Association
Self-Management
Comparing Yesterday to
Today
Lately there has been quite a bit of complaining about the results of Sun City Anthem's self-management experiment, but every once in a while you see it being defended by hearing this:
"It's
better than what we had with the previous management
company"
Really?
Perhaps we might want to rethink that statement in light of what's been going on lately.
Comparing the prior results of what was referred to as a mediocre system to another apparent mediocre system, doesn't seem to accomplish much other than...
Perhaps we might want to rethink that statement in light of what's been going on lately.
Comparing the prior results of what was referred to as a mediocre system to another apparent mediocre system, doesn't seem to accomplish much other than...
more mediocrity
Let's face facts...we have
problems...
...and those problems appear not to
revolve around the new system, but around the ones who
created it and subsequently their decision as to who should run
it.
Are we expecting too much of this new system?
You see...according to the "business rule book"...
Considering it's been a year and a half since we took this new route...
...in our opinion...it's about time we got the expertise we paid a fortune to get...
...because, if we don't get it soon...
...then the only alternative is to rid yourself of the problem.
First, by eliminating those who created it...
...in order that...
Secondly, they can find a reasonable person to run it.
This self-management idea has had more
bugs than a a wet pond has mosquitoes...and worst of all, it's being "guided" by amateurs, and "managed" by a woman who is grossly
overpaid...
...a combination that has created apathy and a lack of trust throughout those in the community who value the lifestyle achieved over the past 18 years.
Grossly
Overpaid
???
Just what does that mean?
We did some homework on Nevada incomes
and though we were unable to locate HOA General Manager
incomes, we did find a category that pretty much
describes the duties of our very own Sandy
Seddon.
"Operations
Manager"
According to "PayScale Human Capital",
that occupation job description is as follows:
"Operations managers oversee their
organization’s production of goods and/or services. They oversee various
departments, such as purchasing, warehousing, and manufacturing. They must make
sure that their company’s products meet or exceed clients’ or customers’
expectation.
They must make sure that their
company’s operations run smoothly and effectively.
They oversee
budgets.
Depending on the size of their
company, they may be involved in establishing sales and profit goals.
They must make sure that their
company conducts their business in a safe manner. They must comply with safety
and environmental rules and regulations.
They must have leadership,
managerial, and interpersonal skills.
They must have excellent oral and
written communication skills.
They must follow company's policies
and procedures.
They must conduct employee
performance reviews in a timely manner.
In addition to attending staff
meetings within the organization, they may have to meet with labor union
representatives, members of neighboring communities, and government officials.
They must continuously follow trends
in the market place related to their company’s products and/or services.
They must follow changes in
government rules and regulations related to labor issues, safety requirements,
and environment issues.
They must have a bachelor’s degree in management, business, finance, marketing or another relevant field.
They must have a bachelor’s degree in management, business, finance, marketing or another relevant field.
A master’s degree, especially an
MBA, is a plus.
They must have commensurate work
experience.
However, qualified employees within
a company may be promoted to become operations managers.
They may be required to mentor and
coach staff within their company.
They may be required to
travel."
We don't believe this description is
far from we expect from Mrs. Seddon; however, there
is one SUBSTANTIAL DIFFERENCE...
Income
In the state of Nevada, an Operations Manager earns an average of $61,177 per year.
Here's a breakdown of a Nevada salary
range for that occupation:
1. Salary
$38,983 to
$98,377
2. Bonus
$299.51 to
$15,086
3. Profit-Sharing
or 401(k) (employer contribution
$ 0 to $15,575
(There is also a category covering
"commission", however that would not apply to our association...I HOPE)
Adding those figures together, the
total income package (excluding group insurance benefits), then ranges from a
low of $54,857.51 to a high of $129,038.
Mrs. Seddon's current
income:
$260,000
plus a 2017 budgeted 2018 bonus
of $20,000
Now
let's look at the #2 person in command, the Community Association
Manager, Lori Martin.
Here's the general
description of a Community Association Manager according to "Payscale Human Capital":
"Community association managers are
responsible for ensuring that their clients are happy and that home values
remain high.
Their duties include overseeing
properties, attending board meetings, communicating with the board and
homeowners, and ensuring homeowners follow all community procedures.
