As our org board and org pattern we have not only an org board but a “philosophical system,” which gives us the levels of able and extra able beings and an analysis of one’s own life as well.

If you look at the levels written above the departments you find the spans of the Bridge which are followed to Release, Clear and OT. You can easily see which ones are missing in one’s own life and the lives of others. These are the upper end of the awareness scale.

When you look at the department names you can see what is missing in your own life.

You can also see where your post or your job breaks down, for every job has all these “department names.”

When you look at the division names you see what the Cycle of Production must be in this universe to be successful. By studying this you can see why other businesses fail. They lack one or another of these divisions.

Although the organization seems to have a great many departments, and would fit only a large group, it fits any org of any size.

The problem presented me in deriving this board was how to overcome continual org changes because of expansion and applying it to organizations of different sizes. This board goes from one person to thousands without change. Just fewer or more posts are occupied. That is the only change.

The staff ratio here is one administration person in the five nontechnical divisions to one technical person in the Technical and Qualifications Divisions (excepting only Staff Staff Auditors and field staff members who count as admin personnel). Staff is added in rotation amongst the nontechnical divisions every time a technical person is put in the Technical or Qualifications Divisions.

The board is entered from the left and proceeds to the right. It is actually a spiral with 7 higher than and adjacent to 1.

The organization corrects itself through the Qualifications Division, under the authority of the 7th Division.

Organizations go in phases. The phases agree with the Cycle of Production.

There are two tendencies man has that this board resolves.

Man’s systems are based on groups and masses of people.

Every person on this org board is “statisticized.” That means the job he does is a statistic that can be verified. He is not lost in a group.

The tendency of filling up every box indicated on an organization chart (which man usually does) is checked by the formula that there must be only one admin staff member for every tech as above. Thus Divisions 4 and 5 are heavy with personnel containing five times as many as all the other divisions.

In expanding, each department acquires seven sections, every section then acquires seven subsections, every subsection acquires seven units.

At this time of issue we find Scientology itself just at the end of its Dissemination Cycle (Division 2) and just entering upon the Organization Cycle (Division 3). There will be a full and long Organization Cycle. This will eventually be followed by a Qualifications Cycle in which we adjust civilization. After that will come a Distribution Cycle in which we use Scientology elsewhere in the universe and then will come the Source Cycle again, finding us all on a higher plane.

This pattern will probably be in use for a very long time.

This board is one of the very few things in Scientology which is not completely new. It is taken from an ancient organization and which I have refined through considerable experience by adding Scientology and our levels to it. It is based on an extremely successful pattern.

This org pattern is designed not to make money or Scientologists as one might think. Its whole purpose is to make the “Ability to Better Conditions,” which is the mission of Scientology.

Your main interest in this board is of course its levels.

There are over thirty-two levels to the left of the board, covering the average human states.

Our board shows how we move up onto the Bridge at Communications (Level 0), and then progress division by division to Level VII. One division equals one level left to right.

The abilities recovered in these levels are marked above the department names (Communication, Perception, Orientation, Understanding, etc.) and take us all the way to a new state at VII.

As he progresses along this line left to right, a level is given the person each time a division is passed.

At Level V we find we can move people from the lowest human states onto the Bridge before we ourselves exit at the top.

Thus we leave behind us a Bridge.

In 1950 when I said, “For God’s Sake Build a Better Bridge,” I had to do it on my own.

But here it is, not only a bridge but also an organization to carry the weight of the spanning, a very needful thing.

[Editor’s Note: See seven-division handwritten org board in the Appendix.]