Director Executive Job Nonprofit | Info About Sample Nonprofit Letters Of Inquiry

It's a familiar scene that I refer to as the shock-faced-shuffle. It occurs when I ask a startup to small nonprofit organization to produce a copy of their organizational chart. Absence of such a seemingly pointless tool, is celebrated with banter-filled explanations, of having a staff of zero. I make a practice of asking for organizational charts for various reasons, one of which is to determine the scope of understanding for nonprofit design. Regardless of the size of an organization an organizational chart is sometimes necessary and always helpful. Use the following tips for developing a 'better' organizational chart.

Use this chart as a tool for structuring growth rather than managing the scattered catch up or forced growth.
Include titles and positions for all the positions currently and projected to be filled. This creates a working map for determining at which stage of maturity the organization is in, structural objectives, and strategic plans for growth.
Place the population served at the top of the chart. After all, they are the beneficiaries of a nonprofit organization. By not placing the population served at the top of the chart you are portraying a misconception of power in the nonprofit sector.
Include the board committees just under the board of directors. If you don't have any consider including projected or desired committees. Examples would include, a fundraising or a finance committee.
Place the Executive Director after the board committees. Executive Directors, founding or not, are not the 'owner' of the nonprofit and placing themselves accordingly on the chart represents integrity.
Include, if flattering, the years served by each board chair. High turnover rates don't speak well of the strategic and ethical nature of a nonprofit.
Build the executive team under the Executive Director. This is the 'crew' that will assist with each of the many responsibilities held by the Executive Director. This is the beginning of departmentalization planning and essential to structured growth.
Line support staff positions under respective executive team members. This will undoubtedly grow and change according to the needs of each executive team member.
When uncertain, to determine chart location for any given position, ask "who should this person answer to?"
Design job descriptions and eligibility requirements for all unfilled positions, even if you aren't ready to hire staff. This, again, is in support of structured growth.
Include this chart in your business plan and review it on a scheduled recurring basis for necessary updates.

Following these practices will provide ease of organizational strategy and enable effective, controlled growth. The chart also acts as a powerful tool in business planning as well as the grant-seeking process.The attached image is an example of a chart that follows this structural design.