Organization Development Audit

Organizational Development Audit is a complimentary AVN Consulting Self-Assessment Tool for

Organizations, to develop their Structure and Processes.

Contact AVN Consulting on +234-8052064317, +234-8023277559, info@aesculapiusvn.com,

aesculapiusvn@gmail.com

INDICATOR 1 2 3 4 5

Vision and Mission

1 There are vision and mission statements in our Organization
2 The mission reflect the organization's current requirements and
desires and the environment in which we operate
3 There is consensus on what the vision and mission are
4 Our Strategic Plans support the vision and mission
5 Our mission of describes exactly how we will achieve our vision
and what our values are.
6 Our staff and governance members know our vision and mission
and are deeply committed to our organization’s purpose.
7 We use our organization’s vision and mission as reference point in
planning new activities.
8 Our messages reflect our vision and mission when communicating
with external stakeholders
9 We assess and measure whether we are achieving our mission.
10 We review our vision and mission annually to ensure Relevance
regarding significant changes in our working environment (e.g.
political changes, work of other organizations).
Goals and Objectives
11 Our Goals and Objectives agree with our mission
12 We have identified resources and operating specifics needed to
achieve our Goals and Objectives
13 We have Goals for each operating unit
14 Our Staff work towards achieving our Goals and Objectives
Governance
15 Our leaders inspire our staff with a clear vision for the
organization
16 Our organization has legal status in the country where it operates.
17 Our organization meets its legal obligations (e.g. filing annual
reports to governments or funders, financial audits if required,
respect relevant employment laws).
18 Our organization has a functioning Board of Directors that
provides effective oversight and strategic direction.
19 Our organization has a policy that governs its Board of Directors,
which covers issues such as board composition, required skills,
recruitment process, length of term, diversity, etc.
20 Our Board members receive an orientation to our organization and
their role.
21 We have positive, productive working relations between our staff
and Board, respecting of the distinction between the two roles.
23 Our policies support the values, mission, and vision of our
Organization
Organizational and Job Structures
24 Our jobs clearly defined with needed responsibilities
25 Our Organizational structure aid communication, decision
making, and accountability
26 Our tasks are grouped efficiently with effective control
Information Flow and Decision Making
27 Decision-making processes and authority are clear to all involved
and work well.
28 We have effective communication in our organization so that
everybody has access to the information needed for their work
(e.g. staff meetings, email protocols).
29 We have effective information systems, so people have what they
need, but are not overwhelmed (e.g. shared files, databases, and
intranet).
30 We have identified public spokespeople for our organization, and
everyone understands and respects these roles.
31 We have processes and systems in place to ensure that we have the
right information required for making decisions.
32 We are able to make important decisions in a timely manner in
order to capitalize on opportunities and minimize risks.
Documentation and Standards
33 Our procedures and standards are documented
34 Our Standards and Procedures are accessible, usable and reflect
desired practice
35 Our operational standards support compliance and commitment
Physical Facilities and Space
36 We have adequate and well laid out space that facilitates
Workflow and Communication
37 We have adequate technology systems that support our work
processes
38 We have safe work and environmental conditions (temperature,
air, light, noise) that support our work processes
Training and Development
39 We have adequate skills and knowledge for our work processes.
40 Our Skills and Knowledge are maintained and developed
41 Management supports innovation and self-empowerment
42 We use different methods for development including coaching,
training and cross training that supports desired and required
performance
Management of People
43 Our organization has human resource management policies that
are documented and have been approved by the organization’s
governance body.
44 Our human resource management policies comply with legislation
in the jurisdiction that the organization operates in.
45 Our human resource management policies are reviewed on a
 regular basis and revised as necessary.
46 Our organization has a formal process in place to review staffing
needs on an annual basis, which results in a plan to address those
needs.
47 Recruitment and selection is through an objective, consistent and
documented process.
48 All new employees with our organization sign a letter of
agreement that outlines the working relationship between the
individual and the organization including salary, benefits and
working hours.
49 All Employees have clear job descriptions and receive a thorough
orientation to our organization and their role in it.
50 We review the performance and workload of all staff and provide
regular feedback.
51 We deal effectively with conflicts within our organization when
they arise.
52 Employees have the skills and support they need to be effective in
their roles.
Stakeholder Engagement & Retention
53 We have good working relations with external stakeholders like
clients, suppliers and customers
54 We regularly and transparently communicate with our
Stakeholders
55 We often consult with our Stakeholders for feedback on how well
we are delivering on our Products and Services
56 Each year, our organization sustains and deepens our relationships
with Stakeholders.
Technology and Infrastructure
57 We have tools, equipment and processes that are suitable and
adequate to produce high quality performance.
58 Our physical work space (off-site or on-site) can accommodate the
work that needs to be done and the people that need to do it.
59 The physical layout of the workspace allows for the best
coordination and accomplishment of tasks.
60 We have Information Systems to collect, track and report on
information that is important to the work of the organization.
61 The workspace is accessible and conducive to people with
disabilities.
62 We have adequate supplies available for the work that needs to be
done.
63 We have adequate infrastructure (internet access, phones,
photocopier, and work stations) to support necessary work
Financial Oversight and Management
64 We have documented financial policies and procedures like
budgeting, expense authorisation, purchasing and cheque signing.
65 We have an annual budget that we monitor regularly and report
on to our Board of Directors.
66 We have financial systems for monitoring performance against
budget and making adjustments, planning and monitoring cash
flow and allocating expenditures.
67 Our financial management systems are overseen by a qualified
accountant or other relevant professional.
68 Our financial management systems include internal controls to
ensure that more than one person is involved in financial
oversight.
69 Our organization's accounts are examined periodically by an
accredited external accounting body and no significant issues have
been raised for three years.
70 We have Strategies and Plans on generating Revenue and
everyone is clear on their role in executing it.
71 We spend money on activities that are most important to fulfil our
vision and mission
Organizational Renewal
72 Our organization has considered how it would handle a change in
leadership, and we know what we would do if our leader left the
organization.
73 We encourage professional development among our staff.
74 We recognize the contributions of all staff with appropriate
appreciation.
75 Our organization has established clear policies and practices that
support employee work/life balance so that people can be effective
and motivated in their positions for a long time.
76 We regularly reflect on how well we are working together and
make adjustments as needed to work flow or work loads of
individuals.

Key:

Organizational Diagnosis: 1 Strongly Disagree

2 Disagree
Item (76) 3 Neutral
4 Agree
Topic Area (13) 5 Strongly Agree

Analysis and diagnosis can be done on the 2 levels: 76 Items and 13 Topic Areas

Employee Average of Topic Area Scores is calculated in relation to the neutral score of 3.

Scores below 3 indicate a problem with organizational functioning. The closer the score is to 1 the more
severe the problem would be. Scores above 3 indicate the lack of a problem, with a score of 5 indicating
optimum functioning.

Diagnosis can be more exact by calculating the average for each of the 76 Items. This more precise
diagnosis is likely to lead to a more appropriate intervention in the organization than the Topic Area
diagnostic approach

Dr Olufemi Aina

AVN Consulting