Job Proposal

Havin' A Party!, ASN, RN · Jan 6, 2005

... What would you do?

Sounds like they're trying to out-power you into coming in. I'd politely make sure my situation was communicated, offer additional alternative dates, and hold my ground. I'd consider their inflexibility as a potential red flag.

Wouldn't wanna start somewhere new with them believing they can totally control me or that I'm the submissive type. The tone they're setting wouldn't appeal to me at all.

Remember: The best they're ever gonna treat you is during the interview stage before you've committed. If they're beginning the relationship in the manner you describe, I can only imagine the possibilities down the road.

Don't forget there are many opportunities out there.

Please keep us posted.

llg, PhD, RN · Jan 6, 2005

I agree with LarryG. If they are "jerking you around" now, what will they do after you actually hire you? It's a bad sign. I would only bend over backward for them if I thought it was the perfect job -- or if I were totally desparate (which you do not appear to be.)

I would probably say that I had work committments that I could not abandon on the 10th -- and if they don't respect that, they are probably not a very good place to work.

llg

Q. · Jan 6, 2005

I'd consider their inflexibility as a potential red flag.

If they are "jerking you around" now, what will they do after you actually hire you? It's a bad sign. I would only bend over backward for them if I thought it was the perfect job -- or if I were totally desparate (which you do not appear to be.)

Exactly. I called and left a message for the girl this AM that unfortunately I can not abandon my work committments. I did ask her to return my call to clarify/confirm.

I also thought of if this was the "perfect job" I would probably call in sick and go to the interview, but it isn't. It sounds like a good job, a good career move as I've mentioned, definitely worth interviewing, but not worth interviewing under those circumstances and not worth screwing my coworkers over a potential maybe. It's not like this is the final rounds of interviews or some other thing that gives me the impression that

1. I'm most likely to be selected and/or

2. I really want the position after learning more about it

Oh well. Lesson learned.

The selection committee is chaired by a physician. Do you think this has anything to do with the inflexibility? :rolleyes:

As far as my upcoming meeting with the Women's Director; I was thinking of coming prepared with some minor documents, like an outline of what the job would entail (somewhat of a description) and perhaps a very small literature review on why the job would be beneficial. Or maybe a SWOT analysis?

Not sure how far I should go or what. But I do want to be prepared.

Suggestions?

How about I just come work for you, llg? :chuckle

llg, PhD, RN · Jan 6, 2005

I think taking some supporting documents, written-up ideas, etc. is a great idea. Just be sure you indicate that these are just "ideas" that you are quite willing to modify -- and that you are not trying to dictate the details. The Director may want to feel that she herself played a big role in creating the new position and had plenty of opportunity to shape it to meet her needs and not your desires.

And yes ... I would hire you in a minute!

llg

Q. · Jan 6, 2005

More twist to my career:

Our Director of Education (my boss) just informed us that she is resigning and going back to teaching full time at the local university. They don't anticipate a replacement. Instead they anticipate a restructuring which could mean our reporting structure could change significantly, not sure it would be for the better.

Ick.

llg, PhD, RN · Jan 6, 2005

Ooooooooooo ... That's always scary. But a little restructuring can sometimes bring new opportunities. At the very least, it may give you a new "honeymoon period" during the reorganizatin in which to earn a paycheck while you continue to develop as an educator and refine your career plans.

My advice is:

1. Don't panic and/or don't assume the worst. I've been through some reorganizations that turned out to be improvements.

2. Don't join in any whining, complaining, etc. that your colleagues may do. Make sure that the new bosses see you as someone who is open to change and supportive of the institution. Above all else, don't make any enemies. You never know who will end up with power.

3. Make sure everybody knows what great service you provide for the organization. You should be doing that on a regular basis anyway as it is a basic "job protection strategy" for anyone in an advanced (or peripheral) role ... but now is the time to make sure everyone values what you do.

4. Keep your eyes open for opportunities to land on your feet in the post-reorganization environment. If you do #2 adn #3, you may end up with a position that is better than your current one.

5. DEFINITELY ... keep me posted!

llg

Q. · Jan 20, 2005

An update:

The position I was telling you all about, where the selection committee wasn't being cooperative and was strong-arming me into interviewing on a pre-determined date; well guess what? They called me back yesterday and want to schedule an interview at MY convenience.

Should I interview, or no?

llg, PhD, RN · Jan 20, 2005

An update:
The position I was telling you all about, where the selection committee wasn't being cooperative and was strong-arming me into interviewing on a pre-determined date; well guess what? They called me back yesterday and want to schedule an interview at MY convenience.
Should I interview, or no?

Even if you are only slightly interested, I would probably go for the interview. At least it will give you more information about the job. Who knows, it might turn out to be really good. But I wouldn't jump at it if you don't think it is right for you. Your current situation doesn't sound all that bad -- and it might improve soon as things get reorganized in the near future.

How is the current situation? Any news on what's going to happen when your boss leaves?

llg

Q. · Jan 21, 2005

How is the current situation? Any news on what's going to happen when your boss leaves?
llg

No, not at all which is very frustrating. There hasn't even been a formal communication about it to the rest of the organization which also bothers me. One of my colleagues who's more of an OD person thought that was because an alternative (ie: restructure) hasn't been decided upon so why bother communicating a change?

Next week I meet with the Women's Director regarding my original job proposal. I'm looking forward to that.

With this interview situation at this other job, I probably will interview, though I'm turned off by them and don't even feel like taking the time to drive there and go through the process. Maybe I'm just moody... :rolleyes:

Havin' A Party!, ASN, RN · Jan 21, 2005

... Should I interview, or no?

If you're still interested, absolutely!

Good luck!

Q. · Feb 2, 2005

Well, I met with the Director on Monday and came prepared with a small bibliography of supporting articles and a short, bullet-pointed list of "essential duties" of the position I was proposing. She listened actively and agreed 100% with creating such a position! She said she would take the concept to her VP for budget approval, but she wasn't sure if it would pass. I asked her what I could do to assist in that, and she requested that I delineate the time allotment to each specific "essential function" that I listed so she could determine an FTE and thus help her case when she proposes it for budget approval.

So, the meeting went well, I think, but now I'm not quite sure how to determine time spent on each function I listed. How does one determine that? Frankly, I think the position could be filled with a .8 FTE, but how do I justify/substantiate that?

Many thanks for all your suggestions. :) The meeting went well and that was the best I could hope for.

llg, PhD, RN · Feb 2, 2005

So, the meeting went well, I think, but now I'm not quite sure how to determine time spent on each function I listed. How does one determine that? Frankly, I think the position could be filled with a .8 FTE, but how do I justify/substantiate that?
QUOTE]
If you really think that your proposed position need not be full time ... then say that. But ... if you would like it to be a full time position, then add some additional duties. There must be some other work that could be done around the institution to justify the addition .2 FTE. I would look for an addition that is a "hot topic" in your institution, something that the leadership values but is not getting done as well as they would like ... or a problem that keeps creaping up repeatedly that this person could help alleviate. Remember: my current position got funded because it was seen as being helpful in dealing with the national nursing shortage.
I'm happy to read your meeting went well. Now you will just have to be patient to see if anything happens in the long run. Sometimes, nothing happens right away ... but the seed is planted that develops into something good later.
Take care,
llg