<html><body><div style="color:#000; background-color:#fff; font-family:verdana, helvetica, sans-serif;font-size:16px"><div dir="ltr" id="yui_3_16_0_1_1434738404624_23672">Below are excerpts from the current "Board of Directors Policy and Procedures Manual". They should help clarify how a new general manager is chosen, along with the general structure of the board committees. Note that the Personnel Committee is charged with hearing unresolved grievances. Alas, like the rest of the committees, it is dormant. Making these committees fully functional is essential for lasting change.</div><div dir="ltr"><br></div><div id="yui_3_16_0_1_1434738404624_23674"><br></div><div dir="ltr" id="yui_3_16_0_1_1434738404624_23676">11 PERSONNEL AS RELATES TO THE GENERAL MANAGER<br style="" class=""><br style="" class="">11.1 Equal Employment Opportunity:<br style="" class="">It is MCPB's policy to provide equal opportunities for qualified applicants and employees in all <br style="" class="">personnel transactions without unlawful regard to race, color, age, religion, gender, national <br style="" class="">origin, handicap, or veteran status or other prohibited factors under applicable federal, state, or <br style="" class="">local laws.<br style="" class=""><br style="" class="">11.2 General Manager:<br style="" class="">The Board will approve the hiring and evaluation of the General Manager. The Board will approve <br style="" class="">the Job description, salary and benefits of the General Manager.<br style="" class=""><br style="" class="">11.3 Other Staff Positions:<br style="" class="">Revisions adopted by he board in March 2006: The General Manager is responsible for the hiring, <br style="" class="">firing, and evaluation of all staff positions. Staffing changes that increase the annual budget <br style="" class="">must be reviewed by the Personnel Committee and approved by the Board. If the General Manager <br style="" class="">position is vacant, these tasks will be performed by the personnel committee, with board approval.<br style="" class=""><br style="" class="">11.4 Seeking Applicants:<br style="" class="">Applicants will be sought from local, regional and national sources and trade organizations.<br style="" class=""><br style="" class="">11.5 Hiring Committee:<br style="" class="">A hiring committee of the Board will be set up and include at least one Board member from the <br style="" class="">Personnel Committee, one Advisory Committee member and one staff member who is not the General <br style="" class="">Manager, and one KZYX Programmer. The KZYX programmer will be chosen by the General Manager, where <br style="" class="">one exists, and the President of the Board. All candidates shall fill out and return and <br style="" class="">application for employment and provide both personal and professional references. It shall be the <br style="" class="">policy of the Board to contact references listed by candidates.<br style="" class=""><br style="" class="">11.6 Interviews:<br style="" class="">Interviews will be set up and completed with the top candidates, as determined by the Hiring <br style="" class="">committee. Candidates will be interviewed one at a time. All interviews will occur in a timely <br style="" class="">manner. Each interview will be started by an introduction between the applicant and the <br style="" class="">committee, and explanation of how the interview will be conducted, how long it will last, and if <br style="" class="">the applicant has any questions regarding the<br style="" class="">hiring or interviewing process. Anyone who is related to the applicant or who otherwise feels <br style="" class="">unable to<br style="" class="">judge the qualifications of the applicant fairly should leave the room for the duration of the <br style="" class="">interview.<br style="" class=""><br style="" class="">Each committee member should proceed to ask the applicant at least one question. Questions can be <br style="" class="">about the applicant's experience, strength, or future plans or any other legally defined question <br style="" class="">as set forth in the Personnel Policies Manual.<br style="" class="">At the end of the interview the applicant will be told when to expect to hear from the Hiring <br style="" class="">committee. In no instance shall a person be offered the job at the time of the interview.<br style="" class="">When all interviews are complete the committee will set a time to meet and discuss the relative <br style="" class="">merits of each candidate and shall make a recommendation to the Board as to whether anyone should <br style="" class="">be offered the job. The decision to hire shall be made by the full Board. All candidates will be <br style="" class="">informed of the decision of the Board.