Anyone that works, or has worked at the Mineral County School District probably almost immediately noticed the bizarre hours of Hope Blinco. Never had I worked somewhere that the Human Resource Department was conveniently allowed to set their hours in such an avoidance manner. Hope Blinco enjoys the benefit of being there hours before the staff and then gone before anyone can access services.
As if it isn’t enough that her hours are intentionally misaligned, she takes it a step further and leaves even earlier twice a week. Twice a week instead of 3:30, she leaves at 3, solidifying a win against doing her job. The unfortunate part is she completely lacks supervision during her workday.
I would encourage all staff to email her questions between 6:00 and 6:30am. You will quickly find the first hour she is there, she isn’t working at all. I have dozens and dozens of examples of such behavior. She clocks in and then vanishes until people start arriving in the building. I can only imagine she is doing work on her household business instead of school district work.
I became well aware of her work habits when I was working at home due the mold farm that she seems to cultivate in her spare time in the district office. She would suspiciously email me almost exactly at my start time to see if I would respond or not. That immediately got me wondering why would someone be worried about what I was doing unless she was as always being unethical.
If you show up unannounced before about 7:00am, you catch Hope Blinco off guard and it is immediately obviously she was not working at all. She randomly shuffles papers and usually will log into Infinite Visions. The fact doing work, but not even in the computer system, should be a huge red flag, but both Andre Ponder and the previous Superintendent feel that enjoying a free hour a day is appropriate.
There is a “screaming” need for the HR, Grants & Payroll operation to be absolutely flushed out and completely re-staffed.
Hopefully, with the right interim Supt, there might be a prompt, profound and affected shake up of these divisions. This could be accomplished by:
1) A coaching meeting in which the job(s) expectations would be reviewed with affected staff.
2) A timeframe for the above needed changes would be established and agreed to.
3) A service industry customer feedback program would be created by which the above affected would be evaluated. This system should be made part of the performance evaluation process for the appropriate affected individuals. These modifications should published regularly in media and online.
The results would be posted bi-weekly.
4) The Board should regularly review these assessment instruments.
Let me know if I can assist you,
Doc