Post 80: Org chart

“Org charts are critical to efficient business operation, and form the foundation for growth through clear delineation of responsibilities and reporting assignments.” 

An org (organization) chart is similar to a flowsheet that directs the companies hierarchy. For instance, when I worked at Sam’s club I knew my role. As a cart guy, I was at the bottom of the barrel. No one was below me and I had a huge organization of people above me. As I moved up to cashier, at least the cart guy was below me in the organizational chart, but there was still the cashier supervisor, front end manager and general manager above me. As I continued to advance in the company, there were more people under me than above me. Without a working knowledge of he hierarchy, I would never know who is senior and who is not in the company.

Taking this to a hospital- based setting, a staff therapist answers directly to a shift manager or site manager. The only person below them are PTA’s and physio techs (if the company has any). There are only so many positions available in a hospital-based setting, so in order to move up the org chart, usually one person has to quit or retire.

In a small private practice based clinic, it may only be you and the owner. In this case, you definitely aren’t moving up the org chart. Not moving up doesn’t necessarily mean that you are stuck at your current salary, but it means that you may be stuck at a specific set of minimal requirements. Obviously, you could always do more, but you will never be mandated to do more.

“An org char is your road map. It’s a top-down and bottom-up char that provides each member of your organization a direct reporting relationship to someone else within your company

I hope that I explained it well in the above example, but if not…here’s another go. One person should directly report to one person. If that person is unavailable, then that person should report to the one person above the initial superior. As you move up the chart, there will be fewer people to answer to. For instance, at Sam’s club there were about 40 people that worked on the front portion of the store (cashier, carts, door etc). These people all answered to the COS (check-out supervisor). The COSs all reported to the Front End Manager and the Front End Manager reported to the GM. One person reports directly to one above them until you get to the top of the organization and there is no one left to report to. This is an example of an org chart

“Start at the top. Somebody-possibly you-is ultimately responsible for the entire company…Continue down the organization until all leadership roles are identified”

Everyone must know who they report to. It doesn’t make sense for a supervising therapist to look for approval from a volunteer. This reminds me of a line from Saving Private Ryan

Captain Miller: “I don’t gripe to you, Reiben. I’m a captain. There’s a chain of command. Gripes go up, not down. Always up. You gripe to me, I gripe to my superior officer, so on, so on, and so on. I don’t gripe to you. I don’t gripe in front of you.”

This is another example of an org chart.

“Respect the ‘one boss rule’”

Essentially, there should be no confusion about who a person reports to. A person should never have to decide who is his/her superior. If this has to be a guess, then the organizational chart is not very specific.

“Publish, Publish, Publish. You’ve got a beautiful org char, but it is only as good as those who rely on it.”

Doing all of the work to create an org chart is only beneficial if that information gets passed to all of the employees. There should not be any confusion regarding the organization. If there is confusion, then the staff employees need to speak to the top supervisor in order to educate them. A supervisors/manager’s job is not to supervise/manage, but to serve those that they manage in order for the employees to perform their job duties to the best of their abilities.

Excerpts taken from:

Quatre T. FIVE-MINUTE FIX: Mastering the Org Chart. IMPACT. Oct 2016:16-19.

Author: Dr. Vince Gutierrez, PT, cert. MDT

After having dedicated 8 years to growing my knowledge regarding the profession of physical therapy, it seems only fitting that I join the social media world in order to spread a little of the knowledge that I have gained over the years. This by no means is meant to act in place of a one-one medical consultation, but only to supplement your baseline knowledge in which to choose a practitioner for your problem. Having completed a Master of Physical Therapy degree, the MDT (Mechanical Diagnosis and Therapy) certification and currently finishing a post-graduate doctorate degree, I have spent the previous 12 years in some sort of post-baccalalaureate study. Hopefully the reader finds the information insightful and uses the information in order to make more informed healthcare decisions. MISSION STATEMENT: My personal mission statement is as follows: As a professional, I will provide a thorough assessment of your clinical presentation and symptoms in order to determine both the provocative and relieving positions and movements. The assessment process and ensuing treatment will be based on current and relevant evidence. Furthermore, I will educate the patients regarding their symptoms and their likelihood of improving with either skilled therapy, an independent exercise program, spontaneous recovery or if the patient should be referred to a separate specialist to possibly provide a more rapid resolution of symptoms. Respecting the patient’s limited resources is important and I will provide an accurate overview of the prognosis within 7 visits, again based on current research. My goal is to empower the patient in order to take charge of both the symptomatic resolution and return to full function with as little dependence on the therapist as possible. Personally, I strive to be an example for family and friends. My goal is to demonstrate that success is not a byproduct of situations, but a series of choices and actions. I will mentor those, in any way possible, that are having difficulty with the choices and actions for success. I will continue to honor my family’s “blue-collar” roots by working to excel at my chosen career and life situations. I choose to be a leader of example, and not words, all the while reducing negativity in my life. I began working towards the professional aspect of the mission statement while still in physical therapy school. By choosing an internship that emphasized patient care and empowering the patient, instead of the internship that was either closest to home or where I knew that I would have the easiest road to graduation, I took the first step towards learning how to utilize the evidence to teach patients how to reduce their symptoms. I continued this process by completing Mechanical Diagnosis and Therapy courses A-D and passing the credentialing exam. I will continue to pursue my clinical education through CEU’s on MDT and my goal is to obtain the status of Diplomat of MDT. Returning back to school for the t-DPT was a major decision for me, as resources (i.e. time and money) are limited. My choice was between saving money for the Dip MDT course (about 15,000 dollars) and continuing on with the Fellowship of American Academy of Orthopedic Manual Physical Therapists (FAAOMPT) (about 5,000 dollars), as these courses are paired through the MDT curriculum or returning to school to work towards a Doctorate of Physical Therapy degree. I initially planned on saving for the Dip MDT and FAAOMPT, but life changes forced me to re-evaluate my situation. The decision then changed to return for the tDPT, as my employer paid for a portion of the DPT program. My goal for applying to and finishing the Dip MDT and FAAOMPT is 10 years. This is how long I anticipate that it will take to finish paying student loans and save for both programs, based on the current rate of payment. I don’t know if I will ever accomplish what I set forth in the mission statement, but I do know that it will be a forever struggle to maintain this standard that I set for myself.

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