Also I think each of the staff members need to share what will they “deliver” for the salaries they get and how will this be reported to the community / donors. I don’t think we did a good job of this last year, but we should improve this year.
Also maybe each staff member should share their “self review” of their own contributions / performance last year.
I personally think this is over the top, rather performative and in the long run problematic/counterproductive.
While accountability to the community and donors is super essential and something we should strive for, asking individuals to publicly justify their worth and what they “deliver” for the salaries they get is not how you fulfill this goal. This is not professional.
A better and more professional way is looking at the foundation’s output collectively, measuring it against set agenda and charter,
- Yearly plans are a good start, we did make one this year, and we should see it through. Some civil society also lay out 4 year plans and set broader directions.
- Better and consistent reporting on what work is happening, as in form of quarterly calls and improved annual reports. We talk about what work happened, what did not and why, and what can be improved upon.
- Ensuring the foundation has workplace policies and accountability structures in place internally.
In my limited years of working as a professional, how it usually goes around is: individual workers are accountable to the organisation, and the organisation is accountable to the community/donors.
The organisation should strive for accountablity and transparency. And there are many smart and professional ways to do it, unfortunately what you’ve suggested, is not one of them.