jjquantz
Full time employment: Posting here.
Hey all,
My story may not have quite the drama of Ellis Wyatt's departure, but some of you may find it amusing.
Overview - I currently spend my days running a teacher professional development program at a little (8 staff member) non-profit. Last fall, the President announced his resignation (effective today) and the Board endorsed his choice of our CEO as his replacement. The Board also directed that we undertake a 90 day strategic planning process which ended Monday with a presentation to the Board.
During the last 90 days it has become increasingly clear to the staff that the new President is NOT going to be up to the job. We were quite unhappy that the Board did not undertake a search for a replacement, but were willing to wait and see how things would play out.
The Board endorsed the new strategic plan on Monday and seems to be comfortable with some staff turnover due to what will be a major change in direction for the organization. All program activities will be halted and we will return to our roots as a research and advocacy organization. This is fine with me, even as I was leading the programs, I knew that they were a poor fit for the organization. Plus, I was planning my exit by the end of this year, anyway.
So far, boring, I know. What makes it interesting is that the organization currently has several grants that are expiring this fall which still have some work remaining to be done, including one with a VERY IMPORTANT FUNDER. These tasks depending critically on my cooperation and that of 3 other staff members who are currently searching for jobs, especially my program manager who possesses most of the information that is needed to fulfill the grant. The new boss spent considerable time reassuring the Board that we would fulfill all of our obligations under these grants.
Yesterday, as the program manager and I were discussing the progress of her job search, it came to my attention that she has received 1% pay increases over the past two years while the rest of the staff has received 3%. Naturally, she is rather PO'd about this, as am I. This young woman is the hardest worker in the organization, but she and the new president have not gotten along from the very beginning.
Anyway, the temptation is to walk out the door immediately after my program manager receives a job offer and leave the new boss without the expertise on staff to carry through on the organization's commitments. This goes against everything I've ever done, but she has done everything possible to push us out the door other than tell us to leave.
Sorry to take up so much time, but it feels good to dump this out there.
Not really asking for advice, but I am certainly willing to listen if anyone wants to make suggestions. Also, if there are willing listeners, I have much more that I could say on the topic.
My story may not have quite the drama of Ellis Wyatt's departure, but some of you may find it amusing.
Overview - I currently spend my days running a teacher professional development program at a little (8 staff member) non-profit. Last fall, the President announced his resignation (effective today) and the Board endorsed his choice of our CEO as his replacement. The Board also directed that we undertake a 90 day strategic planning process which ended Monday with a presentation to the Board.
During the last 90 days it has become increasingly clear to the staff that the new President is NOT going to be up to the job. We were quite unhappy that the Board did not undertake a search for a replacement, but were willing to wait and see how things would play out.
The Board endorsed the new strategic plan on Monday and seems to be comfortable with some staff turnover due to what will be a major change in direction for the organization. All program activities will be halted and we will return to our roots as a research and advocacy organization. This is fine with me, even as I was leading the programs, I knew that they were a poor fit for the organization. Plus, I was planning my exit by the end of this year, anyway.
So far, boring, I know. What makes it interesting is that the organization currently has several grants that are expiring this fall which still have some work remaining to be done, including one with a VERY IMPORTANT FUNDER. These tasks depending critically on my cooperation and that of 3 other staff members who are currently searching for jobs, especially my program manager who possesses most of the information that is needed to fulfill the grant. The new boss spent considerable time reassuring the Board that we would fulfill all of our obligations under these grants.
Yesterday, as the program manager and I were discussing the progress of her job search, it came to my attention that she has received 1% pay increases over the past two years while the rest of the staff has received 3%. Naturally, she is rather PO'd about this, as am I. This young woman is the hardest worker in the organization, but she and the new president have not gotten along from the very beginning.
Anyway, the temptation is to walk out the door immediately after my program manager receives a job offer and leave the new boss without the expertise on staff to carry through on the organization's commitments. This goes against everything I've ever done, but she has done everything possible to push us out the door other than tell us to leave.
Sorry to take up so much time, but it feels good to dump this out there.
Not really asking for advice, but I am certainly willing to listen if anyone wants to make suggestions. Also, if there are willing listeners, I have much more that I could say on the topic.