Church news: Hapless Wells scraps its shortlist
NewsThe chaos at Wells Cathedral just got a whole lot more hapless.
A statement was read to the congregation this morning announcing that auditions for the post of Director of Music had been called off and the present acting Director, Alexander Hamilton, would continue in post for another year.
Such is the state of intrigue in Cathedral Close that Hamilton was left off the shortlist for the job he accomplishes with grace. An uproar from his supporters, reported by slippedisc.com, has now caused the intriguers to back down, for the moment. If it wasn’t a sacred place, this could pass as stand-up comedy.
UPDATE: Here is the word made flesh:
Re: Director of Music Post
Thank you for your patience since you were advised you had been shortlisted for the post of Director of Music here at Wells Cathedral.
I am writing to let you know that following further intense conversations Chapter has decided not to proceed with the interview process, due to take place on Thursday 27th April 2023. We have done so in the light of wider discussions within the cathedral community following Bishop Michael’s sharing of the findings from the recent visitation in January 2023. Chapter has concluded that proceeding with the appointment of a new Director of Music at this point would be neither appropriate nor helpful within this wider context.
We have further decided not to proceed with the appointment of a new Director of Music until next year. We recognise that this will be disappointing, even difficult for you, but in coming to this mind we are conscious both of the needs of the Cathedral and of all the individuals involved. In due course we will ensure you are made aware when we readvertise the post, at which point you may choose to reapply if you so wish.
Please accept our sincere apologies for any disturbance, inconvenience or upset that this decision may cause you.
Yours sincerely
Anne
Anne Gell,
Acting Dean of Wells
Well there’s a million things he hasn’t done, but just you wait….
Such as?
Sorry you missed my oblique reference.
I wish this A.Ham the very best. May he always be in The Room Where it Happens.
https://www.youtube.com/watch?v=dCW38mWg8ww
There’s always a big difference between just about keeping things going, and actually doing the job, as I’ve witnessed for a prolonged period elsewhere. Thankfully sense was seen by all parties.
The point is he is doing a great deal more than ‘just about keeping things going’! His ‘crime’ is being young and therefore not as experienced as some. Reminds me of criticism of Mozart!
Chaos at Wakefield too!
If you want something cocked-up with internecine incompetence – just give it to the good old C of E. Some of these holy locations are seething pits of snakes and unhappiness – all in the name of God.
I cannot comment on the details of this particular situation, but I think it must be said that an internal candidate is *not* entitled to be shortlisted, even if he/she does an excellent job. Of course, it will be a disappointment for an internal candidate not to be shortlisted, but shortlisting must be done on merit without fear or favour, not on past service (except insofar as past service is relevant to evaluating merit). It may be the case that the process of evaluating merit is in some way flawed (and it may be that an internal candidate or his/her colleagues may be right to feel he/she is unrecognised or unappreciated); however, the open letter’s claim that failure to shortlist an internal candidate “is highly inconsistent with usual practice in any setting” is complete nonsense.
But if you’re doing the job, doing it very well and liked, then that should count as a first interview done and dusted, but then compete with the rest. If not, then the person can be eliminated if not wanted, but then they’re likely to lose the assistant as a result. All so badly put together. I never cease to be amazed as a church-goer and a professional musician as to what goes on in cathedrals particular in the name of God and how musicians can be so badly treated by clergy. Wakefield apparently about to erupt next.
It is perfectly possible to do a job “very well” on an acting or temporary basis yet still be uncompetitive when applying for the same job as a permanent position. The prospect of a permanent title with job security often attracts high-quality candidates who would not apply to undertake the same job on a temporary or ad-hoc basis (this is particularly the case where the job is not in a big city).
Of course, it is also possible for recruitment panels to overlook local or internal candidates and think “the grass is greener…”.
Preparing for a job interview, especially for a position of senior rank, is an involved and time-consuming process for all parties. On that basis, I would argue that it is unprofessional and unethical to interview a candidate who has absolutely no prospect of being appointed (that said, recruitment panels should keep in mind that the best candidate is not necessarily the one with the most impressive CV, and that the purpose of an interview or audition process is to gather more direct evidence of each shortlisted candidate’s capability in a systematic way).
I believe you are missing the point. The objection was that the acting DoM was not given the chance to compete against other candidates. Had that happened and a stronger candidate emerged there would have been no grounds for complaint. It shows a lack of sensitivity and common sense which is shown by the Precentor of this great cathedral on numerous occasions
https://www.churchtimes.co.uk/articles/2019/13-september/news/world/appointment-of-next-dean-of-st-george-s-cathedral-perth-put-on-hold-over-historical-facebook-posts
Unless you are alleging that the acting DoM had been banned from applying for the permanent post, then your claim that he was “not given the chance to compete against other candidates” is false, unless you define “chance to compete” as including an invitation to interview/audition? In which case, it would be necessary, in the interests of fairness, to shortlist anybody whose application is at least as competitive as the acting DoM, regardless of how big the shortlist becomes…
Whilst I have some sympathy to the idea that *all* potentially suitable candidates should be interviewed/auditioned thoroughly (to ensure that a potentially brilliant candidate whose CV seems lacklustre to the recruitment panel gets a chance to shine), it is not a very practical policy from the perspective of the employer, since it would require a lot of time and resources. Moreover, it is somewhat unethical to waste the time and money (even if the employer pays travel expenses, the candidate may incur financial loss in forgoing the offer of another paid engagement to make the interview/audition date) of candidates who, whilst they may meet the “essential criteria”, are just not competitive.
SVM – you speak with great authority on matters of candidate selection. But, why should anyone believe you? There are no credentials presented backing up your argument.
Why exempt a “sacred place” (whatever that is) from qualifying as hilarious, slapstick and comically inept?
This epitomises the C of E. Remember the Sheffield Cathedral choir fiasco and the Llandaff Cathedral choir disaster? I understand Blackburn is next….. (maybe after Wakefield)
The CofE is a joke and is sadly full of toxic and petty clergy – and others – who are not in it for the right reasons. Some of the places mentioned above are superb examples of this.
Of course, Llandaff, which isn’t part of the Church of England, is now flourishing, chorally. A stunning appointment has been made in Sheffield, with a clear and exciting vision for the choral future. Blackburn has made recent visionary appointments, and the Choir Church project across much of the Diocese says much for the future direction, there.
With reference to the update above: the letter/email to candidates shows a staggering lack of competence and integrity on the part of the Wells authorities. The job was advertised well after the findings of the Bishop’s visitation. Could “Chapter” not have come to the conclusions that they reportedly have *before* embarking on this failed recruitment process? What a load of baloney. Such spin is symptomatic of an organisation in crisis.
It is indeed ‘baloney’ and no sensible person is fooled by it! The truth is the recruitment process was bungled and rather than admit it they are looking for a explanation. What happened to honesty?
The mind boggles…it just boggles
As usual, a Dean & Chapter, albeit during an interregnum, showing it has no ‘cojones’ when it comes to firm and effective decision making. What a mess. The Established Church is crumbling around its own ankles. It won’t be long before Wells Cathedral becomes a themed circus – they’ve already got the troupe of clowns in place.
I’m sure it will be worth the wait – since the Cof E is a permanent test of patience ( and funding) for all involved in its ‘Ark’. Furthermore the eventual resulting CD of the new director will be among the rewards for all who have waited.