ORG: Organization Structure

Document Type

Code: ORG
Name: Organization Structure
Domain: Operations & Execution

Abstract

This specification defines the Organization Structure document type within the BSpec 1.0 Universal Business Specification Standard. It establishes normative requirements, structured templates, and implementation guidance for organizations documenting organization structure within the operations-execution domain. This specification enables systematic, machine-readable documentation that supports strategic planning, operational execution, and organizational alignment.

Purpose and Scope

The Organization Structure defines systematic approaches to designing and managing organizational hierarchies, reporting relationships, and team structures that enable effective execution and coordination. It establishes organizational frameworks that optimize authority, accountability, and communication.

Document Metadata Schema

---
id: ORG-{org-unit-name}
title: "Organization — {Organization Unit Name}"
type: ORG
status: Draft|Review|Approved|Active|Deprecated
version: 1.0.0
owner: Organization-Owner|HR-Team
stakeholders: [hr-team, leadership-team, operations-team, management-team]
domain: operations
priority: Critical|High|Medium|Low
scope: organizational-design
horizon: strategic
visibility: internal

depends_on: [STR-*, ROL-*, TEA-*, CAP-*]
enables: [PER-*, QUA-*, COM-*, GOV-*]

structure_type: Functional|Divisional|Matrix|Network|Hybrid
hierarchy_levels: Flat|Traditional|Deep
decision_authority: Centralized|Decentralized|Hybrid|Federated

success_criteria:
  - "Organization structure enables effective execution"
  - "Authority and accountability are clearly defined"
  - "Communication flows efficiently through structure"
  - "Structure adapts to changing business needs"

assumptions:
  - "Organizational requirements are clearly defined and validated"
  - "Leadership capabilities support the structure"
  - "Technology supports organizational coordination"

constraints: [Resource and cultural constraints]
standards: [Organizational design and management standards]
review_cycle: quarterly
---

Content Structure Template

# Organization — {Organization Unit Name}

## Executive Summary
**Purpose:** {Brief description of organizational purpose}
**Scope:** {Scope of organizational authority and responsibility}
**Size:** {Team size and reporting relationships}

## Organizational Design

### Structure Model
- **Type:** {Functional|Divisional|Matrix|Network|Hybrid}
- **Hierarchy Levels:** {Number of management layers}
- **Span of Control:** {Average reports per manager}
- **Decision Authority:** {Centralized|Decentralized|Hybrid}

### Reporting Relationships
    ```yaml
    leadership:
      executive_sponsor: {role}
      direct_manager: {role}
      skip_level_manager: {role}
    
    direct_reports:
      - role: {role-id}
        count: {number}
        type: {Individual Contributor|Manager|Director}
    
    dotted_line_reports:
      - role: {role-id}
        relationship: {Matrix|Advisory|Temporary}
    ```

### Communication Patterns
- **Escalation Path:** {Decision escalation process}
- **Information Flow:** {How information moves through organization}
- **Meeting Cadence:** {Regular meeting schedule and purpose}
- **Collaboration Model:** {How teams work together}

## Roles and Responsibilities

### Core Functions
| Function | Owner | Responsibilities | Authorities |
|----------|-------|------------------|-------------|
| {Function} | {Role} | {Key responsibilities} | {Decision authorities} |

### Decision Framework
    ```yaml
    decision_types:
      operational:
        authority_level: {role-level}
        approval_required: {yes|no}
        escalation_criteria: {conditions}
    
      strategic:
        authority_level: {role-level}
        approval_required: {stakeholders}
        escalation_criteria: {conditions}
    ```

## Team Composition

### Team Structure
- **Core Teams:** {List of primary teams}
- **Support Teams:** {List of supporting teams}
- **Cross-functional Teams:** {List of matrix teams}

