http://www.nonprofituniversityblog.org/2009/04/separate-the-wheat-from-the-chaff/ A blog for the business of nonprofits Tue, 22 Nov 2011 18:39:53 +0000 hourly 1 http://wordpress.org/?v=3.2.1 http://www.nonprofituniversityblog.org/2009/04/separate-the-wheat-from-the-chaff/comment-page-1/#comment-4971 Logan Thu, 14 Oct 2010 07:03:52 +0000 http://www.nonprofituniversityblog.org/?p=155#comment-4971 When it comes to non-profits the boards need to be watchful. Otherwise the non-profit can be one big <a href="http://www.orvant.com" rel="nofollow">vulnerability</a>. Make sure everyone involved knows the direction that your going in. Don't let anyone person have to much control, especially over the finances. Just speaking from experience. When it comes to non-profits the boards need to be watchful. Otherwise the non-profit can be one big vulnerability. Make sure everyone involved knows the direction that your going in. Don’t let anyone person have to much control, especially over the finances. Just speaking from experience.

]]> http://www.nonprofituniversityblog.org/2009/04/separate-the-wheat-from-the-chaff/comment-page-1/#comment-1382 anonymous Thu, 09 Apr 2009 21:35:55 +0000 http://www.nonprofituniversityblog.org/?p=155#comment-1382 I am a former employee of a large non-profit organization. I became the employee of such an organization expecting to be of use and working for the common good. Unfortunately, I was disappointed. Employees received discreet and large bonuses on top of their salaries. Based on that fact, it wasn't difficult to realize that what the executive director made in writing was probably being topped off. Employees were allowed basically limitless travel expenses, and most usually combined recreation with actual work. Offices were located in the most expensive real estate districts possible, and thousands of dollars spent in office decoration alone. And when I realized that they created a "program" to which they attributed most of their administrative expenses (including traveling), which enabled them to say they only spent 5-10% in administrative expenses, instead of the 50-60% that was most likely being spent, I knew that things were not going as I had hoped. Additionally, the "open forum" environment in which employees were encouraged to discuss their opinions of the organization was a joke. When a human resources issue came up, leaders became offended, and the faultless person who was the subject of the issue was insulted, demeaned and almost fired. This person decided to stick it out, but I decided to get out while I could. I tried to bring up my observations that much money was being wasted that could be better used, however, everyone else just enjoyed the perks and left their morals at home. I tried to point out that if the "open forum" environment wasn't working out, things should be handled in a more corporate way, where options for employees are clearly delineated and according to a fair and objective rule. Unfortunately, I have to say that my experience was disappointing, and now when I consider donating to charitable organizations (which I have done for several years) I find it difficult to trust the "reviews" given by independent analysts. I am a former employee of a large non-profit organization. I became the employee of such an organization expecting to be of use and working for the common good. Unfortunately, I was disappointed. Employees received discreet and large bonuses on top of their salaries. Based on that fact, it wasn’t difficult to realize that what the executive director made in writing was probably being topped off. Employees were allowed basically limitless travel expenses, and most usually combined recreation with actual work. Offices were located in the most expensive real estate districts possible, and thousands of dollars spent in office decoration alone. And when I realized that they created a “program” to which they attributed most of their administrative expenses (including traveling), which enabled them to say they only spent 5-10% in administrative expenses, instead of the 50-60% that was most likely being spent, I knew that things were not going as I had hoped. Additionally, the “open forum” environment in which employees were encouraged to discuss their opinions of the organization was a joke. When a human resources issue came up, leaders became offended, and the faultless person who was the subject of the issue was insulted, demeaned and almost fired. This person decided to stick it out, but I decided to get out while I could. I tried to bring up my observations that much money was being wasted that could be better used, however, everyone else just enjoyed the perks and left their morals at home. I tried to point out that if the “open forum” environment wasn’t working out, things should be handled in a more corporate way, where options for employees are clearly delineated and according to a fair and objective rule. Unfortunately, I have to say that my experience was disappointing, and now when I consider donating to charitable organizations (which I have done for several years) I find it difficult to trust the “reviews” given by independent analysts.

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