<br style="" class=""><br style="" class="">11.7 Probationary Period:<br style="" class="">The General Manager will be hired for a probationary period of six months with a performance <br style="" class="">review to be conducted at three and six months by the personnel committee.<br style="" class=""><br style="" class="">11.8 Supervision and Evaluation:<br style="" class="">The Board will set annual and monthly goals with the General Manager. An annual evaluation of the <br style="" class="">General Manager will take place in the second quarter of the fiscal year. The evaluation will <br style="" class="">follow these steps:<br style="" class="">(1) the General Manager will write a self-evaluation, making reference to the goals set by the <br style="" class="">Board and using a format provided by the Personnel Committee:<br style="" class="">(2) the Personnel Committee will meet with the General Manager within two weeks of receiving the <br style="" class="">self<br style="" class="">evaluation:<br style="" class="">(3) within a week of meeting with the General Manager to review his or her performance and self <br style="" class="">evaluation, the Personnel committee will complete a written evaluation of the General Manager, <br style="" class="">which shall be promptly given to the General Manager:<br style="" class="">(4) within a week of the General Manager's receipt of the Personnel committee's evaluation, the <br style="" class="">committee will meet again with the General Manager to allow the General Manager's additional <br style="" class="">comments:<br style="" class="">(5) the Personnel Committee will present a written report to the Board at it's next meeting, with <br style="" class="">any resulting resolutions or recommendations.<br style="" class=""><br style="" class="">11.9 Reports:<br style="" class="">The General Manager will report to the Board the following: Committee activity consisting of date <br style="" class="">and place, attendees, and recommendations or actions taken; changes in budget as detailed in <br style="" class="">financial reporting systems; setting and review of monthly goals; and any activity which impacts or <br style="" class="">is likely to impact the operation of the station, including but not limited to legal, programming, <br style="" class="">personnel and fiscal activities. These reports will be sent out on the fifteenth of each month.<br style="" class=""></div><div id="yui_3_16_0_1_1434738404624_24312" dir="ltr"><br></div><div id="yui_3_16_0_1_1434738404624_24311" dir="ltr"><br></div><div dir="ltr" id="yui_3_16_0_1_1434738404624_23644"><span id="yui_3_16_0_1_1434738404624_23991">7 COMMITTEE DESCRIPTIONS & RESPONSIBILITIES<br style="" class=""><br style="" class="">7.1 Nominating and Elections:<br style="" class="">This committee will have overall responsibility for the election of Board members according to the <br style="" class="">By laws and the established Policies & Procedures of the Board (see MCPB Elections Policy in the <br style="" class="">MCPB Policy Binder). It will recommend election procedures as necessary.<br style="" class="">The nominating committee shall recommend to the Board candidates for all vacancies to be filled on <br style="" class="">the<br style="" class="">Board of Directors; will oversee the actual election process; and wiJJ declare the winners.<br style="" class="">Annual evaluations of current Board members will be conducted by this committee. This committee <br style="" class="">will include the Secretary of the Corporation.<br style="" class=""><br style="" class="">7.2 Finance:<br style="" class="">This committee has responsibility for working with management on the annual budget and <br style="" class="">recommending it to the Board, according to the terms of these Policies & Procedures. In creating <br style="" class="">the annual budget and plan, the Finance Committee will work closely with the Fund Raising Committee <br style="" class="">on the income plan: and with all appropriate committees on the expense plan.<br style="" class="">In addition, this committee will work with management and with the Long Range Planning Committee to<br style="" class="">produce and update Three Year Budgets. It will regularly review fiscal procedures and reports <br style="" class="">ofthe station, select the independent auditor for the annual audit, and generally oversee the <br style="" class="">finances of the corporation according to the By-laws and Policies and Procedures of the <br style="" class="">corporation. The Treasurer will serve on the Finance committee.<br style="" class=""><br style="" class="">7.3 Fund Raising and Membership:<br style="" class="">This committee is responsible for creating the annual income plans incorporating all possible <br style="" class="">aspects of producing income. It will produce Project Planning Proposals for each income project, <br style="" class="">participate where appropriate in the execution of the income projects, and review the success of <br style="" class="">the income projects.