What is CPC’s New Staff Structure?

CPC Organizational Structure

Download the CPC Organizational Structure Diagram

How does CPC’s new staff structure work on the inside?

• We use collective decision making and accountability. Decisions about daily work, new work, conflicts, routine accountability, and general management issues are made collectively by staff at regular meetings. These decisions are documented and acted upon, as appropriate. Accountability around work issues, disciplinary issues, and legal issues is handled by detailed policies and procedures using a combination of collective staff decision-making and board decision-making.
• We use a rotating Coordinator position. The Coordinator (a position that rotates every two years) keep his / her eyes on the whole organizational picture, acts as board liaison, is a first point of contact, oversees grievance procedures, and has authority to sign legal documents (e.g., grant contracts).
• We use areas of work and point people. CPC’s overall work is organized into “areas of work” (e.g., grassroots fundraising, newsletter publication, multilingual work, grantwriting). Each area of work has a point person who is in charge of seeing that the work in that area is carried out. The point person develops a work plan, which reflects CPC’s strategic plan, and lays out the work for that area. Each point person is accountable for the completion of that work plan for their areas of work.
• We use point people for community groups. There is also a point person for each of CPC’s grassroots partners. This person is assigned to oversee the work of supporting the community group, and is held accountable for that work.
• We no longer have an Executive Director. The work of a conventional nonprofit Executive Director is replaced by collective decision making policies and procedures, collective accountability policies and procedures, and the rotating Coordinator position.

How does it work for the outside?

• All staff are doors to our organizational house. Anyone can approach any CPC staff member with a question or concern about CPC. Staff will either send you to the appropriate point person (you get sent to the “expert” in that area of work) or take your question or concern to the collective group.
• Go to the Coordinator, if you don’t know which door to use. The Coordinator will direct the inquiry to the appropriate point person or else bring the inquiry to the collective group.
• Don’t worry, we’re thoughtful and organized and believe in what we are doing! We know this is different, but we feel a deep passion for creating a structure that truly brings about shared decision making, shared control, and shared power. We may hit some bumps as we make this road together, but CPC staff and board are being careful and responsible about this new way of working together.

Why has CPC Created a New Staff Structure?

Why did CPC decide to create a different structure?

• It has evolved organically over six years. We developed this structure slowly over CPC’s life, and now we are articulating and institutionalizing what we have been doing the past couple of years.
• It is effective. All staff see the organizational big picture and we all share in pieces of the work.
• It is fair and just. All staff have an equal voice in decision making (equal authority and responsibility), which ensures participation and the use of each person’s unique gifts. All staff are paid using the same pay scale – all staff start at the same level and move up in the same increments.
• It is sustainable. When a staff member is gone (either short-term or long-term) or leaves CPC, there is not a big hole that needs to be filled. Also, no one bears the brunt of any one task.
• It is natural and real. People have historically used less hierarchical ways to organize themselves. It is a way to share responsibility, work, and power. And it keeps us energized!