-HR and Vice President positions seem to be the only areas that aren’t understaffed -parades as a non-profit but runs like a for-profit: overworking people in all departments to meet arbitrary goals. -Leadership is almost exclusively men. No women sit in “executive boulevard” -It feels like more executive leadership is being hired than there are people at the bottom to support all of this leadership. Departments are NOT comparable to other company’s structures. Very, very top heavy. Quality does not seem to be a priority proportionally -Bullying to meet deadlines or from staff that has a long tenure is considered acceptable -Pay is not competitive to match the workload, cost of living and the chipping away of benefits. Paid lunch was taken away in 2021 and wages did not account for the 10% increase in expected work time -Merit increase structure for those who are not ELT ranges from 3-4%. If you are satisfactory, you receive a 3% raise. If you go above and beyond, you get a 3.5% raise. If you beat all of the odds (or if you got promoted and became ineligible for a raise), you might, maybe get a 4% raise. Meanwhile, public ELT pay records show ELT raises ranging from 10-30% for years that were available for analysis. -required to wait 18 months to apply to a new position, even if you received a title change as a promotion and have the same job. UNLESS there is “business need” or HR likes you- then you can get promoted faster. -The saying 10% of the people do 90% of the work is absolutely true here. My health suffered from the pressure I felt to pick up slack for the mission. Others were pressured by management. -since non profit tax returns are eventually public: total non-executive salaries paid in 2019 to 2020 raised by 7% while total salaries paid to executive leadership raised by 20%. Even the numbers show that the priority is on paying executives and not supporting the average member of the team or the mission
