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On 7/27/2019 3:38 PM, Livingood, Jason
wrote:
On 7/25/19, 3:52 PM, "ietf on behalf of John Wroclawski" <ietf-bounces@xxxxxxxx on behalf of jtw@xxxxxxx> wrote:The basic gestalt of a search committee process is to find the best person in the world for a job, whether or not that person would have otherwise applied, or even whether they had any idea beforehand that the job existed and they’d be good at it. The basic mindset of an RFP process is to pick the best person that applies. I think the IETF wants option one.
Hi Jason - Let me run a few terms past you (we can quibble about each, but this seems to be the general set I've seen - there are variations within each): Employee, contract employee, employee with a contract, contractor/consultant. * Employee - generally at will employment, most positions within
a company, can be told what to do, when to do it and how to do it
generally by anyone above them in the food chain. Generally only
has a single employer (at least for salaried employees). * Contract employee - an employee of an organization that is
contracted by a second organization for work. AKA Body shop
contractor (but there are other variations on this for more senior
folk - something like outside counsel arrangements with law
firms). * Employee with a contract - an employee, but with a contract
that spells out conditions and modifications to the general labor
practices of the company, may include bonus, and exceptional
compensation items (e.g. golden parachutes); usually the way a
number of the C staff in larger companies are hired. Employment
is generally not at will, but there are mechanisms for termination
that can be exercised by each party. Usual manager is either CEO
or the board, or rarely another C staff. * Contractor/consultant. Has a contract for services to a given
company, may do work for multiple entities. May be tasked by the
company (generally a specific contract POC), but not told
when or how to do it. May be an individual or a
company. Includes both common services contractors (e.g. IT) and
Subject matter expert consultants. Contracts may be very specific
in deliverables, or much more open ended. May be duration or task
based. The main problem I see with trying to do this role as an "employee", is that the LLC doesn't have a deep enough organization to handle an employee as senior and independent as the role needs to be. It's possible that the "employee with a contract" model might work, but given our experience with Heather and the fact that we were only utilizing about 50% or so of her time, it might be difficult to cover the additional 50% of an full time employee and keep them fully engaged and interested year after year. SME Consultant with a lot more constraints on who gets to give
the RSE direction than we currently have seems to me to be a
better choice than either of the employee variations. As I was writing the above, something struck me. Heather (and
Jon, Bob and Joyce before her) is as senior and competent in her
field as the various lawyers we've engaged to deal with the LLC,
Trust etc over the years are in theirs. We wouldn't think it
would be a good idea to micromanage the lawyers (and I'm sure they
wouldn't tolerate it). I'm not quite sure why we thought it was a
good idea to provide the level of "oversight" and management to
such a senior level position, and that appears to have been part
of the problem. Later, Mike |