They also review vendor contracts
and service bids, analyze and provide monthly financial reports to the board,
oversee the property budget, and monitor and enforce the terms of contracts,
billings, and collections.
Other tasks performed by the
community association manager include analyzing and approving invoices, as well
as ensuring high standards of property maintenance.
Community association managers are
generally employed by homeowners and community
associations.
Education requirements vary among
employers for community association manager positions. Some prefer a bachelor's
degree in business or a related field, while others may accept a lower level of
educational attainment.
Relevant licensing, as well as up to
five years of prior experience, may be required or preferred as well.
Community association managers also
must have strong organizational, communication, and management skills, as well
as the ability to understand and analyze financial reports and proficiency with
basic computer programs such as the Microsoft Office suite.
Community association managers normally work full time during regular business hours; however, they may sometimes need to work weekends or evenings, such as if they need to attend a board meeting.
Community association managers normally work full time during regular business hours; however, they may sometimes need to work weekends or evenings, such as if they need to attend a board meeting.
They are also sometimes required to
work overtime and travel to meet clients."
Referring back to "PayScale Human Capital",
here's a salary range for that occupation:
1. Salary
$34,148 to $70,517
2. Bonus
$0 to $5,886
3. Profit-Sharing or
401(k) employer contributions
$0 to $14,899
Adding those figures
together, the total income package (excluding group insurance benefits), then
ranges from a low of $34,148 to a high of $91,302.
But...we were actually able to
obtain averages for the 17 existing Nevada FIRST SERVICE FINANCIAL COMMUNITY
ASSOCIATION MANAGERS in Nevada, (our former management company) and here's what
we discovered:
1. Salary
$45,654
to $86,552
2. Bonus
$0 to $1,000
Adding those figures together, the total income package (excluding group insurance benefits), then ranges from a low of $45,654 to a high of $87,552.
Adding those figures together, the total income package (excluding group insurance benefits), then ranges from a low of $45,654 to a high of $87,552.
Lori Martin is paid
approximately $100,000 in SALARY PLUS
401(K).
So folks, to date, despite all the
former complaints about FSR, the bottom line to this new system is
that:
A. Complaints against General Manager decisions have
multiplied.
B. Salaries are higher than the previous management company.
C. Dues have increased 10%.
D. Biased reporting regarding Construction Default Lawsuit.
E. Biased reporting that favors a RESIDENT SUBSIDIZED future restaurant that includes ADDITIONAL dues increase.
F. Increased financial burden on association clubs shifting liability from association to individual club.
G. Increased costs to entertainers performing at Freedom Hall that substantially reduces their income, thus creating a disincentive to perform in Sun City Anthem.
H. Board has more control over an employee than an outside company.
B. Salaries are higher than the previous management company.
C. Dues have increased 10%.
D. Biased reporting regarding Construction Default Lawsuit.
E. Biased reporting that favors a RESIDENT SUBSIDIZED future restaurant that includes ADDITIONAL dues increase.
F. Increased financial burden on association clubs shifting liability from association to individual club.
G. Increased costs to entertainers performing at Freedom Hall that substantially reduces their income, thus creating a disincentive to perform in Sun City Anthem.
H. Board has more control over an employee than an outside company.
Not exactly a stellar record, much less
deserving of any bonus arrangement.
We reaped what we
sowed in electing the likes of the Rex
Weddles, Tom Nissens, Aletta Waterhouses, and Bob
Burchs, in allowing inexperienced and frivolous spending individuals to make
the initial and subsequent decisions, and now, the latest to cross over to the dark
side...
...Forrest Quinn, seems to be
just another puppet in the mix, going along in each and every way with them.
All of these individuals chose NOT to
curtail the activities of the General Manager that have had this unpopular and
costly result to the Sun City Anthem community.
Got a comment?
Send it to us at:
-
From Robin Mudell...to...Anthem Opinions
I am fairly new to the community.
I dropped my jaw when I saw what she earned.
I come from a western community of 60,000, Casper WY, and sat on the City council.
Our city manager earned $175,000 plus a vehicle and a housing allowance.
The city manager had oversight of police, fire, finance, planning, leisure services (events center, pools, parks, ski area, golf courses) and public services that included 500 employees.
In my opinion, Sun City Anthem is a scaled down city, bigger than most towns in WY!
To be paid more than any city manager in a western community of like size is ludicrous at best.
