Frustratingly Little Opportunity for Advancement - Associate Director College Board Employee Review

College Board leadership seems to have a poor understanding of the labor market, specifically the detestable “market rates” for salary. While a not-for-profit, the organization apparently limits itself to similarly large non-profits to determine compensation, even though talent is leaving for very different types of firms and organizations. Leadership should reconsider, that is broaden, its basket of comparable organizations to retain talent in the current market. Additionally, the idea that successful, high-performing individuals must “wait their turn” for promotion is frustrating and severely diminishes the talent experience. Though direct-managers' hands are often tied by anachronistic HR practices, like a queueing system within teams for promotions — i.e., regardless of growth or impact one cannot advance ahead of others on their team who have “waited their turn." This runs orthogonal to stated goals about advancement. Advancement should be predicated on impact, not tenure of service. This fact played a substantial role in me leaving the organization, in addition to the depressed pay for the value I brought (including in-demand technical skills).