Organizational Reviews


Typically, organizational reviews are done in order to assure most appropriate organizational structure, work processes, workflow, job descriptions, and compensation. The term “appropriate” includes attention to effectiveness, efficiency, and morale. In any particular unit, leaders may have identified particular areas of interest and focus. The specifics of the information desired, sources of information, information gathering methods, reporting content and processes, and decision-making responsibilities are determined in consultation with the unit leader(s). LOD partners with the unit leader(s) to provide a positive process, good information, and an informed, objective opinion regarding possible changes.

As with any organizational intervention, the process of the review is as important as the action options identified at its conclusion. Staff (and in some cases, students) must feel included and their expertise respected, and action options discussed in the context of the organizational culture.

The following are typical, possible areas of investigation. To gather information about the current and the ideal aspects of these areas, a combination of document review, individual interviews, focus group methods, and process mapping are typically used. All staff and any key outside sources are included.

Typical Areas of Investigation

  • Unit goals

  • Work processes

  • Workflow / workload

  • Morale

  • Organizational changes – current and anticipated

  • Organizational structure

  • Appropriate mix of positions

  • Reporting lines

  • Job descriptions / compensation

  • Benchmarks (other units of value for comparison)

  • Job fit – right people in right jobs

  • Performance management processes / issues

  • Relevant policies, collective agreements (re possible action options)

Typical Results

  • Suggestions re refined work processes

  • Updated job descriptions

  • Options and implications of those options re position mix, reporting lines, policies, and other emergent issues

  • Suggestions re performance support processes

  • Change support options, including organizational and staff development