In an email sent out on Sunday, August 1, 2021, the Hot Springs Village Property Owners’ Association Interim General Manager notifies the community about the resignation of Stephanie Heffer, Director of Programs and Operations. Ms. Heffer will be sorely missed and we wish her well in her new endeavor.
Interim General Manager Brief – August 1, 2021
KEY STAFFER SUBMITS RESIGNATION
On July 30, HSVPOA Programs & Operations Director Stephanie Heffer submitted her resignation, effective September 3. After more than 30 years of dedicated employment, staying the course through good times and bad, Stephanie will be taking her leadership skills and business expertise to Arvest Bank. Noted Joanie Corry, Board Chair, “Residents have no idea what the loss of this particular employee means to the Village overall.” One of the reasons Stephanie cited for her decision to pursue the new opportunity was a better salary.
The loss of any employee is difficult, particularly when that person has dedicated an extensive amount of their career to Hot Springs Village and exhibits all the qualities of a strong and competent leader. It does point out, however, that the current economic situation makes it essential for our employees to be paid in accordance with their market value. This is determined by the marketplace, not by what we as Villagers think someone should make, especially when our frame of reference is from the time when we were working.
The loss of this strong leader and outstanding manager is a lesson that there are others who are willing to step up and pay for the experience, skills, and abilities of POA staffers like Stephanie. As the Village moves forward, unless we are willing to pay market value, we will be unable to obtain and retain talent regardless of how long they have been a part of our Village family.
| Respectfully, John Paul, Interim General Manager August 1, 2021 |
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Michael Lane
08/01/2021 — 2:32 pm
I wonder what a 30 year plus pension is worth?
Tom Blakeman
08/01/2021 — 4:33 pm
You will never know. That’s a POA secret nobody will reveal. But know this: POA fringe benefits are significant and comprise a very hefty part of total compensation.
That’s not to say Ms Hefner did not earn or is not entitled to whatever her pension may be. She surely is.
However the idea that HSVPOA has not been adequately compensating its managerial staff over the years is simply not true. Just look back at Twiggs and Nalley.
Walter Chance
08/01/2021 — 4:43 pm
I’m not buying she left for more pay, nor do I think she was paid too little. She did not have any business experience prior to this position and has been a part of creating the red blob as it is now called. Will be interesting to see other people’s comments.
Kirk Denger
08/01/2021 — 11:35 pm
Gone a year to 30 years late, should have left with the CMP. The Placemaker had no place and drained the POA finances with subjective opinions. Arvest has no idea what they are in for.
Mark Oliver
08/02/2021 — 8:36 am
So what is the POA definition of market value for her position? Despite the condescending comment regarding member’s ability to comprehend market value, I believe my wife and I have a reasonable understanding of realistic compensation. My wife is still employed by a large Arkansas corporation and I left the workforce last year. In my opinion, several POA salaries have ranged from highly inflated to completely ridiculous. Pay should be commensurate with education, experience, responsibilities, performance and local market values. This letter sure sounds like another sales pitch for increasing assessments.
David L. Henderson
08/02/2021 — 5:41 pm
IMHO the discussion should not be about the fair market value for this position, but whether or not it should even exist!
Since the FRATF committed to examining operating cost reductions, it should begin by taking a serious look at the POA’s organizational chart. Since Departments compete with each other for funding, the more departments you have, the more heated the competition for funding pet projects becomes. So, the fewer the better!
Department Heads should be the first filter to eliminate the “would be nice to have” funding requests, and a strong GM should be the second.
Further, every substantial spending item which goes to the BOD should be accompanied by an objective ROI analysis, not just comparisons to what others have done.
Lastly, if you are serious about personnel cost containment, you look to eliminating positions at this level – not “throwers” on the back of our sanitation trucks.
Lloyd Sherman
08/02/2021 — 8:11 pm
Your comments are not falling on deaf ears when it comes to a few of us. We have way too many departments along with way too many manager types. We need to switch from a hierarchical structure to a functional structure. I have yet to see in the time I have been here a salary survey that was comprehensive and aligned with our job descriptions. Nor have I seen a true and complete ROI or solid rationale for many of the projects that have been undertaken.
Mrs. Katherine Miller
08/02/2021 — 5:46 pm
Well, I am not sure if it was very neighborly for Arvest to harvest our upper level employee as she had been happy to work for the village at whatever salary for so many decades! Will someone let her know that we hope she will kindly help our community again by persuading Arvest to acquire and run the existing former bank on Ponderosa near the Coronado Center (with the various sized safety deposit boxes!) if we make it worth their while?
Dan Stewart
08/03/2021 — 2:28 pm
Appears like JP is trying to shame us. Not paying our employees enough?
A quote from Gertrude Stein is appropriate…….
Money is always there but the pockets change.
Perhaps instead of looking to shame one, take a look at the POA organization chart, we just might be top heavy in personnel and salaries that go with departments or people we do not need. There is or should be an ROI for these positions. We have enough money to pay very competitive salaries when warranted. We can’t do it if we continue to pay for unjustified personnel and feel good endeavors.
Karen Bump
08/11/2021 — 1:30 pm
I do not think her position should be back filled, at least not until a new GM is on board and can determine what kind of structure they want under them and then justify it to the board. Ms. Heffer wore a lot of hats over the years, but I agree with someone else’s comments that compensation and position should be commenserate with education, experience in that particulare area of responsibility, leadership capability etc. Just because she knew a lot about the different areas of the POA does not mean she was qualified for a senior level position – or maybe she was. But there is merit to having worked for a few different organizations to become well-rounded in your thought process and decision making abilities. I wish her well at Arvest.