[foundation-board] OK next steps

Wed Sep 17 08:30:17 UTC 2014

Thanks for the notes.  One thing I can't tell notes - who specifically
is responsible to get a search firm on board and to be the primary point
of contact for that firm?  Jay  - is that your role or are you acting in
an advisory capacity only?

One suggestion on my end - http://www.moppenheim.com/ . I think it would
be useful to have a firm that has experience in nonprofit search.  These
folks may not be the right ones as I suspect they are US-focused, but
they are well regarded and recently led searches for the new ED of both
Wikimedia and Creative Commons.

thanks,
Jane

On 16/09/14 23:28, Karin Christiansen wrote:
>
> Dear all –
>
>  
>
> Firstly can I introduce Penny and Jay. 
>
> ·         Penny has just joined the ON Human Capital team and started
> really working with Rufus on Laura on Friday.
>
> ·         Jay, also from ON, is kindly going to help us with the
> search, and make sure we get value out of the search company.  _Jay,
> there are some notes in the below on the decisions we made, and some
> questions for you also._
>
>  
>
> Round up of the various conversations for the last few days with Penny
> and Jay, and from the call this evening with Helen and Tom. I have
> underlined the actionable stuff to help navigate.
>
> Rufus is leading on the comms work around the launch of this, and
> Laura on the project planning for this.
>
>  
>
> The “project” with ON has the following components.
>
> 1.       Leadership search – see below
>
> 2.       Planning for next year (plus any strategy refinements that
> requires)
>
> 3.       Organisation change – outstanding HR issue, ops, structure
> etc work NB with an emphasis on form following function. 
>
> 4.       Capacity building – coaching and management team building,
> training, all based on the values and culture with the team (which
> could go in either section and is the foundation of everything else)
>
>  
>
> Re.*leadership search, *from my conversation with Jay, but added to
> based on the board conversation this evening.  This search likely to
> need to get to a lot of “passive” candidates so we are going to need
> to get people reaching out and talking to people who currently in
> great jobs and need to have this sold to them as an exciting
> opportunity.  Which fortunately it is!  Jay’s, estimate from his
> extensive experience is 4-6 months for the candidate to be in post.
> But we need to get moving quick as the holiday season is a dead time
> for such things.
>
>  
>
> 1.       Selection committee selection –that is Helen, Jane, me and
> Tom_.  We discussed this evening it, would be possible to get a
> representative involved from the community?  Helen is going to follow
> up on the board conversation on this point._ The main time commitment
> here will be contact with prospective candidates.
>
>  
>
> 2.       Location of the post – this has a major bearing on the search
> company.  From the call and talking with others, it is clear we are
> looking around the world, but the person is likely to need to spend a
> majority of their time in the UK where the largest concentration of
> team members are.  So they are likely to need to be UK based, but if
> they lived in Europe and were up for commuting to the UK a lot that
> might be considered.   This isn’t saying anything about the future,
> but right now, the sense is the team needs an easy geographical locus. 
>
>  
>
> 3.       Search firm recruitment – _anyone with experience of UK
> search firms, or great individuals, please send them Jay’s way.  Jay
> is that okay? _ NB we need to get this going next week, so names asap.
>
>  
>
> 4.       Nailing the job spec – this is part of the search firms role,
> but the clearer we are on this the better.  _Jay, do you have
> suggested next steps?  Is there way we can also include the community
> in this part in a way that is genuine but doesn’t slow things down. 
> Helen is again to pick this up._
>
>  
>
> 5.       Collecting candidates – making sure great people are reached
> out to, the network and staff will be key to this. 
>
>  
>
> 6.       Shortlisted interviewees by the selection committee
>
>  
>
> 7.       Full Board interview of final 2 or so candidates – if we
> haven’t manage to find a community member to join the search committee
> perhaps they can join here.
>
>  
>
> Please do add what I have missed!
>
>  
>
> Karin
>
>  
>
> *Karin Christiansen*
>
> General Secretary
>
> rainbow
>
>  
>
>  logo-horiz-wmf-purple <http://party.coop/>
>
>  
>
> logo-conf-wmf-white-hires <http://party.coop/conference2014>
>
>  
>
> 020 7367 4155
> k.christiansen at party.coop <mailto:k.christiansen at party.coop>
> www.party.coop <http://www.party.coop/>
>
>  
>
>
>
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-- 
Jane Silber | CEO | Canonical
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