Hi Ofer, apologies for the delay. We're doing one final round of review and will be publishing it very soon. I will send you a link as soon as it's published.
Thank you Jeff for the post. I’m Alex, Director of Operations at Charity Entrepreneurship. We have a COI policy in our staff handbook, but you're right to say that our COI policy isn't public at the moment, so thank you for the nudge. Recent events made us think that we could take this opportunity to review our policy and potentially strengthen it even more, particularly by comparing it to others’ policies in this post. We will take a look and can commit to publishing it on our website before the end of the month.
Hi there!
Has Charity Entrepreneurship published its CoI policy? (I didn't find it on CE's website.)
One question others in the community might be wondering is the extent to which the inquiry will require connected organisations and/or projects to provide information to the Commission. Will the Commission ask anyone outside of EVF UK to provide information and/or documents (e.g. grantees)? Should people let you know if such a request has been made? Questions like that. I suspect you don't have answers to these yet, so I'm sure it's something that will be answered in due course.
Wanted to also quickly recognise the mammoth effort that yourself and also EV Ops will likely need to put in in the coming months. I also haven't experienced such an inquiry, but I suspect it's a lot of work. All the best!
I commend you on your moral leadership and I join everyone else in the comments in expressing gratitude for the tremendous good you've done so far. However, I'm curious about your decision to resign. I get the moral justification, but surely there are many grantees with many questions who'd be able to get better answers were you still within Future Fund. Something as simple as access to documents or previous emails would enable you to better support grantees who are likely in significant distress. Why did you see it as imperative to resign effective immediately? Why not at the very least see out your notice period?
At least one person has gotten word from them that these payouts are on hold for now. This seems very worrisome and suggests the legal structure of the fund is not as robust or isolated as you might have thought.
If it turns out that committed funds were not liquid, that the legal structure wasn't robust, and that grants promised won't be honoured, that won't just be 'really bad' - it will be egregious.
Suvita is looking for a Head of Operations / Head of Administration and Finance.
Suvita is a startup nonprofit working to increase uptake of routine childhood immunisations in India. We are impact-focused and currently deliver two evidence-based programmes to boost attendance at vaccination appointments.
We’re seeking an operations specialist who will lead on delivering and strengthening Suvita’s operations across administration, finance and programmes. You will cover domains such as HR (onboarding & offboarding, contracts, policies), compliance (f...
Not an answer, just wanting to say thank you for asking this question! The same question had been percolating in my mind for some time but couldn't quite put it into words, and you did so perfectly. Thank you!
Brilliant post. I have been reading about and dabbling in evidence-led HR for some time, and on my to-do list was writing this exact post for the forum (although I suspect mine would've likely been of a significantly lower quality, so I'm not mad at all that you beat me to it)
...How can an organization effectively use intelligence tests & personality tests in hiring, while avoiding/minimizing legal risks? I know that many are rubbish, but are they all varying degrees of rubbish, or are some of them noticeably better than the rest? How good is Wonder
OP -- I'm curious to hear your thoughts about investing greater energy into making goals more 'legible', as you put it. It strikes me that organisational alignment via loyalty + compensation + culture + management + hiring is circumventing the main problem, which is that the organisation's goals aren't clear.
For example, couldn't an organisation whose North Star is to “do research to determine priorities for making the long-term future go well" create alignment by breaking down that overarching aim into its constituent goals? I'm spit-balling here, b...
If you're up for a long-winded take on what I called "underspecified goals," and how they make alignment fail, I wrote about this question on Ribbonfarm quite a while ago.
Couldn't agree more, Rob. Perhaps my perception is coloured by my own experience and circle of friends, but there certainly seems to be a subset of people out there who genuinely enjoy scaling organisations. I think this is particularly the case in the for-profit sphere, where feedback loops are sometimes instantaneous thus leading to increased satisfaction among the scale-up types.
Charity Entrepreneurship (CE) is looking for a Director of Outreach to manage and run a team that creates and maintains talent pipelines online and in person.
Salary: Between £34,000 and £47,000 gross per annum
Location: London, UK (preferred) or remote (employed locally via Employer of Record)
Deadline: Accepting rolling applications until a suitable candidate is found
Suggested skills and/or requirements: See job ad on our website for detailed description.
About CE: Charity Entrepreneurship is on a mission to cause more effective charities to exist in t... (read more)