Thank you, Linda!

The Museum’s response does not change the fact that the position of the person who was laid off has been reposted on the Coyote Point Museum website (see http://www.coyoteptmuseum.org for the job announcement), and that the restructured model shows a devaluation in the quality of education that is being pursued at the Museum. The new structure indicates that the new staff members are also not valued enough to warrant decent pay or benefits, which all working individuals need when seeking employment in a region with a high cost of living.

I loved working at the museum; the interaction with the school groups and visitors, as well as the myriad volunteers and staffers, had been a vital part of my career. I hope to see the Museum thrive with not only the best of intentions, but by following the right path.

Here is the email letter that was sent:

Subject: What I’d like to see at CPM as a former staff member:

a) Staff appreciation and retention through adequate pay and benefits
(with reasonable pay raises and cost of living adjustments), respect,
fair hiring and retention practices, and mechanism of input/
accountability for directors/administrators by their staff
b) Full transparency of objectives on the part of administrators/
directors/board members
c) Commitment to educational goals of equity, fairness, personal and
community accountability/justice, ecological awareness and academic
rigor while having programs that are experiential, engaging and fun
d) Become community leaders in green initiatives, and a resource for
community members – remembering Museum’s mission of being “a learning
center that inspires each of us to make a lifelong commitment to act
responsibly in caring for the earth” (from http://www.coyoteptmuseum.org)
e) Commitment to diversity based on race/ethnicity/class/gender/
sexual orientation/ability in recruiting members of the advisory
panel, board of directors and staff (especially in administrative and
education positions); not enough people of color in key positions,
and commitment to diversity not emphasized in job announcement
portion of website
f) Accountability to the needs of the community – with board members
consisting not only of big $ donors, but of actual community members
(both youth and their guardians) who go to the museum
g) Commitment to cultural, linguistic and religious competency to
reflect the diverse needs of the community in signage, programming,
and holiday events
h) Accessibility to diverse socioeconomic groups through outreach and
scholarship opportunities

A responsible community-based environmental education organization of
the 21st century, especially in the Bay Area, must prioritize the
above in order to thrive and function. I would love to hear back
about what the Coyote Point Museum is doing to address these issues.
If you need input on how the Museum can work toward these goals, many
of us who are currently and formerly involved with the Museum (both
staff and visitors) have a lot to offer.

Thank you. i hope that the museum is on the right path; it still
holds a special place in my heart.

Sincerely,

Reiko Ando
Former Educator, Coyote Point Museum for Environmental Education
(2002-2005)