Old Hiring Strategy
Trying to address priorities as outlined in the General Priorities document, and assuming that we need to expand staff, we're putting together a general plan that should cover the next year. The basic gist of it is to hire enough income generating positions up front that we will be able to fund more mission related (and non income generating) positions later on.
Another central idea to this is that we are considering adding several internships to the mix of staff. (These are short term positions that would be re-hired for every six months under our current practice.)
Below are several items, grouped logically, and in the rough order that we expect things might happen. Where we know the dates, they are indicated. There may be factors that affect the order in which we hire for positions. For example additional staff members may leave, or some positions could be funded by grants with specific time lines.
This is a work in progress. As we decide to implement items, we should incorporate them into the Hiring and Job Calendar.
As of Mar 30, 2007
This shows actual or approximate payroll hours for current staff (collective members, interns (i), and subsitutes (s) ). The exact number of hours each week will vary with interns and substitutes working more or less than average.
Hrs Staff Member === ============ 35 Alison 22 Cliff (o) 2 Clout (s) 35 Dave 24 Elise (i) 35 Elizabeth 20 Forrest (o) 35 Jeff 12 Kathie 35 Liane 35 Luiz 31 Martin 25 Matteo (o) 10 Matthew (s) 35 Michael 35 Richard 28 Rick 32 Shawn 22 Selam (i) 28 Sergio (x)
- Total of approximately 536 hours per week on schedule.
Below, people leaving are shown with negative numbers indicating the number of hours. New hires are shown as positive numbers.
Changes in process
These changes have already been committed to. (Changes expected in early April, 2007)
24 Recycling Job Experience Intern
- Net increase of 24 hours
Production Coordinator
This allows Martin to focus on System Administration by hiring a production coordinator. Matteo's substitute hours would drop as we bring in a production coordinator.
-25 Matteo 0 Martin to Sysadmin ( - production/build hrs + sysadmin = 0 ) 35 Production Coord
- Net increase of 10 hours
Prebuild Intern
This could be hired through an outside agency or by Free Geek
24 Prebuild Intern
- Net increase of 24 hours
Thrift Store Intern
Rick has announced his retirement, starting in July 2007. We suggest replacing him with an intern to work alongside a Sales Coordinator.
24 Thrift Store Intern -28 Rick
- Net drop of 4 hours.
Education Coordinator
This job is heavily mission related, and is not planned to be directly income generating. It needs to happen when revenue streams have been increased enough to support it.
35 Education Coordinator
- Net increase of 35 hours
System Administrator
Martin has announced a year long leave of absence for 2008. This would require us to hire a replacement position.
35 New sysadmin -31 Martin
- Net increase of 4 hours
Outreach Coordinator
An Outreach Coordinator would deal with:
- Net increase of 35 hours
Facilities Coordination
Maybe we could add a few hours to the schedule and get a current collective member to oversee facilities maintenance. Also put a contractor on retainer to deal with:
- planned small repairs and maintenance (i.e. fix locks, repair holes in walls, etc.)
- respond to emergency situations (i.e. flooding toilets, broken windows)
- help staff select contractors for larger jobs
- Net increase of 5 hours
Action Committee: Does this sound like a good idea?