An Organizational Assessment differs from a Management Review in that the OA focuses on staff, people, board members, positions- the organization (think of organizational chart), rather than the structure, policies, and how things are done.
An Organizational Assessment is often done in conjunction with a Management Review and to get the best overall picture of your organization, it should be done in tandem. But the Organizational Assessment is different and focuses on:
- The Existing Organizational Chart and reporting hierarchy
- A review of job descriptions and job titles to determine consistency between and within divisions of the organization
- A review of the Board (if one exists) and its relation to the staff, its composition, if it is effective, if it is too large/small, etc.
- A survey and interview with key senior staff to determine their thoughts and get their input. Note: this component IS, and MUST BE, done confidentially. Results will be compiled and released anonymously, and if necessary, staff input will be sanitized to insure that the core of the suggestion is kept without disclosing who said it.
- Inventory of full-time vs. part-time vs. contract staff
- Succession Plan
- Staff training, both internally and externally
- Using Jim Collins” Good to Great terminology, are the right people on the bus, and if so, are they in the right seats
WHY SHOULD THE KELLY GROUP BE A CANDIDATE TO PERFORM YOUR ASSESSMENT?
Can’t I do that? Can’t my Executive Committee do that? Can’t my Assistant Director or Management Team or Administrative Assistant do that?
Of course they can… but how objective would it be? How thorough would it be? These people have other jobs. They may or may not be as candid as they should be. They may or may not know what to look for, what to review, and what to identify. The staff may or may not be as forthright with your staff or board members as they would be with us.