Means of Egress

Organizational charts are often considered internal documents, and the specific format can vary widely based on organizational culture, preferences, and specific needs. Organizations may develop their own standards based on industry best practices, legal requirements, and internal considerations.  Depending on the industry, there may be associations that provide guidelines tailored to that particular sector.  The HR sector has a few:

Society for Human Resource Management (SHRM):  SHRM provides resources and best practices for human resource professionals, including guidance on organizational structure and charts.

Project Management Institute (PMI):  PMI may offer insights into organizational structures, especially in the context of project management.

International Organization for Standardization (ISO): ISO develops international standards for various aspects, including some related to organizational structures. However, these standards are not specific templates for organizational charts.

There are generally accepted principles and standards for constructing organizational charts, but the specific format and details can vary depending on the organization’s size, structure, and industry. Here are some common guidelines for creating organizational charts:

Top-Down Hierarchy: The chart typically follows a top-down hierarchy, with the highest-ranking positions at the top and lower-ranking positions below.

Clear Reporting Lines:  Clearly define reporting lines to represent the chain of command and authority within the organization.

Position Titles and Names: Include position titles and, if space allows, the names of individuals holding those positions.

Consistency: Maintain consistency in the layout, shapes, and formatting of boxes and lines throughout the chart.

Departments and Divisions: Use different colors, shading, or grouping to represent different departments or divisions within the organization.

Clarity and Simplicity: Keep the chart clear and simple to understand. Avoid unnecessary complexity that might confuse viewers.

Use of Lines: Connect positions with straight or diagonal lines to represent reporting relationships. Dotted lines are sometimes used for indirect or dotted-line reporting.

Position of Support Staff: Support staff (such as human resources, IT, etc.) may be placed in a separate section or integrated within the chart, depending on the organization’s preference.

Employee Information: Depending on the sensitivity of the information and organizational culture, include only essential information about employees (names, titles) or provide more details like photos and contact information.

Updates: Regularly update the organizational chart to reflect any changes in personnel, structure, or reporting relationships.

It’s important to note that these are general guidelines, and the specific requirements for an organizational chart can vary widely based on the organization’s needs and preferences. Some organizations may prefer a more detailed chart, while others may opt for a simpler representation.

A fully dimensioned exploration of human resource standards — and approaches to lowering cost — cannot be without an understanding of present practice, and prevailing opinion about present practice.

Harvard University:

University of California Berkeley

Columbia University:

Hillsdale College:

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