I just can't tell
Jan. 2nd, 2007 06:55 pm![[personal profile]](https://www.dreamwidth.org/img/silk/identity/user.png){kind=small}
jmc_bksI've mentioned before that I serve on the board of an arts-in-education non-profit. I've been corresponding secretary, veep, prez, and treasurer. It's no secret that the organization was on a downhill slide a few years ago, with a executvie director who was too tired and not really prepared to make the changes that are needed in the changing field of arts-integrated education, and a board used to letting the long-term ED run things, trusting her judgment. The old ED retired not so amicably and we hired a new ED who is energetic and enthusiastic and amazing. Part of her job has been to rebrand the organization and improve our status in the arts communtiy, to re-establish old relationships that had fallen by the wayside, and to basically reorganize the NP. The board participated, of course, working on a new strategic plan, building the board, raising money, re-establishing committees, etc.
Today I participated in a meeting with an employee and the director. Three of the four long-term staff (as opposed to interns, which we rely on but which change annually) remained after the change over, and have appreciated the professional development. But one of them is just not up to his job; he never has been, which has been a sore point with the board. He's the Director of Development and PR, but is not good at the development; on the other hand, he's excellent at administrivia and he loves the organization and tries hard. So, after a lot of effort to improve his production in that position, it came down to either shifting him (with a shift in salary) to administration or letting him go. He has the option of taking the administrative job permanently, taking it temporarily while looking for another job (with a reference), or resigning and taking a severance package. We sat down with him today, but the ED had spoken to him about the problem earlier. His response was very subdued -- especially since he can flip out over little things. He is (and I say this with the utmost affection) a queen of monumental proportions. So now I'm wondering: was this not a surprise because he was prepared? or was he just putting up a good front and will be a basket case tomorrow? Will he even come to work tomorrow?
Today I participated in a meeting with an employee and the director. Three of the four long-term staff (as opposed to interns, which we rely on but which change annually) remained after the change over, and have appreciated the professional development. But one of them is just not up to his job; he never has been, which has been a sore point with the board. He's the Director of Development and PR, but is not good at the development; on the other hand, he's excellent at administrivia and he loves the organization and tries hard. So, after a lot of effort to improve his production in that position, it came down to either shifting him (with a shift in salary) to administration or letting him go. He has the option of taking the administrative job permanently, taking it temporarily while looking for another job (with a reference), or resigning and taking a severance package. We sat down with him today, but the ED had spoken to him about the problem earlier. His response was very subdued -- especially since he can flip out over little things. He is (and I say this with the utmost affection) a queen of monumental proportions. So now I'm wondering: was this not a surprise because he was prepared? or was he just putting up a good front and will be a basket case tomorrow? Will he even come to work tomorrow?
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Date: 2007-01-03 01:14 am (UTC)I read the other day about a corporation laying off employees via email notices. Now, that's cold.
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Date: 2007-01-03 10:28 pm (UTC)He came back today and said he wanted to think about the options we presented a little bit more, so I'm hoping that this will all work out.