Setting up your organizational structure

Your organizational structure anchors every assessment, report, and development plan. Three entities compose it: departments, career levels, and job roles. All three live under the Organization section.

The three entities

• Departments — hierarchical (parent → child). Example: Engineering → Backend → Platform team.
• Career levels — seniority ranks. Example: Junior (1), Mid (2), Senior (3), Lead (4).
• Job roles — a role in a department at a given level. Example: Senior engineer in the Platform team.

Setup sequence

1. Create departments (Organization → Departments tab). Add the top level first, then nested departments.
2. Create career levels (Organization → Career levels tab). Each level has a name and a seniority rank (1, 2, 3…) that determines order.
3. Create job roles (Organization → Job roles tab). Each role needs a name, a department, and optionally a career level.
4. Link a role profile to each role (inline “Add profile”) so competencies flow through to assessments.
5. Optional: configure career paths (inline “Career paths”) to enable promotion-readiness analysis.

Creating departments

Click “New department”, set the name, and pick a parent department if it is nested. You can assign a country code for localized branding on reports.

Creating career levels

Add a level name and a seniority rank. Rank determines the order in reports and in career path logic: a role at rank 3 can progress to a role at rank 4, but not the other way around.

Creating job roles

Each row is a role. Edit inline: role name, department, career level, linked profile, career paths. The table is the main workspace for your org structure.

Bulk import

Use the CSV import on the Organization page if you already have a structure in a spreadsheet. Required columns: department_name, parent_department, sub_department, job_role_title, job_family_level, job_family_rank, career_path_next_role. Import rules: adds what is missing, never deletes, never overrides existing entries.

Tips

• Start with a flat structure: 2 to 3 levels of departments, 4 to 5 career levels. Complexity can grow later.
• Use consistent role names across departments. “Senior engineer” and “Sr. Engineer” become two separate roles if spelled differently.
• Career levels should reflect how you actually promote, not a theoretical HR ladder. Simpler is better.