I believe I am a suitable candidate for the position having gained over twenty years of significant and progressive experience turning previously loss-making retail companies into profitable concerns. Over the course of my career, my reputation as a trouble-shooter has grown and I regard challenges as opportunities for creative problem solving.
Our current Executive Director is coming up for review, and we are struggling with how to ask her to leave. How do we handle this touchy situation?
Do we just ask her to leave? Dealing with non-performance is challenging. Have you spoken with the ED to get her input on the situation?
The failures you see may be on account of a number of factors. Do not yield too quickly to the temptation to take matters into your own hands.
You want to analyze the situation with care so that you can capture as many contributing factors as possible. That way, you can more effectively remedy the situation. Therefore, you have some investigating to do.
But, go forth keeping your inquiries as discreet and confidential as possible. Maintain professionalism in every aspect of your investigation. Also, convene the Board specifically to discuss the alleged non-performance and to decide a course of action that comes sanctioned by the full Board.
Once you determine she is the main culprit behind the problems, act with caution. As much as you may want to tell her to walk and walk immediately, you must take care to meet legal and community standards in the way you handle the situation.
Subsequent employers are going to be much kinder to someone who resigned rather than was fired. You want to give her a message that her current performance is lacking. You do not, however, want to sabotage her whole career. If your organization does not have an attorney, get recommendations, and hire a reliable employment or labor law specialty firm to guide you through every aspect of her separation from the organization.
Among the issues you want to review are the following: Who should deliver the message and when? If so, how long and at what contribution rate? Let this experience serve as a positive guide in your negotiations to find a new ED at the appropriate time.
Use the information you gather in your investigation to guide your requirements for the next ED.Executive Director Cover Letter Executive Directors are found in a variety of organizations and are in charge for areas such as leadership, daily operations, management, human resources, and financial planning.
EPA’s Vision and Overview of This Course. EPA is committed to ensuring that its grants programs meet the highest management and fiduciary standards, and further the agency's mission of protecting human health and the environment.
SAMPLE COVER LETTER: EXECUTIVE DIRECTOR Month/Day/Year Addressee, Title Name of Not-For-Profit Address City, State, Zip Salutation, With an extraordinary record of serving clients, increasing organizational efficiencies, building and.
Non Profit Executive Director Cover Letter. Posted in Cover Letters. Joan Coleman Custer Street Cresson, PA () [email] Nov 13, Mrs. Mildred Kaminski Corporate Accountability International Liberty Avenue Pomona, CA Dear Mrs.
Kaminski, I was told that your organization has an opening for a Non Profit.
Sara, Your question would need a good deal of clarification. The IRS rules about income sources for a c7 are complex. If a c7 gets too much of its income from a source other than members dues it can place its tax status in jeopardy.
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