police Officer with the Judicial System). |
| Layer 3 (Factors) | Your role process outputs must be verifiable against the 30 core factors (e.g., a managerial review must demonstrate equity; a parental decision must demonstrate care). |
| Layer 4A (Structure — Roles) | This standard is the direct implementation of your role definitions in 4A.2 and 4A.3 — every role must have its processes defined here or in the relevant Domain Module. |
| Layer 4B (Domains) | Domain‑Specific Roles must additionally respect the domain characteristics and extended factors defined in 4B (e.g., Healthcare Domain for a Doctor). |
| Layer 5.1 (Process Framework) | This standard instantiates the 5.1 framework for roles. |
| Layer 5.2 (People Processes) | Your role processes extend your people processes — when a role process completes, you return to your personal accountability processes (5.2). |
| Layer 6 (Metrics) | Your role process performance is quantified through Layer 6 indicators (e.g., decision quality in your role, conflict resolution timeliness). |
| Layer 7 (Restoration) | When your role processes fail, Layer 7 provides role‑appropriate restoration (e.g., professional discipline, mediation, corrective action plans). |