Within MDC’s IT group, we believe in ability, not seniority. This means when you join us as a team member, you ultimately determine your rewards and compensation based on your performance, not years of service. We also believe you are at your best when you control your work. That’s why the Supervisory staff here focus on work flow and strategic direction. You’ll make your own decisions and you’ll plan your own day, every day. And excelling here doesn’t require a PHD degree or 20 years background in Conservation or Information Technology.
Anyone interested in making this a SOP?
TAFN
Subscribe to:
Post Comments (Atom)
2 comments:
As long as IT leadership is able to communicate the aforementioned "strategic direction", then this is fine by me. For the most part, I think we are all setting our short-term work goals anyway. I am not sure how this proposal is any different than what we currently do. What I don't want to be doing is wasting the agency's time by going down my own path when that is not the path that IT leadership envisions.
8 years ago, during my interview process, it was explained to me that promotions and merits will be based on performance and not seniority. In addition,I was under the impression that all promotions within IT have been based on ability and not seniority.
Sounds like this is already SOP.
As far as the merits of this practice is concerned, I believe that we would all agree that if given the choice, we would want the most qualified people to be at the helm of an organization; especially since the leaders would have to make decisions that could possibly determine the life or death of an organization.
Post a Comment