Hi, Og Maciel wrote: > I just felt that goals such as: > > $500 - Improving relations with the advisory board, starting > regular 1-on-1 meetings with them, etc.
For this one, the starting point is worth bearing in mind. If I understand your argument, you're saying that anyone *not* doing this in the job of executive director should be fired? From where we were 18 months ago, this (very time-consuming) part of the job has been invaluable for the foundation. We've gone from being quite passive with our advisory board to being forward in asking them to get involved in projects we're running. > $250 - Improving relations with the community (keynotes, blogs) > $500 - Working with the board. > $1,000 - For being the eyes & ears of GNOME. The quarterly report, > advisory board relations & meetings. If I understand correctly, these are discressionary bonuses allowing the board to reward the task being done better than expectations. You're right - all of these should be done anyway by an ED, to some extent. By setting a performance bonus, you're setting priorities, and indicating areas where "good enough" won't do. Seems reasonable to me. Cheers, Dave. -- Dave Neary GNOME Foundation member dne...@gnome.org _______________________________________________ foundation-list mailing list firstname.lastname@example.org http://mail.gnome.org/mailman/listinfo/foundation-list