The other published salaries are also very much out of line.
Department heads in our community were in the $90-$100k range, but they supervised several divisions within their department and 75-100 employees.
Whether its tax money or homeowners association dues, the level of responsibility to utilize those funds in a responsible manner falls to the Board of Directors just as a city council is held accountable by the taxpayers and community as a whole. -
Hi Robin.
First of all, welcome to Sun City Anthem and Anthem Opinions, and I am especially impressed with your sitting on the Casper, Wyoming City Council.
As of December 31, 2015, the City of Henderson employed 2,424 people; and as of that date, the population was approximately 286,000.
The annual income of the City Manager: $186,000.
From all of us in Sun City Anthem, we have question for you?
Got any "gas" left in the "tank"?
Your past experience might be invaluable to a community who should desperately be looking for a Board member with actual leadership experience. -
From Rana Goodman...to...Anthem Opinions
- Would it surprise you to know that in the top 100 over 55 communities i the USA, Sun City Anthem is not listed?
-
- After all who wants to spend this kind of money to wake up and find themselves in a gulag?
- I wonder if this could have anything to do with a non-responsive board of directors and a non-resident friendly community management.?????
Exceptional research and editorial! OMG, salary comparisons are unreal.
The $250,000 salary PLUS $20,000 bonus, PLUS medical and other benefits to The SCA General Manager, in addition to salary, is absurd for Sandy's experience and what is being accomplished.
Does she have a specific job description and WHO monitors and evaluates Her performance?
This is NOT the City of Henderson, it is only Sun City Anthem with 7,144 homes!
The BOD is not listening to its new member who has an incredible resume and vast experiences.
Perhaps she is a threat, but Nona Tobin is being thrown to the back of the bus like they did to Jim Mayfield.
What a tremendous loss to the SCA Community and its residents.
Some things NEVER change and it's becoming more and more challenging to remain optimistic.
I cannot understand WHY the residents of SCA tolerate this and are NOT posting and forwarding their concerns and complaints to the GM AND every board member in a constant basis.
This us not the time to be apathetic, silence is not golden in this case, in my opinion.
Her, of course.
The Board allows her free reign at just about anything she chooses to do.
Thanks, once again, for telling it like it is.
We have never seen a comparison as to what we were paying the management company vs self management.
Things are just getting worse, and I really don't think there is anything that we can do about it.
Most people that live in Sun City just don't care. Look at how hard it was to get the home owners to fill out the age survey?
BTW, have you noticed the new sign that was installed for the "Activities" department?
It is a bright shade of green and matches absolutely nothing in the entire center.
Another example of people with their heads up their behinds.
Wonder how much this cost us?
All I seem to get are comments "she saved us $30,000", but of course, there are never any details.
I have also learned that under FSR, we had approximately 50 full-time employees and that currently the number is in the mid 80s.
Ergo...watch for an additional dues increase in 2018.
I am only a resident here three years, but if this is not working, how do we fix it?
The board would have to vote to go back to the old management company, but if our board is so ineffectual and she has an employment agreement then we the homeowners are stuck .
The way they are handling our entertainment is ridiculous.
No one is going to want to come here to entertain us, and if they keep raising the assessments, we will be putting a strain on our citizens with fixed incomes.
Any suggestions out there?
All of these individuals have been puppets to the Rex Weddle form of dictator management.
There is NO other alternative other than firing the entire incompetent bunch.
How long is the contract for Sandy Seddon,and what steps are necessary to cancel and fire her and her lackeys?
Fire her and you have to pay Unemployment Compensation, but reduce her income and if she decides to leave, then you are free and clear of any such payments.
The problem other than the income?
NO BACK-UP plan other what I would assume the existing Community Association Manager, Lori Martin, assuming her duties until a replacement is found.
I tried to bring up the back-up plan when the self-management idea was initially being discussed at a Board meeting, and was met with both silence and a look of bewilderment from each board member.
All I could do was shake my head and look at them with a stare that even they could understand...which essentially meant:
"Are You S _ _ _TING ME?"
The "geniuses" never thought of even considering one...and...to this very day, still have none in place.
What does that tell you about their ability to run a business ? It was textbook:
"People Don't Plan to Fail...They Fail to Plan".
