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Organization Development Audit Checklist
Vision and mission
Are there vision and mission statements?
Does the mission reflect the organization's current requirements and desires and the environment in which it operates?
Is there consensus on what the vision and mission are?
Does the company's long-range plan support the vision and mission?

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Goals and objectives
Are the goals congruent with the mission?
Do they reflect the resources and operating specifics required to progress as a whole?
Do they exist for each operating unit?
Do people know what they are?
Do they follow them?

Values, Reward, and Policies
What are the leader's values?
Are those values known and shared?
What is the organization?s culture, and what specific behaviors does it support?
Are those behaviors really rewarded?
What are the rites and rituals?
Do conditions support what the organization says it values (such as commitment, innovation, compliance, teamwork, individualism, entrepreneurship)?
Do the company?s policies support its values, mission, and vision?

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Organizational and Job Structures
Are jobs clearly defined?
Are jobs given needed responsibility?
Are positions, responsibilities, and reporting effective and efficient?
Does structure aid communication, decision making, and accountability?
Are tasks grouped efficiently?
Is the span of control effective?
Is each unit of command appropriate?

Work processes, Procedures, and Practices
Could tasks or processes be automated?
Are processes well designed?
Are duties assigned in ways that are effective and efficient?
Do procedures exist, and are they followed consistently?
Are resources used wisely?
Do management practices support development, innovation, commitment?
Do people get feedback and information they need when they need it?
Does nonperformance have consequences?
Are those consequences carried out?

Documentation and standards
Are procedures and practices documented?
Are they accessible and usable?
Do they reflect desired practice?
Are there standards?
Does standardization support innovation, compliance, commitment?

Physical facilities and space
Is space adequate and well-used?
Does the space and lay out facilitate work flow?
Does the space and layout aid communication?
Do the technology and systems support the required work processes?
Are work conditions safe?
Do environmental conditions (temperature, light, noise ) support the required work processes?
Do environmental conditions support health?

Training and development
Are skills maintained?
Are skills developed?
Are skills and knowledge adequate for required and desired processes?
Are innovation and self empowerment supported?
What methods are used for development (coaching, cross training, and so on) and do those methods support the desired and require performance?

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Resource capacity and sufficiency
Do people have the emotional, physical, intellectual, and economic capacity to achieve the desired and required performance?
Are there support systems and processes in place to either offset, reduce, or remove deficiencies in capacity?
Are support systems sufficient for the desired and required performance?
Do values conflict with requirements of the job or the desired outcomes?

Source of Reference:
Judith Hale, The Performance Consultant's Fieldbook : Tool and Technique for Improving Organizations and People, Jossey Bass Publication. You can obtain this fine here