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Use when auditing or designing manager spans and organizational layers — covers diagnostics, healthy ranges, and reorg patterns.
Codex 또는 Claude로 설치 이 Prompt를 복사해 Codex, Claude 또는 다른 어시스턴트에 붙여 넣으면 Skill 페이지를 검토하고 설치를 진행할 수 있습니다.
SOC 직업 분류 기준
Use when designing or applying progressive discipline — covers the escalating sequence, documentation, gross misconduct exceptions, and consistency.
Use when conducting or scoping workplace investigations — covers intake, scope, interview protocols, evidence, findings, and outcomes.
Use when auditing or designing the candidate's journey — covers communication, time, transparency, and the link between candidate experience and employer brand.
Use when designing career frameworks, level rubrics, IC and management track parity, and promotion processes.
Use when planning organizational change — covers communication architecture, sequencing, manager enablement, and predictable failure modes.
Use when training managers in coaching skills — covers GROW, listening, asking vs. telling, and growth mindset framing.
| name | spans-and-layers |
| description | Use when auditing or designing manager spans and organizational layers — covers diagnostics, healthy ranges, and reorg patterns. |
Spans (number of direct reports) and layers (depth from CEO to most-junior employee) are two of the most measurable structural variables. They surface bottlenecks, decision speed problems, and over- or under-management that other diagnostics miss.
| Manager type | Healthy span |
|---|---|
| First-line manager of ICs | 6–12 |
| Manager of managers | 5–9 |
| Senior leaders / Directors | 5–8 |
| VPs | 5–8 |
| CEO | 7–10 |
| Founder | Audit if > 9 |
Wider spans demand:
Narrower spans mean:
| Headcount | Layers |
|---|---|
| < 100 | 3–5 |
| 100–500 | 4–6 |
| 500–2000 | 5–7 |
| 2000+ | 7–9 |
More layers correlate with:
Senior leader inserts a director / VP between themselves and existing managers — often because they don't trust the existing managers.
Costs:
Better: address the trust issue (replace, coach, or restructure) rather than papering over with structure.
Two common questions:
These usually match but not always. Document both.
Every quarter:
When span/layer audit reveals problems:
Reduce a span by:
Remove a layer by:
Add a layer when:
org-design-principles skillorg-designer agentworkforce-planning skillchange-management skill