<br style="" class="">This committee will oversee Membership development programs, including Public Relations, <br style="" class="">Marathons and the Program guide. The Program Guide will be produced jointly by staff, this <br style="" class="">committee and the Programming Committee.<br style="" class=""><br style="" class="">7.4 Personnel:<br style="" class=""><br style="" class="">Revisions adopted by the board in March 2006: This committee is responsible for reviewing and <br style="" class="">recommending personnel policies for the corporation, as well as establishing evaluation <br style="" class="">procedures for station staff. This committee will perform an annual evaluation of the General <br style="" class="">Manager. In addition, this committee will review staff employment contracts and benefit packages. <br style="" class="">The General Manager Hiring Committee will include at least one Board member from the Personnel <br style="" class="">Committee. The Personnel Committee will hear and recommend action on personnel grievances that are <br style="" class="">not resolved at staff level.<br style="" class=""><br style="" class="">7.5 Long Range Planning:<br style="" class="">This committee is responsible for creating and updating the 3-year Plan, in coordination with the <br style="" class="">Finance Committee. This committee will regularly consider long range issues facing all aspects of <br style="" class="">the station and prepare recommendations to the Board.<br style="" class=""><br style="" class="">7.6 Programming:<br style="" class="">This committee is responsible for reviewing and recommending all programming policies and <br style="" class="">guidelines to ensure fulfillment of the station mission.<br style="" class=""><br style="" class="">7.7 Equipment and Construction:<br style="" class="">This committee is responsible for reviewing and recommending policies, procedures and projects <br style="" class="">related to the maintenance and improvement of the corporation's physical plant, including the <br style="" class="">offices, studios, equipment, transmission capabilities, etc.<br style="" class=""></span></div><br> <div id="yui_3_16_0_1_1434738404624_23844" style="font-family: verdana, helvetica, sans-serif; font-size: 16px;"> <div id="yui_3_16_0_1_1434738404624_23843" style="font-family: HelveticaNeue, Helvetica Neue, Helvetica, Arial, Lucida Grande, sans-serif; font-size: 16px;"> <div id="yui_3_16_0_1_1434738404624_23842" dir="ltr"> <hr size="1"> <font id="yui_3_16_0_1_1434738404624_23846" face="Arial" size="2"> <b><span style="font-weight:bold;">From:</span></b> "King Collins king@greenmac.com [parentsforpeace]" <parentsforpeace@yahoogroups.com><br> <b><span style="font-weight: bold;">To:</span></b> kzyxtalk@lists.mcn.org <br><b><span style="font-weight: bold;">Cc:</span></b> Parents for Peace <parentsforpeace@yahoogroups.com>; discussion@lists.mcn.org <br> <b><span style="font-weight: bold;">Sent:</span></b> Friday, June 19, 2015 12:05 PM<br> <b><span style="font-weight: bold;">Subject:</span></b> [parentsforpeace] Interim Management Team, maybe<br> </font> </div> <div id="yui_3_16_0_1_1434738404624_24342" class="y_msg_container"><br><div id="yiv1650572963"><div id="yui_3_16_0_1_1434738404624_24345">
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<div id="yui_3_16_0_1_1434738404624_24344">Kelly Grimes asked:</div><div id="yui_3_16_0_1_1434738404624_24351"><blockquote id="yui_3_16_0_1_1434738404624_24350" type="cite"><div id="yui_3_16_0_1_1434738404624_24349"><blockquote id="yui_3_16_0_1_1434738404624_24348" type="cite">What is the process for finding a person to replace Mr. Coate, the general manager? </blockquote></div></blockquote><br clear="none"></div><div>When I was on the board, the centrists set up an "interim Management team." (Below an excerpt from the Secret Life Of KZYX, written in 2005:)<div><div><br clear="none"></div><div><div style="margin-top:0px;margin-right:0px;margin-bottom:0px;margin-left:0px;font-size:14px;"><b>Selection of the Interim Management Team. </b>After GM Diane Hering’s resignation in July of 2004, an Interim Management team was established. The board as a whole had <i>no role </i>in picking that team, which turned out to consist of the president of the board, Tony Miksak, and two staff members. Obviously, the Egalitarians would have liked to discuss such an important decision and to participate on the team. The Centrists ask, “Don’t you trust Tony?” That’s a complicated question, but there is another more important point: by putting the station under the leadership of a Centrist and by discouraging other board members from being involved in management, the approach to running the station, once again, falls to the status quo. Only the chosen few board members are permitted at management meetings. The absence of a manager ought to be a chance for the board to be more involved, to get to know the staff, and to put their individual skills to work. It is also, as we have mentioned earlier, an opportune time for the Board to re-tune its policies and vision, thus making it possible for the next General Manager to follow new guidelines from day one.