An organizational chart for the staff of an entity, whether it is anything ranging from a nonprofit church to a large, for profit IT company, is a document showing the hierarchal structure of jobs within that entity. These jobs are commonly listed by job title, showing at least the number of positions by that job title. In some instances, the actual name of the person filling that position is also included in the listing.
The organizational chart is a useful tool for delineating job responsibilities. It is additionally an excellent tool for providing evaluations of the staff during the periodic evaluation processes that are essential to maintaining quality performance of the organization.
When structuring a working organizational chart for the entity in question, care must be taken to first ascertain the purpose for which the chart is being made. Will the chart be used to explain the inner workings of the organization or will it be used to monitor production within the group over a certain period of time?
The specific focus of the chart’s creation will enable the persons responsible for the finished product to target their audience and give the audience the accurate information they need to achieve their work goals.
An open-ended chart showing only job positions without identifying specific personalities will enable this particular chart to be used for planning purposes and the distribution of critical responsibilities throughout the organization. The jobs can be parceled out based upon the known hierarchy of job positions.
Having an organizational chart with specific employees’ names affixed to the chart by each funded position allows for a more performance-based assessment of the organization’s capacity and future potential. By identifying the specific talent associated with each job title, upper management can more clearly identify and chart the entity’s future.
The existence of a valid organizational chart makes filling any unexpected production need an easier task, as a quick glance at the chart can provide information about current work loads. Having the employees’ names keyed to each specific position will make assigning the new tasks a simpler process for the managers who find themselves with the job of delegating new responsibilities.
The presence of either type of chart will be a helpful tool for everyone involved in delegating new job responsibilities and the future reviews of that performance. When management knows how to create an organizational chart for staff to make job performance expectations known or to effectively evaluate staff, the leaders of the entity create a win-win environment for all involved.