I like the people, but I hate their work

Why don't you draft a "lessons learned" document that you share with your supervisor. Don't mention any names, but do some sort of forensic report that outlines decision paths, and perhaps identifies an actual $ cost of the various decisions; compare those decisions and their actual costs with your solution, and cost out your solutions. Ideally your proposed solutions would save a lot of time and money. But don't mention any names.

SMPA: oh boy, that's why it's complicated. (And how can I explain this without being so specific it broadcasts to the world who I am?) Our workgroup within the company has an overall supervisor, but then the group is broken into two divisions, with a manager position of each division. So essentially, I have two supervisors within my group: my division supervisor and the group manager. One of the disorganized people, is my division supervisor; the other division doesn't have a manager assigned, but the other specific person I'm referring to is close to manager position in that group. I am considering talking to the overall group supervisor about these problems because that person has been trying to get a handle on procedural problems within the group. By all means- these aren't the only two people within the group that I have determined have problems with their organizational skills/work output, but they are the ones responsible for this most recent project. Do they know how I use my time: yes, they are the ones directly instructing me to do this work. Yes, I have some email trails; and I've personally documented other things. Does the top group supervisor know about how I'm using my time and the problems I'm correcting? No. This is not a unionized/civil service company; I work in an at-will state. KokuRyu: I considered that, but it's a small enough group, that the people responsible for the screw-ups will be evident. And I think if reported, the first question from the supervisor will be "who's the project manager", so I think it's unavoidable to generalize this. Namlit: you describe basically what I'm doing now- keeping a log of the problems and what I've had to do to correct them. I figured it's good to document and maybe I shouldn't take it any further than that...

I share SMPA's questions here. Personally, I hate the idea of reporting co-workers if I haven't discussed the problem with them directly first. Would it be possible for you to organize a meeting with your workgroup (sans supervisors/bosses) and let them know that you're feeling overworked and underhelped? If you have other job responsiblities besides this cleanup effort, tell them that. You could address the organizational problems of the project and present your ideas on how to fix things, but in an informal way that wouldn't strain your workplace relationships. (Which, to be honest, reporting them CAN and WILL do, as they always figure out who tattled, and then it's uncomfortable for everyone.) So maybe a "Hey guys, it seems like I've been doing the lion's share of the work with this project. I'm happy to help fix things but I'm just a graphic designer here and I wonder if we could collaborate a bit more on this. I've come up with some ideas that I think would be really helpful for all of us. I know we're all stressed out about this thing." Then, a couple of weeks later, if there's no change - talk to your manager. And when you talk to your manager, you can tell him/her that you took the iniative to meet with the group and ask for their help with the project. You'll look like someone who's really trying to bring the group together and get this thing done, not just a complainer who refuses to do things outside their job description. (I'm not saying that's what you are, but a manager might view things differently.) If you sense your manager isn't taking you seriously enough, you can remind him/her that you are a graphic designer, and you have other responsibilities that require your attention, and that you have asked for help that you are not getting. I don't know what your manager is like but sometimes, overworked themselves, they overlook these kinds of complaints, or handle them totally poorly, and that's very possible here. Good luck.

It sounds like you need to find a new place to work... wait a minute, why does it have to be you? If you want to avoid pissing off your coworkers with some sort of lessons learned document, why not bring them into the process first? Show them your document, ask for input, and then send it to your supervisor.

Who do you actually report to? Do they know how you use your time? Do you have a written job description? Are you unionized or in civil service? Is your company blessed with an adequate HR department? Do you have a good working relationship with the person in charge? Has anyone sent you an email or other written instructions to fix this stuff? In what sense are these people "above" you? I would be cautious if you don't have a lot of "yes" answers. The structure of your team and larger environment matters a lot here.

I understand your pain but if you do something like this it is highly likely it will make things worse for you one way or another. I have never been able to do this or seen anyone else do this without causing a world of hurt. Sorry

No. I'm a graphic designer for gossakes, being a project manager would give me an ulcer That says it. Nothing else really matters. [That said, being confronted with incompetence gives ulcers too. You'll need to find a balance here; or some aggro-workout-routine, or mindfulness, or develop a habit of perfectionist-ly keeping a special diary for all the bloopers around you, or whatnot.)

and I would say I get along with these coworkers (I would feel terrible if they were fired- I do not want that to happen), I just wish someone else that is capable was doing the work

You need to reanalyze how you approach work. If it's not your job to manage these people, then don't redo their work. Get over your perfectionist streak because it's probably making you a difficult employee. When you work as part of a team, you have to figure out how to be a part of the team. Your perfectionism and the way you think of it as a virtue or a plus is probably why other people aren't taking on the responsibility they need to and you simply have to check out a little or find a different work environment. You need to just learn how to stick to doing your job, even if it means you turn out a poor end result. In the end, if you want to keep your job, the most important thing is getting along with others and being able to motivate them to do their work well.