Board Minutes January 2015: Difference between revisions
→Organizational Structure and Reporting Line for New Positions (10 min) - Nancy
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* Discussion: | * Discussion: | ||
**Rachel: Who decides who gets hired? Geoff: ED if current structure is in place. Jon: ED gathers applications, reviews appl, makes short list for board consideration, ED and board interview, ED made recommendations, board approve. | **Rachel: Who decides who gets hired? Geoff: ED if current structure is in place. Jon: ED gathers applications, reviews appl, makes short list for board consideration, ED and board interview, ED made recommendations, board approve. | ||
**Anna: I dislike the hierarchical structure. Value equal pay, equal power to staff who each have strong job responsibilities. EBC is | **Anna: I dislike the hierarchical structure. Value equal pay, equal power to staff who each have strong job responsibilities. EBC is not a large organization and 2-5 staff would not be difficult to self-organize then report to board. | ||
**Dan: Reporting structure vs organizational structure. More than 3-5 people, you need to roll info up. How we organize info for communication with an ED allows reports to go from many staff to one to the board. We are not looking for a hierarchical structure so much as an effective | **Dan: Reporting structure vs organizational structure. More than 3-5 people, you need to roll info up. How we organize info for communication with an ED allows reports to go from many staff to one to the board. We are not looking for a hierarchical structure so much as an effective reporting. | ||
**Nancy: historical HR issues is reason for recommendation of coaching/mentoring plan. How do we support Chris to gain the skills required to manage staff | **Nancy: historical HR issues is reason for recommendation of coaching/mentoring plan. How do we support Chris to gain the skills required to manage staff? Mentoring will tell us whether or not Chris is comfortable/capable of that role. HR will be an actively managed piece. Cant have flat structure without an admin committee and current HR committee was not interested in the admin committee side of things. | ||
**Geoff: This can evolve; if we try it, it doesn't work, we can make changes. | **Geoff: This can evolve; if we try it, it doesn't work, we can make changes. | ||
**Nancy: Wrote the job descriptions based on perceived roles rather than current employees. | **Nancy: Wrote the job descriptions based on perceived roles rather than current employees. | ||
**Coreen: Hierarchical structure is simpler, easier, familiar. But if we go toward flatter structure and figure out roles, reporting, responsibilities, it may be opportunity. | **Coreen: Hierarchical structure is simpler, easier, familiar. But if we go toward flatter structure and figure out roles, reporting, responsibilities, it may be opportunity. Staff can develop skills. Concerned that if board support is needed and we know that board members are volunteers (and busy) whereas staff are part or full time to manage ourselves and react/change as needed. | ||
**Nancy: I am committed to support Chris in the time to learn/mentor this role. Staff will need to hold board/committee accountable to this new structure. | **Nancy: I am committed to support Chris in the time to learn/mentor this role. Staff will need to hold board/committee accountable to this new structure. | ||
**Jon: Echo Nancy's comments. I am available. WRT hierarchical structure, when you have new people and new roles, likelihood of succeeding of productivity is more successful in hierarchy. Once they are comfortable in roles, that's when flat structure may be more useful. | **Jon: Echo Nancy's comments. I am available. WRT hierarchical structure, when you have new people and new roles, likelihood of succeeding of productivity is more successful in hierarchy. Once they are comfortable in roles, that's when flat structure may be more useful. | ||