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The bank I used to work for had an EPMO (later re-branded) which worked in partnership with multiple PMOs across its lines of business. The organization itself had around 150,000 staff and the EPMO had over a hundred staff at one point. The head of the EPMO reported to one of the bank group heads (the group heads reported to the CEO).
I participated in crating PMOs (all level of PMOs) in different domains and companies size. Your questions will depends on the strategy and functions/processes you define inside the PMO which will be the services the PMO offers. Including it the architecture you are implementing. For example, in some cases, I have to create an EPMO and PMOs for each layer of the enterprise architecture.
there are probably more parameters for estimating the PMO size, beyond #of employees, industry and reporting line.
A PMO with less than 3 does not make much sense, beyond 10 it gets complex, though it exists.
I served one organization in the insurance industry, IT division with 600 staff - we started with 3 and after 5 years had 8 FTEs. We also had apprentices, students for some months.
Or in manufacturing, 12K employees, 120 IT division staff and a PMO of 4 FTEs plus apprentices.
I agree with Sergio, that the functions inside PMO have to play a role. The more functions the more bureaucracy / operations / processes you have to maintain or become first a bottleneck and then obsolete.
And often instead of staffing large PMOs, a loosely connected hierarchy of PMOs is established, as was or is the case with IBM and HP.
Sometimes acting PMs are part of the PMO, but I do not think this is a good idea.
Maybe the size of the EPMO depends also of the PMO type.
A PMO supportive, controlling or directive have different tasks and responsibilities that involve the use of less or more personal.
You should perform a Project Management Maturity test on your organization, and based on the result, define what type of PMO best suits your needs.
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