[foundation-board] OK next steps

[Jay Conte]

Hi Jane,

I will be acting as an advisor here but will not be the main contact for the firm.  However I will need to give approval of the firm ultimately selected in order to release funds to pay them.

jay





On Sep 17, 2014, at 1:30 AM, Jane Silber <jane.silber at canonical.com> wrote:

> 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
>> <Mail Attachment.png>
>>  
>>  <Mail Attachment.png>
>>  
>> <Mail Attachment.png>
>>  
>> 
>> 020 7367 4155
>> k.christiansen at party.coop
>> www.party.coop
>> 
>>  
>> 
>> 
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> 
> 
> -- 
> Jane Silber | CEO | Canonical
> Dir: +44 (0)20 7630 2472 | Mob: +44 (0)7899 891 943
> www.canonical.com | www.ubuntu.com 

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