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1 Employment Review Conversation: Ken Latham
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2
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3 Notes from the meeting held on 2024-04-16 with.Miranda Girdlestone (Meeting House Manager) and Henry Thompson (Convenor, Meeting House Management Committee)
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4
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5 Nature of the job:
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6
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7 Does your job description accurately reflect the nature of your duties?
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8
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9 Not entirely, but not sure: I don't need to think about it, the work
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10 just happens.
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11
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12 What have you done in your role that has made you feel proud/been
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13 pleased with?
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14
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15 Keeping up with what groups need/want and supporting them: it works
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16 nicely. Adding "Where are the toilets" signs and seeing that work.
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17
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18 I have a good picture in my head of what the Meeting House should look
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19 like, I get satisfaction from keeping it so.
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20
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21 [Miranda: You've done a good job at training Ellie]
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22
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23 Training casual staff: it goes as well as they can handle
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24
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25 Was there anything that felt less than successful when you attempted it?
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26 And what did you do to improve the situation?
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27
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28 Getting my head around the booking system was hard. Worried as about
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29 to do something I may be breaking something that someone else is
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30 already working on.
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31
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32 Aside from not being involved, not sure.
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33
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34 Not done it often enough to be confident what happens when in the
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35 workflow. Information is in multiple places, computers _and_ people's
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36 heads.
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37
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38 Putting things in the calendar is fine, but the Hallmaster/money
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39 dataflow is hazy. Worried that, for example, if someone asks to add
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40 AV, aside from just leaving a note for Majk, not sure what is needed
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41 to be sure it doesn't get lost
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42
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43 ACTION: MG and KL to meet to get a clear story about what KL should cover
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44 and how to do it
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45
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46 What changes have you implemented and how do you think they went/were received?
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47
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48 Moving the library chairs under the stairs when not in use, working
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49 well.
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50
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51 'Staff drawer'
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52
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53 Designed, trialed and made work having refreshments just outside the
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54 Meeting Room.
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55
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56 ACTION: Review cleaning sheet
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57
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58 Obstacles and support:
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59
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60 What extra support would you like from me as your manager?
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61
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62
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63
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64 Have you encountered any particular difficulties where you would have appreciated more support?
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65 Can you say why you didn’t ask for support at the time?
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66
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68
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70
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71
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72 Quaker Ethos:
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73 Do you think the Quaker ethos is nurtured in your work and your workplace?
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74
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75
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76
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77
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81
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83 Working relationships:
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84 How would you describe the relationships you have built with your colleagues and users of the building?
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85
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86
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87
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88
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89 How do you see your role within the team now and how would you like it to grow?
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92
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97 Work environment:
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98 What do you like or dislike about your work environment?
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105 Do you have any suggestions for improving it?
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109
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110 Management/ supervision (if applicable):
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111 How effective is your supervision of the staff for which you are responsible?
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113
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114
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115
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116 Are any changes in approach desirable?
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123 Training and development needs:
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124 What training have you undergone during the year?
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130 Are there any training opportunities you would like to pursue? Or any skills you would like to develop?
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137 Overall:
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138 If you could change anything about your role or the way the team operates, what would it be?
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151 ACTIONS AGREED (including who and when)
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