On Wed, Jun 1, 2016 at 5:36 PM, James Salsman <jsalsman(a)gmail.com> wrote: I believe it is always only reasonable to account for someone's intimate understanding of organizational culture, as well as to recognize one's good performance hands on. However, I think that the process should be wide and open - whoever becomes the permanent ED, should really be the best choice, not just because of the incumbent advantage. The solid and rigorous recruitment process will add credibility and legitimacy to whoever this person eventually is. dariusz (Board and the ED search committee member, but speaking just on my own behalf)

On Fri, Jun 3, 2016 at 5:56 PM, Luis Villa <luis(a)lu.is> wrote: We have identified the things we believe need to be done differently, yes. This time, we're relying on a small, dedicated, NGO-focused organization, we have an ED search team including staff members (and me, hopefully counting as the community), as well as a process which involves staff&community feedback (through the on-going survey - which, btw, is run only on major projects, which is a shame, but in the same time the search team felt the need for urgency... on of the things to watch for in the post mortem, surely). dj