Reference and guide to SFIA version 7. Framework status: Development. Show revision-marked text

Organisation design and implementation ORDI

(modified)

The planning, design and implementation of an integrated organisation structure and culture including the workplace environment, locations, role profiles, performance measurements, competencies and skills. The facilitation of changes needed to adapt to changes in technologies, society, new operating models and business processes. The identification of key attributes of the required culture and how these can be implemented and reinforced to bring about improved organisational performance.

Organisation design and implementation: Level 6

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Champions the value of new ways of working to address internal and external opportunities and threats from changes to technology, society and business models. Sets direction and leads in the introduction and use of organisation design techniques, methodologies and tools to change and improve organisation structures and culture to deliver business outcomes. Leads and plans organisation design activities; identifies alternative solutions, assesses feasibility, and recommends solutions. Identifies major changes affecting the organisation, and mobilises resources to implement changes. Initiates the definition of new organisation boundaries, and creates future organisation design, including location strategy and the number of locations required. Outlines performance measurement objectives and the high level implementation approach.

Organisation design and implementation: Level 5

(modified)

Implements organisational structure and culture change activities. Conducts impact assessment to ensure organisational structure and cultures are aligned to changes in processes, systems, technology and tools. Develops graphical representation of organisation models and structures to facilitate understanding and decision-making. Identifies and evaluates alternative solutions. Outlines how the organisation structure, jobs, teams and roles and people development need to change to enable the future business processes. Aligns existing jobs/organisational structures to new processes. Advises on implications of introducing new workplace models and tools.

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