ICMA Reviews

Do not know where to begin. New leadership in the C suite from the past two years has led to a third of the office quitting. The entire HR department quit because of their new leadership, yet nothing has been done to fix the malfunctioning leadership. Changing department names or slapping up some motivational quotes on the wall will not fix things. Working here you can expect to be overworked and underpaid. If you bring up either of these to management they'll shrug their shoulders and say it's the life at a non-profit and your passion should drive you. I have a passion, but a passion doesn't put food on the table and it's not enough to pay down my student debt. Office morale is super low. Leadership doesn't listen and gets defensive when you point out issues. It's overall exhausting working at the junction of disfunction and C suite malfunction.

1. Benefits are poor. When confronted, the crackpot HR team will have endless excuses but then they are busy organizing yoga classes and hot dog lunches 2. If they mention something at your interview, get it in writing. If not, never expect an acknowledgement. 3. Systems and technology are to be treated as four letter words and have no place at this organization. The systems they do have are woefully out of date and the solution will be a new spreadsheet. 4. Financial data is inaccurate at best but it is your fault if it is wrong. Each team attempts to work around the incompetent finance department with QuickBooks. Everything is paper-dependent and do not suggest a change because it has always been this way...maybe worse before the printing press. 5. You are working in a strict caste system. Leadership team knows nothing about city management and is a group of oblivious friends. They rarely connect to program managers and god forbid to other employees. Don't make suggestions....things have always been this way and are not welcome to change. The exec director has been absent for years and attempts to connect through a blog that is usually 6 months out of date. The COO was created to cover the absent CEO and was the CFO that created constant financial crisis management. All are paid to manage a misreoresented shadow organization. The salaries were set based upon international grants that cause repeated convulsion of staffing and pay/benefits. They are far higher than other nonprofits. 6. Raises are never (unless you are part if the high-performing leadership team). HPO is to be taught to every new employee; just don't expect anyone in Leadership to lead with the concept. The organization also likes to teach to city managers; don't expect it to be used at ICMA.