You wonder why I do not attend many Board meetings? My opinion of them and most who attend:
"If ignorance is bliss, I must be sitting with a bunch of saints".
I have read many articles about the ridiculous salary paid to the SCA General Manager and her assistant, their mismanagement of our community activities, and the lack of direction given by the SCA Board.
So what/when can we do something about it besides wait for the next election and try to encourage residents to get involved and vote for more capable leaders with more common sense?
So much weight is put on hiring leaders with formal education, but maybe not enough consideration is given to those who have received their education from the "school of hard knocks" and who have been blessed with natural common sense!
I'm all for formal education and appropriate experience, but too many times I've seen highly educated individuals who don't have the reasoning ability to solve problems unless they can find the exact answers in a book. They don't have the ability to look at situations and find reasonable solutions by fitting the known pieces together like completing a complex puzzle!
Come on, fellow residents--let's get more involved in these important issues that affect our living conditions and expenses and start making a difference!
We can reason and complain about all the poor decisions made by our Board and their choice of a General Manager, but we need to do more than just talk and complain!
I beg you to get involved! Let's show the Board we're "mad as h__ __ __" and we're not going to take it any more!"
I've read numerous articles in SCA Opinions and observed the offer for responses to the articles, but I've not read any responses.
What gives?
How about printing the responses so we can see if others are as fed up with the (so called) leaders of our community or if we're jut going to keep on complaining and not backing up our complaints with action?
I want you and all others to know we publish EACH comment we receive...EXCEPT those that use improper language or are extremely derogatory toward others.
Believe me, we have had a number of individuals send us notes that my mother would have washed my mouth out with soap.
That has NEVER been acceptable, and NEVER WILL BE as long as we exist. Those will NOT appear on Anthem Opinions.
For a person to make such a comment in print for all to see is senseless and accomplishes NOTHING, and certainly is in no way entertaining as far as we are concerned, and stooping to such a level is something WE WILL NOT DO.
Our blog comment rules are there for all to examine, and are fully described in our "How to Subscribe" Information Page.
We always encourage our readers to comment and share their thoughts.
In fact we are the ONLY publication that publishes extensive articles written by residents and even Board members who have something to say that we feel Sun City Anthem residents should be made aware of...
...whether they agree with our opinions or not.
We are also very proud of the commentary we receive. If you compare Anthem Opinions commentary to others, in so many cases, not just opinions will be displayed, but also WHY they had those opinions.
But...to get to the crux of your comment, there is little we can do unless we have QUALIFIED BOARD MEMBERS who have RELEVANT KNOWLEDGE and COMPASSION for people in the decisions they make.
Educational level is important in making some sophisticated decisions, but "the road of hard knocks" and "experience is the mother of invention" are right up there, the perfect example of which was the NON-ELECTION of Forrest Fetherolf or Barry Goldstein in 2016.
I dare say there was not a person in Sun City Anthem more qualified to examine the true nature and remedies of the Liberty Center considering Forrest's extensive SUCCESSFUL career in building million dollar homes in southern California prior to his retirement, and Barry Goldstein's vast financial knowledge and background in insurance matters, opened many doors of examination.
Those who prevailed have since shuttered the openness and quality advice they could have provided.
Why?
Because the "people" chose to determine their leaders based on asking individuals who they should vote for, or recommended by a blogger whose successful life experiences couldn't fill a thimble, and whose 100% record of endorsements is considered a mark of success, when in fact, in almost each and every case, have brought hardship and financial losses year after year to our community.
Grammy, it's the election box or failure, and we all have to sadly accept that as fact.
What to do?
Talk to people who care, who want to make a difference, and can see thE wrongs that need righting, and will devote 2 years of their precious retirements lives to accomplish that goal.
Especially, talk to the newcomers to our community. Many fo us are now aging and, though I hate to admit it, "Ain't what we used to be". They are both OUR FUTURE and THEIRS.
If those individuals will step forward, we may succeed.
With them NOT doing so, our future is very dim.
I believe you should modify the Business Handbook to:
You get what you pay for-IF YOU ARE LUCKY!
In my opinion the board failed to recognize the difficulty to hire a competent manager (I am not commenting on the manager's competency).
Salary alone does not guarantee success.
If worse comes to worst and the manager resigns or is terminated, then the board will be at a real crossroads.
Maybe the time to start thinking about next steps is now.