</div><div style="margin-top:0px;margin-right:0px;margin-bottom:0px;margin-left:0px;font-size:14px;">(Secret Life Of KZYX; PDF at </div><div style="margin-top:0px;margin-right:0px;margin-bottom:0px;margin-left:0px;font-size:14px;"><a rel="nofollow" shape="rect" target="_blank" href="http://www.greenmac.com/hiddenAgenda/report-PDF/SL1_KZYX_2005(2010).pdf">http://www.greenmac.com/hiddenAgenda/report-PDF/SL1_KZYX_2005(2010).pdf</a></div><div style="margin-top:0px;margin-right:0px;margin-bottom:0px;margin-left:0px;font-size:14px;"><br clear="none"></div><div style="margin-top:0px;margin-right:0px;margin-bottom:0px;margin-left:0px;font-size:14px;">--King Collins</div><div style="margin-top:0px;margin-right:0px;margin-bottom:0px;margin-left:0px;font-size:14px;"><br clear="none"></div><div style="margin-top:0px;margin-right:0px;margin-bottom:0px;margin-left:0px;font-size:14px;">* * * *</div><div><div>On Jun 19, 2015, at 11:37 AM, Doug McKenty wrote:</div><br class="yiv1650572963Apple-interchange-newline" clear="none"><blockquote type="cite"><div>I believe the board is going to set up a hiring committee to oversee the process. They are required by law to publicly post the job opening as part of the process. <br clear="none"><br clear="none">John Coate, to the best of my knowledge, insisted that he be called Executive Director upon his hiring. He also insisted that he have total co tell over the programming. He had an interesting interpretation of the role of the board, basically relegating it to fundraising, while all station operations were the preview of management. Any attempt by the board to set policy or effect programming was considered "micromanaging." Let's hope they find a new anther with a more inclusive philosophy. <br clear="none"><br clear="none">I, for one, hope they drop the "Executive Director" title altogether. <br clear="none"><br clear="none">Doug<br clear="none"><br clear="none">Sent from my iPhone<br clear="none"><br clear="none"><blockquote type="cite">On Jun 19, 2015, at 10:54 AM, Kelly Grimes <<a rel="nofollow" shape="rect" ymailto="mailto:grimie@mcn.org" target="_blank" href="mailto:grimie@mcn.org">grimie@mcn.org</a>> wrote:<br clear="none"></blockquote><blockquote type="cite"><br clear="none"></blockquote><blockquote type="cite">Good morning,<br clear="none"></blockquote><blockquote type="cite">What is the process for finding a person to replace Mr. Coate, the <br clear="none"></blockquote><blockquote type="cite">general manager? Will that person automatically become the executive <br clear="none"></blockquote><blockquote type="cite">director of MCPB? If the board of directors is responsible for <br clear="none"></blockquote><blockquote type="cite">overseeing the general manager, why is the general manager the head of <br clear="none"></blockquote><blockquote type="cite">the board? This has always seemed a bit odd to me and now appears to be <br clear="none"></blockquote><blockquote type="cite">a good time to discuss the true title and scope of work for Mr. Coate's <br clear="none"></blockquote><blockquote type="cite">replacement. Does anyone have any factual information?<br clear="none"></blockquote><blockquote type="cite">Thanks,<br clear="none"></blockquote><blockquote type="cite">Kelly<br clear="none"></blockquote><blockquote type="cite"><br clear="none"></blockquote><blockquote type="cite">_______________________________________________<br clear="none"></blockquote><blockquote type="cite">Kzyxtalk mailing list<br clear="none"></blockquote><blockquote type="cite"><a rel="nofollow" shape="rect" ymailto="mailto:Kzyxtalk@lists.mcn.org" target="_blank" href="mailto:Kzyxtalk@lists.mcn.org">Kzyxtalk@lists.mcn.org</a><br clear="none"></blockquote><blockquote type="cite"><a rel="nofollow" shape="rect" target="_blank" href="http://lists.mcn.org/mailman/listinfo/kzyxtalk">http://lists.mcn.org/mailman/listinfo/kzyxtalk</a><br clear="none"></blockquote><br clear="none">_______________________________________________<br clear="none">Kzyxtalk mailing list<br clear="none"><a rel="nofollow" shape="rect" ymailto="mailto:Kzyxtalk@lists.mcn.org" target="_blank" href="mailto:Kzyxtalk@lists.mcn.org">Kzyxtalk@lists.mcn.org</a><br clear="none">http://lists.mcn.org/mailman/listinfo/kzyxtalk<br clear="none"></div></blockquote></div><br clear="none"></div></div></div>
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Posted by: King Collins <king@greenmac.com> <hr style="height:2px;border-width:0;color:#E3E3E3;background-color:#E3E3E3;">
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