Re: [members-discuss] [ripe-list] Chris Buckridge Leaving the RIPE NCC
Hi Hans Petter, As I emailed you privately, I really appreciate this message! What worries me though is the amount of (senior) staff leaving the RIPE NCC. We have seen changed in the CIO and CFO positions over the last couple of years, the head of the training department has changed, the heads of registration services have changed. Some very influential people have left, many well liked by our community. All of this also means there is a lot of load on very few people in leadership positions. Could you give us some insight into how you see the future of the NCC in terms of organisation and staffing? Any useful insights on the current staffing churn compared to earlier years? Thanks! Sander
Hi Sander, 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. Kind Regards. Hans Petter Holen Managing Director RIPE NCC
On 29 Jun 2023, at 11:40, Sander Steffann <sander@steffann.nl> wrote:
Hi Hans Petter,
As I emailed you privately, I really appreciate this message!
What worries me though is the amount of (senior) staff leaving the RIPE NCC. We have seen changed in the CIO and CFO positions over the last couple of years, the head of the training department has changed, the heads of registration services have changed. Some very influential people have left, many well liked by our community.
All of this also means there is a lot of load on very few people in leadership positions. Could you give us some insight into how you see the future of the NCC in terms of organisation and staffing? Any useful insights on the current staffing churn compared to earlier years?
Thanks! Sander
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
Es gibt einen neuen Kommentar zu einem Ticket von Hans Petter Holen auf Tassero GmbH Helpdesk Kommentar hinzugefügt von: Sander Steffann Kommentar: <div>Hi Hans Petter,<br><br>> Thanks for your feedback and for expressing your concerns.<br>> <br>> It is always sad to see colleagues leave, but it creates new growth opportunities for staff.<br>> <br>> 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.<br>> <br>> You can find the team at<br>> <a href="https://www.ripe.net/about-us/staff/structure" rel="noreferrer">https://www.ripe.net/about-us/staff/structure</a> <br>> <br>> 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.<br>> <br>> When it comes to the future of the RIPE NCC, please have a look at the RIPE NCC Strategy for 2022-2026:<br>> <a href="https://ftp.ripe.net/ripe/docs/ripe-774.pdf" rel="noreferrer">https://ftp.ripe.net/ripe/docs/ripe-774.pdf</a> <br>> <br>> 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.<br>> <br>> 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.<br><br>Thank you for the update!<br>Sander<br><br><br>_______________________________________________<br>members-discuss mailing list<br>members-discuss@ripe.net<br><a href="https://lists.ripe.net/mailman/listinfo/members-discuss" rel="noreferrer">https://lists.ripe.net/mailman/listinfo/members-discuss</a><br>Unsubscribe: <a href="https://lists.ripe.net/mailman/options/members-discuss/office%40tassero.de" rel="noreferrer">https://lists.ripe.net/mailman/options/members-discuss/office%40tassero.de</a><br> </div> Beste Grüße, Ihr Tassero GmbH Team --------------------------------------- # English version: There is a new comment in the ticket submitted by Hans Petter Holen to Tassero GmbH Comment added by: Sander Steffann Comment Content: <div>Hi Hans Petter,<br><br>> Thanks for your feedback and for expressing your concerns.<br>> <br>> It is always sad to see colleagues leave, but it creates new growth opportunities for staff.<br>> <br>> 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.<br>> <br>> You can find the team at<br>> <a href="https://www.ripe.net/about-us/staff/structure" rel="noreferrer">https://www.ripe.net/about-us/staff/structure</a> <br>> <br>> 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.<br>> <br>> When it comes to the future of the RIPE NCC, please have a look at the RIPE NCC Strategy for 2022-2026:<br>> <a href="https://ftp.ripe.net/ripe/docs/ripe-774.pdf" rel="noreferrer">https://ftp.ripe.net/ripe/docs/ripe-774.pdf</a> <br>> <br>> 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.<br>> <br>> 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.<br><br>Thank you for the update!<br>Sander<br><br><br>_______________________________________________<br>members-discuss mailing list<br>members-discuss@ripe.net<br><a href="https://lists.ripe.net/mailman/listinfo/members-discuss" rel="noreferrer">https://lists.ripe.net/mailman/listinfo/members-discuss</a><br>Unsubscribe: <a href="https://lists.ripe.net/mailman/options/members-discuss/office%40tassero.de" rel="noreferrer">https://lists.ripe.net/mailman/options/members-discuss/office%40tassero.de</a><br> </div> Regards, Tassero GmbH Team --------------------------------------- Tassero GmbH Mies-van-der-Rohe Straße 8 80807 München Tel. : +49 (0) 89 – 545 583 26 E-Mail: office@tassero.com Registergericht: Amtsgericht München HRB 230669 UstId.: DE 310 271 391 Geschäftsführer: Heinrich Nako
participants (3)
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Hans Petter Holen -
Sander Steffann -
Tassero Support