### Skill Distribution
    ```yaml
    required_skills:
      technical:
        - skill: {skill-name}
          proficiency: {Beginner|Intermediate|Advanced|Expert}
          count: {number-needed}
    
      functional:
        - skill: {skill-name}
          proficiency: {level}
          count: {number-needed}
    ```

## Performance Framework

### Success Metrics
- **Efficiency Measures:** {Operational efficiency metrics}
- **Effectiveness Measures:** {Goal achievement metrics}
- **Quality Measures:** {Quality and satisfaction metrics}

### Accountability Model
- **Individual KPIs:** {Personal performance indicators}
- **Team KPIs:** {Team performance indicators}
- **Organizational KPIs:** {Unit performance indicators}

## Change Management

### Organizational Evolution
- **Growth Planning:** {How organization scales}
- **Restructuring Process:** {How changes are managed}
- **Succession Planning:** {Leadership development and transition}

### Adaptation Mechanisms
- **Feedback Loops:** {How organization learns and adapts}
- **Improvement Process:** {Continuous improvement methodology}
- **Innovation Framework:** {How innovation is encouraged and managed}

## Validation
*Evidence that organization structure enables effective execution, clear accountability, and efficient communication*

Quality Standards

Bronze Level (Minimum Viable)

• [ ] Basic organizational chart with reporting relationships
• [ ] Clear role definitions and primary responsibilities
• [ ] Basic decision authority framework
• [ ] All required metadata fields completed

Silver Level (Investment Ready)

• [ ] Detailed organizational design rationale
• [ ] Comprehensive decision framework with escalation paths
• [ ] Performance metrics and accountability framework
• [ ] Change management process

Gold Level (Operational Excellence)

• [ ] Advanced organizational design with adaptation mechanisms
• [ ] Sophisticated performance management and development framework
• [ ] Comprehensive succession planning and leadership development
• [ ] Data-driven organizational optimization

Common Pitfalls

1. Unclear authority: Ambiguous decision-making authority and accountability
2. Over-complicated structure: Excessive hierarchy or complex matrix relationships
3. Poor communication design: Information silos and communication breakdowns
4. Inflexible structure: Organization that can't adapt to changing needs

Success Patterns

1. Adaptive organization: Structure that evolves with business needs with regular health assessment
2. Clear accountability: Well-defined roles, responsibilities, and authorities with transparent expectations
3. Empowered teams: Appropriate delegation of authority with balanced autonomy and alignment
4. Efficient communication: Designed communication patterns with effective feedback loops

Relationship Guidelines

Typical Dependencies

• STR (Strategy): Strategic direction drives organizational design and structure
• ROL (Role Definition): Role definitions inform organizational structure and hierarchy
• TEA (Team Structure): Team composition drives organizational design and coordination
• CAP (Capabilities): Organizational capabilities determine structure and reporting

Typical Enablements

• PER (Performance Specification): Organization structure drives overall performance achievement
• QUA (Quality Specification): Organizational design drives quality standards and accountability
• COM (Communication): Organization structure drives communication and coordination patterns
• GOV (Governance): Organizational framework enables governance and oversight

Document Relationships

This document type commonly relates to:

• Depends on: STR (Strategy), ROL (Role Definition), TEA (Team Structure), CAP (Capabilities)
• Enables: PER (Performance Specification), QUA (Quality Specification), COM (Communication), GOV (Governance)
• Informs: Leadership development, performance management, resource allocation
• Guides: Organizational restructuring, role design, team formation

Validation Checklist

• [ ] Executive summary with clear purpose, scope, and organizational size
• [ ] Organizational design with structure model, reporting relationships, and communication patterns
• [ ] Roles and responsibilities with core functions and decision framework
• [ ] Team composition with structure, skill distribution, and requirements
• [ ] Performance framework with success metrics and accountability model
• [ ] Change management with evolution planning and adaptation mechanisms
• [ ] Validation evidence of structural effectiveness, accountability clarity, and communication efficiency

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Related Documents

• Back to Document Types
• Domain: Operations & Execution
• Full Specification