Organisation details

Organisation chart

Under this section of your business plan, attach your current organisation chart. An organisation chart is a visual way of representing your business structure. Generally the roles are represented in order of seniority with lines between them representing relationships, responsibilities or ranks of individuals in the organisation. If you're still recruiting staff, you may wish to include a proposed structure and label it appropriately. For example, you can add 'Vacant' to the positions that are currently vacant or you could label the whole chart as a 'Proposed Organisation Chart'.

Example of an organisation chart

Mr J Citizen (owner manager) is on the first rung of the organisation and has two managers that report directly to him, Mr Chris Brantley (Marketing Manager) and Mrs Cherie Laws (Office Manager). Below this second level rung of the organisation there are four additional staff including, Mr John Blue (Events Coordinator) and Ms Fran Reid (Salesperson) who both report to the Marketing Manager, and Mrs Eileen Lawry (receptionist) and Mr Jo Stevens (Operations) who both report to the Office Manager.

Management & ownership

Under the management and ownership section of your business plan you can include the following information:

  • Names of owners - List the names of all business owners.
  • Details of management & ownership - Detail who'll be running the business (owners or a Chief Executive Officer) and what involvement the owners will have. If it's a partnership, briefly outline for each partner: their percentage share, role in the business, the strengths of each partner and whether you have a partnership agreement/contract in place.
  • Experience - Detail what experience the business owner or owners have, why people should invest in you, and how many years you've owned or run a business. Also list any previous businesses owned/managed, any major achievements/awards and any other relevant experience. Don't forget to attach your resume or resumes to the back of your plan.

Key personnel

Under the key personnel section of your business plan you can include the following information.

Current staff

List your current staff. For each job enter the following:

  • Job Title - E.g. Marketing/Sales Manager
  • Name - E.g. Mr Chris Brantley
  • Expected staff turnover - E.g. 12-18 Months
  • Skills or strengths - E.g. Relevant qualifications in Sales/Marketing. At least 5 years experience in the industry. Award in marketing excellence.

You may also like to attach a copy of their resume to the back of your plan. Visit Employ people for information on recruitment and employer obligations.

Required staff

List your required staff. For each vacant position list the following: 

  • Job Title - E.g. Office Manager
  • Quantity - E.g. 1 position 
  • Expected staff turnover - E.g. 2-3 Years
  • Skills necessary - E.g. Relevant qualifications in Office Management. At least 2 years experience.
  • Date required - E.g. Month/Year

Visit Employ people for information on recruitment and employer obligations.

Recruitment options

Detail how you'll attract required staff. Whether it's advertising in the local paper, online advertising and/or training current staff members. Find out more about Recruitment.

Training programs

List any training programs you'll be organising in the event you cannot find the required skills. Detail whether these are in-house or external providers. Also include any training you'll undertake as the business owner/manager to keep your skills current. Learn more about training for your business.

Skill retention strategies

Detail what procedural documentation you'll provide to ensure the skills of your staff are maintained, how you'll implement an appropriate allocation of responsibilities, and how these responsibilities will be documented and communicated to staff. You can also detail any internal processes you'll implement to regularly check that the current skills of staff members are still appropriate for the business. Visit Training for more information.

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