Team Hats

Sharing Responsibility

Note: some of the below information on Team Hats can also be found under Team Starting in 'Getting Organised: Roles and Hats'.

Every team needs a way to share out tasks, responsibilities and roles, and in Equal Care Teams we do this with 'hats'.

Wearing a hat means taking responsibility for a specific function in the team, from rota planning to keeping notes up to date or liaising with outside professionals. Hats aren’t fixed positions. They can be passed on, shared, adapted or dropped when no longer needed. Some people wear multiple hats, and others may wear none at all.

Some hats are agreed at the start of a team’s life and others emerge over time. What matters is that responsibility is made visible and the work is shared fairly.

Teams function best when everyone knows what they’re responsible for, and no one is left carrying everything.

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Types of Team Hats

Here's an overview of the most common hats worn in Equal Care teams. This list isn't exhaustive — some teams create their own based on specific needs.

Core hats (usually agreed at the start)

Team Owner / Leader

The Team Owner is the person receiving support. The team forms around them, and they lead it in whatever way makes sense for them. They choose or consent to team members, decide who sees what, and give feedback about their support. They hold ultimate direction over their care, with others stepping in only if needed (e.g. in line with the Mental Capacity Act).

Team Member

Anyone the Team Owner has consented to join their team: family, friends, paid or unpaid workers, professionals. Team members pay attention to how things are going, contribute to conversations, raise concerns when needed, and help one another keep information accurate. If paid, they also write notes and keep rotas up to date.

Profile Holder

This person makes sure the Getting Support Profile and Trust Assessment are accurate and up to date. They flag changes, check information regularly, and liaise with others to gather or confirm details - particularly when there are lots of moving parts or external professionals involved.

Rota Wrangler

Keeps the team rota running smoothly. They check that support is planned well in advance, prompt others to book in or confirm holidays, and step in to help find urgent cover if needed. A key organising role that helps prevent last-minute stress.

MAR Admin

Keeps the Medication Administration Record accurate and aligned with what’s recorded in the support profile. They need to have done the relevant training and induction, and they flag when the monthly MAR is ready for printing. A detailed, safety-critical role.

Trainer

Often someone who’s been part of the team for a while and knows it well. They help welcome new members, share routines, support people to build confidence and connect team members to useful training or information. This role can include clinical routines, where appropriate.

Communication & coordination hats

Team Liaison

The team’s main point of contact for professionals outside the team. They share updates, coordinate joint meetings, and help make sure the right people are informed and involved when decisions need to be made.

Problem Solver

Helps bring up and work through issues in the team. A good listener who people feel comfortable talking to. Supports others to express concerns, share feedback, and collaborate on resolving difficulties. They might involve the Coach or someone in the Circle when needed.

... and the hat that is almost always unnamed, unpaid and overlooked...

Backstop

The Backstop is the person who quietly holds the team together when things go wrong — stepping in last minute, picking up gaps, often without being asked. They’re the emotional safety net, the "just in case" person who absorbs pressure so others don’t have to. Often, they’re a family member or close friend, but it can also be a paid team member.

Backstops tend to say yes even when it stretches their capacity. They carry a heavy emotional load — always aware, always on call. This kind of invisible labour can lead to exhaustion and resentment if left unacknowledged.

Every team needs resilience, not reliance. Identifying who is taking on this backstop role (there may be more than one) helps the team recognise it, share the burden, and protect each other’s wellbeing.