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The
victor belongs to the spoils.
--F.
Scott Fitzgerald
Clitheroe's success rates are
poor, in part, because Directors hire only certain types of
people. Clitheroe employees are not selected for their abilities.
There is very strong evidence that applicants are screened primarily
for loyalty rather than qualifications. Still, turnover at
Clitheroe is astronomical.
It's hard to manage employees whose attitudes differ from yours.
Salvation Army Clitheroe has legendary staffing problems. The problems
are not caused by lack of applicants (there are plenty) or pay /
benefits (which are excellent). The problem is finding people who will
be loyal to Directors.
Many Salvation Army jobs go to financial donors, or family and
friends of higher level Salvation Army staff. That type of
employee is usually very loyal, and the practice is common everywhere.
At Clitheroe it went to the extreme.
More than 80% of Clitheroe's budget comes from state
and federal government. Like many of the acts cited on the website, if any other organization were using
tax money this way, there would be an investigation.
One hire was made strictly to influence a powerful Anchorage agency's funding
decisions. The details are
known to many Salvation Army employees. example 2
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