Org Chart Audit Worksheet

Assess the health of your organizational chart in 10 minutes, then use the optional skills and audience-view exercises. Print this page or use it as a discussion worksheet.

How to use it: fill this out with one People partner and one person who uses the chart. Write down observed examples, keep estimates separate, and finish by agreeing on one owner and one next action.

1. Current State Assessment

What tool(s) are you using to maintain it?

PowerPoint / Google Slides Visio / Lucidchart Spreadsheet (Excel / Google Sheets) HRIS built-in org chart Dedicated org chart tool Other: _______________

2. Pain Point Identification

How often do employees ask "who should I talk to about...?"

Rarely (once a month or less) Sometimes (weekly) Often (multiple times per week) Constantly (daily)

How quickly can you produce an accurate org chart when leadership requests one?

Instantly (it's always current) Within an hour By end of day It takes days

3. Information Gap Analysis

What information does your current org chart include?

Names and titles Reporting lines Department/team Location/timezone Skills and expertise Current projects Contact information Interests and hobbies Start date / tenure Profile photos

4. Cost Calculation

Quick ROI Estimate

Use your own fully loaded hourly rates and label every assumption. The purpose is to make the cost visible, not to produce a universal benchmark.

HR maintenance cost: ___ hours/month x $___/hour = $___/month
Employee search cost: ___ hours/week x 4.33 x $___/hour = $___/month
Extended onboarding cost: ___ extra weeks x ___ new hires/year x $___/week = $___/year

Total annual cost of org chart friction: $___________

Keep the evidence behind each input. If you only have a guess, mark it as a guess and replace it with an observed sample during the next review.

5. Evidence Log

Use real examples to make the discussion specific. Add the source or person you checked so the result can be revisited.

Org chart audit log
Question or change tested	What happened?	Owner / next step
Who owns a real topic?
New hire, manager change, or departure
Last update and number of copies
Audience or privacy requirement
Time needed to correct the chart

6. Action Items

7. Optional: Small Skills Inventory Pilot

Use one real routing question from the evidence log. Ask a small volunteer group what they would be comfortable helping colleagues with; do not infer skills from job titles alone.

Which question could a skills inventory answer, and which three to five expertise terms will you collect first?

Example: “Who can review a data migration?” Record the terms employees use, then test whether the chosen tool searches those fields or only shows them on profiles.

What event triggers a review, and who owns the update?

Consider a role change, completed project, or regular check-in. Agree on a date for the first review.

8. Optional: Audience and Field Matrix

List the minimum fields each audience needs. Record fields to hide and the actual map or sharing control that enforces each choice. A separate map does not automatically provide field-level filtering.

This worksheet pairs with our free org chart scorecard for a quick second opinion. If the source data is ready, test it with a CSV import and compare the result with your current workflow.

Start free at humanmap.fr

Audience	Fields needed	Fields to hide	Access control and owner
Leadership
Employees
New hires
External partners