Hi Hans Petter,

> Thanks for your feedback and for expressing your concerns.
>
> It is always sad to see colleagues leave, but it creates new growth opportunities for staff.
>
> I am proud to say I have a very strong leadership team with seven people reporting to me. When I started three years ago, it was only three. Half of them have been with the organisation for a long time, so we have a good mix between experience and new perspectives.
>
> You can find the team at
> https://www.ripe.net/about-us/staff/structure
>
> In addition to the leadership team, we have an amazing group of managers. We also have a career path for specialists, which makes it possible to grow in the organisation while focusing on a speciality rather than management. Ultimately, work is not done by managers or specialists but by staff in general.
>
> When it comes to the future of the RIPE NCC, please have a look at the RIPE NCC Strategy for 2022-2026:
> https://ftp.ripe.net/ripe/docs/ripe-774.pdf
>
> We also make an activity plan and budget each year. This will be discussed at the upcoming General Meeting in November. The organisational structure and staffing follow from the Activity Plan and Budget, taking the skills available into account. While I do not plan any big changes in the organisational structure, there may be adjustments as we move forward.
>
> We have reported on staff turnover in the Annual Reports for 2021 and 2022. It has increased from 9.91% to 11.65%. With around 10% turnover, staff members, on average, stay with the organisation for 10 years.

Thank you for the update!
Sander


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Hi Hans Petter,

> Thanks for your feedback and for expressing your concerns.
>
> It is always sad to see colleagues leave, but it creates new growth opportunities for staff.
>
> I am proud to say I have a very strong leadership team with seven people reporting to me. When I started three years ago, it was only three. Half of them have been with the organisation for a long time, so we have a good mix between experience and new perspectives.
>
> You can find the team at
> https://www.ripe.net/about-us/staff/structure
>
> In addition to the leadership team, we have an amazing group of managers. We also have a career path for specialists, which makes it possible to grow in the organisation while focusing on a speciality rather than management. Ultimately, work is not done by managers or specialists but by staff in general.
>
> When it comes to the future of the RIPE NCC, please have a look at the RIPE NCC Strategy for 2022-2026:
> https://ftp.ripe.net/ripe/docs/ripe-774.pdf
>
> We also make an activity plan and budget each year. This will be discussed at the upcoming General Meeting in November. The organisational structure and staffing follow from the Activity Plan and Budget, taking the skills available into account. While I do not plan any big changes in the organisational structure, there may be adjustments as we move forward.
>
> We have reported on staff turnover in the Annual Reports for 2021 and 2022. It has increased from 9.91% to 11.65%. With around 10% turnover, staff members, on average, stay with the organisation for 10 years.

Thank you for the update!
Sander


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members-discuss mailing list
members-discuss@ripe.net
https://lists.ripe.net/mailman/listinfo/members-discuss
Unsubscribe: https://lists.ripe.net/mailman/options/members-discuss/office%40tassero.de