The org chart is a flat, read-only snapshot of workforce coverage — every job family a workspace has adopted, grouped by mandate, with a filled-versus-desired headcount for each. There are no reporting lines and nothing to wire: it is a coverage picture, not a navigable structure.
Where to find it
/{slug}/app/job-description/org-chart. A link also appears in the Job Descriptions list header.
The three mandate bands
Every job-family instance a workspace has adopted (see Job family mandates) renders as a colored box inside one of three bands:
| Band | Meaning |
|---|---|
| Regulatory | Families that set or enforce rules and regulations. |
| Executive | Families that execute or operate — the organisation's core work. |
| Internal | Families that serve the organisation itself (HR, Finance, IT, and similar). |
A job family adopted under two mandates — an Inspection family adopted as both Regulatory and Executive, for example — appears once in each band, as two distinct boxes with their own headcount, since each mandate is a separate instance with its own Job Descriptions.
What each box shows
Each box is one job-family instance, labelled with its name and a filled / desired counter (e.g. 4 / 6) — the total employees currently occupying active Positions under that instance's Job Descriptions, against the sum of those Job Descriptions' desired headcount. The counter is bold once the target is met. A band with no adopted families shows an empty-state message instead of an empty grid.
In View mode — the default for everyone — the grid is purely presentational: boxes are not clickable links, and nothing can be dragged or re-parented. To manage the Job Descriptions behind a box (rename, adjust headcount, change competencies, open hiring), use the Job Descriptions breadcrumb link in the header to jump to the Job Descriptions table, where every Job Description is grouped and editable by sub-sector and job family.
Edit mode
Admins who hold the job-families edit permission (org.jobfamilies.edit) see an Edit button in the header. Turning it on switches the grid into Edit mode, where every job-family box becomes draggable between the three mandate bands.
- Drag a box to a different band to change that instance's mandate — drop an Inspection box from Regulatory onto Internal, for example, and it re-buckets to Internal.
- Moves are staged, not saved. Nothing reaches the database while you drag. A sticky bar at the bottom of the page tracks how many changes are pending (
N unsaved changes) and offers two actions:- Save submits the whole batch of staged moves at once, as a single atomic operation — either every pending move applies, or none do.
- Dismiss discards the staged moves and returns to View mode. If you have unsaved changes, Dismiss asks you to confirm first, and navigating away or closing the tab with pending changes prompts the browser's own "leave site?" warning.
- A family can't exist twice under the same mandate. If you try to drop a box onto a band that already holds another instance of that same job family, the move is refused with an inline message — move or remove the existing instance first.
- You can't swap two instances of the same family in a single save. Moving instance A into instance B's mandate while B moves into A's has no safe order to apply — save is rejected; instead move one to a third mandate, save, then move the other into place.
- Edit mode only changes which band a family sits in. It does not touch the family's competencies, Job Descriptions, or headcount, and it is not where you rename a family or adjust its desired headcount — that detailed editing still happens on the job family's own page under Sidebar → Job family (see Job family mandates).
Where career path and succession live now
This page shows coverage only — it does not compute who could step into a role or who could grow toward one. Those are scored, per-person surfaces on the Grow tab, driven by grade seniority (JobDescription.gradeRank) and the org-structure vertical tree (the org unit hierarchy), not by any reporting line between Job Descriptions:
- Career paths — for a selected employee, the higher-grade roles reachable from their org unit and its ancestors.
- Succession planning — for a selected employee's role, the candidates who could step up, drawn from their org unit and its descendants.
Next
Succession planning — the per-person, scored view of who could step up into a role — is covered in Succession planning.