Listing of Positions on an Organizational Chart

L

little__cee

#1
I know that there are no stupid questions, only stupid people, and today I'm feeling like one of those but I have to ask this question.

Our organization employs eight salespeople. Each one has the same exact position - salesperson.

The previous management rep. created the organizational chart and made eight "blocks" or "boxes" to graphically illustrate each salesperson.

I would like to just list "sales department" or "sales" as one block. That way, sales is represented but if two quit or we hire one more, etc, then I'm not changing the chart and the chart is not "wrong".

Is it proper in charting to just show one block to represent a group of equal positions?

I don't see why not, but I've never had to do this before, either. Thanks in advance!
 
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Jim Wynne

Staff member
Admin
#2
Re: Listing of positions on organizational chart

There's no requirement to even have an org chart, so long as responsibility and authority are adequately defined. One box shouldn't be an issue.
 
L

little__cee

#3
Re: Listing of positions on organizational chart

Thanks. I didn't want to over-think this!!!
 
M

Mustang

#4
FWIW, we document our org chart by job title only (1 box per title, can be several with same title, i.e.: Machine Operator), and haven't ever run into anyone (auditor or otherwise) over the years who has had an issue with this.

Org charts are useful for more than meeting a Standard, they help people visualize their place in the organization, and also helps when auditing a process knowing what department someone with a not-so-obvious title works in.
 

SteelMaiden

Super Moderator
Super Moderator
#5
I'm with Mustang....our org charts are more for our people than to just meet a standard. We have one overall org chart with each dept., and a very general list of jobs. This is so general that we list under maintenance, mechanical, electrical, and construction. But there are individual org charts for each dept. where each different job title is given a position on the chart. This ties into our defining responsibilities and authorities, but also helps in training our new folks.

But, as stated, you do not have to use an org chart at all.
 

Helmut Jilling

Auditor / Consultant
#6
I know that there are no stupid questions, only stupid people, and today I'm feeling like one of those but I have to ask this question.

Our organization employs eight salespeople. Each one has the same exact position - salesperson.

The previous management rep. created the organizational chart and made eight "blocks" or "boxes" to graphically illustrate each salesperson.

I would like to just list "sales department" or "sales" as one block. That way, sales is represented but if two quit or we hire one more, etc, then I'm not changing the chart and the chart is not "wrong".

Is it proper in charting to just show one block to represent a group of equal positions?

I don't see why not, but I've never had to do this before, either. Thanks in advance!
Org charts describe how the positions lign up and interact. It is not to count number of personnel. So, whether you have one sales person or eight, one box can be sufficient if they are at the same level.
 
R

ramvaidhya - 2009

#8
Org Chart can be done based on the purpose of usage. For ISO , just one box is sufficient to represent the function. If you wish this chart to be used as internal HR training purpose to meet and understand the activity of each people in the organization, then each box with specific person names will make some sense.
 

hogheavenfarm

Quite Involved in Discussions
#10
Actually, there are other systems that do require 'personal' boxes, but they are not widespread. In my present industry, we must have an org chart showing evry position with a persons name attached. this is so the auditor can verify competence in meeting the 'standard'. The auditor cross checks the name and position with a list of qualifications for that person to verify that they possess the minimum competence to fulfill that role. Sounds wierd, I know, but it's true.
We have to submit the qualifications of the person to our third party auditor for approval before they can be assigned the position in the organizational chart. The third party auditor has State auditors that audit them as well, (and us at the same time).
 
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