As an initial matter, there are individuals serving in managerial positions that have no to little managerial experience or skills. This not only impacts the effectiveness of such managers, vis-à-vis their own work, but it impacts the effectiveness, working conditions, and morale of those working with them. For example, at least two senior managers tend to micro-manage, which not only takes away from their own responsibilities, but undermines their subordinates. Ultimately, the entire department suffers, which affects the entire organization. In addition, several key managers appear to prefer qualities in candidates that are unrelated or indirectly related to the position at hand or that will add little value to the organization as a whole. For example, the head of the Harlem office has admitted that she likes hiring and/or promoting interns, despite the fact that many of these individuals have no to little experience outside the Foundation and the fact that this office is located in a city with vast talent pool. Such an approach does not allow the Foundation to identify or ferret out the best talent, it promotes inconsistencies in hiring, and it could have a discriminatory impact on certain groups in hiring and promotion.