Organizational Structure & Roles
Ensures a well-defined structure with clear roles and responsibilities.
Standard
The center has a well-defined organizational structure with clear roles, responsibilities, and reporting lines documented and understood by staff, supporting efficient training operations.
Rationale
A clear structure promotes efficiency, accountability, and effective coordination necessary for delivering quality training consistently.
Evidence/Indicators
- Current organizational chart.
- Up-to-date job descriptions for key roles (management, admin, trainers, instructional designers, etc.).
- Policy documents outlining decision-making authority and responsibilities.
- Staff confirmation of understanding roles (e.g., during performance reviews, interviews).
Metrics
- % of staff with documented, up-to-date job descriptions.
- Staff survey score on clarity of roles, responsibilities, and reporting lines.
- Time taken to fill vacant key positions (indicator of structural clarity/effectiveness).
Performance Levels
- Non-Compliant: Structure is unclear, illogical, or undocumented; roles overlap significantly or have critical gaps, leading to confusion and inefficiency.
- Developing: Basic structure exists, but roles/responsibilities lack sufficient clarity, documentation, or consistent understanding among staff.
- Meets Standard: Structure, roles, and responsibilities are clearly defined, documented, and generally understood by staff, supporting functional operations.
- Exceeds Standard: Optimal structure supports efficient workflow and collaboration; roles are clearly defined with documented competencies; staff demonstrate clear understanding and ownership of their responsibilities and interdependencies.
