Organization maintains units, positions and reporting relationships so that work and people can be understood in their organisational context.
The organisation's structure — who sits where, reporting to whom, holding which position — is data here, not a slide. This manual covers the three records that hold it: units, positions, and the lines between them.
What you record
The org unit
| Field group | What it holds |
|---|---|
| Identity | Code, name, short name, description |
| Structure | Parent unit, level in the tree, the unit type, the status, effective dates (from / to) |
| Leadership | The head position of the unit |
| Location | City, state, postal code, country, the location entry, postal and electronic address caches with a main address |
| Finance | Cost center code |
| Classification | Categories and tags; the metadata your operation defines |
Units form a tree: parent and child, level and depth, with the head position naming who leads each unit. The tree is navigable — from the company down to the team — and the platform's readings use it to roll behaviour up and down the structure.
The position
| Field group | What it holds |
|---|---|
| Identity | Code, title, description |
| Placement | The org unit it belongs to, the position type, the job grade |
| Reporting | Reports-to (the parent position) |
| Capacity | Headcount |
| Lifecycle | Effective dates, active status |
Positions are the seats: what a person occupies, and what occupying it means — the authority and expectations attached to the seat rather than to whoever holds it this quarter.
The reporting lines and the movement
The lines between units and positions are governed records: hierarchy types, effective periods, metadata. And moving a person through the structure is a workflow — the assignment transfer carries approvals where your operation requires them, preserves the history, and both sides of the move know what changed and when.
What you can do
- List, search, filter — units by type, level, status, parent; positions by unit, grade, headcount; bulk actions
- Create, update, view — the same screen patterns as every module; the validation and permissions configured for the operation
- Navigate the tree — drill from the top down or roll up from a team; the structure is browsable, not just listable
- Assign people — through the position assignment and the transfer workflow, with approvals and preserved history
- Relate — the wiring below
What it connects to
| Target | Examples of the connection |
|---|---|
| Employees | The people assigned to each unit; the manager; the head-of-unit |
| Positions | The seats the unit defines; the reporting lines between them |
| Other units | Hierarchy edges (parent/child) and cross-links between units |
| Venues & locations | The floors, buildings, and sites the unit occupies |
| Calendar events | The unit's meetings and milestones |
| Works & projects | The work the unit owns |
Each connection carries a typed nature, a main-connection flag, ordering, and a description — governed records, not free-text notes.
Where it feeds
The held structure is what the readings read through: collaboration patterns resolve against real units; reporting-line questions answer from the lines you recorded; the position a person holds shapes what the engine's readings mean about their work. When your organisation's structure changes, the readings follow the change — because they read the records, not a chart from last year.
The pattern note: same four-part structure as every manual — record, do, connect, feed. The organisation manual is where the tree pattern shows: some modules hold lists; this one also holds a navigable hierarchy, and the platform treats the hierarchy as first-class data.
Implementers load your organisation's actual structure at adoption — units, positions, lines as they truly run, not as the old chart wished they were; consultants help reconcile the official structure with the operating one so the platform starts from reality.
No record is an island
The structure is the most connected record of all: every unit relates to its people, positions, parent, sites, and works. Held as records, the organisation's shape is something the readings can traverse — the instrument shows the structure; the operator decides how it grows.
Review the record and its context before deciding what to do next.
Employees → · Calendar → · All manuals → · The Organization platform page →
Check your work
For a transfer, confirm the old and new unit or position, effective date, required approvals and the affected assignments. Check permission assignments separately from the reporting chart. A position or reporting line does not automatically supply every access right associated with it.
Available screens and actions depend on your deployment and permissions. Use this manual alongside the configured workflow and the capability demonstration for your installation.