Ask to meet with your leadership are human resource sometimes the supervisors can be intimidated buy little things that you say misunderstandings can take place so if you are speaking with them be careful what you say and how you say it but I'm sure it can be worked out speak with them and all of you come to a meeting of the Mind good luck

Fubd another job there going to get you outta there they will get enough lil b.s. that it adds up then the the axe

Letter should be respectfully to the ceo and coo. This will normally put you back in her good graces.

Fixing that situation? You could try the following, acknowlage to her for going over her head it was wrong (you had the companies best interest in mind and didnt think) apoligize , write a letter to be delivered by her she reviews for the act being inappropiate since you neglected bringing it up to your manager prior to the meeting for her to fix the problems. Give her a written letter asking for fogiveness and acknowlage that any further discrepensies will be brought through the chain of command ending with her.

No matter the situation you should never publically criticise. If you had suggestions you could have met with the appropriate people in a non public setting and presented your observations and suggestions. The manner in which you presented these issues embarrassed people in front of peers and upper management. I understand your passion however you always need to practice restraint. Put yourself in their place and you might understand. I made the same mistake years ago and was forced out of my job. Looking back I realized I should have done things differently. Just work your job to the best of your ability. If they do have an agenda there will be little you can do. Start looking elsewhere so you have a backup plan.

Looking for reasons to fire me

"Now I feel like there is a telescope on everything I do and my job is picking on me and trying to find a reason to fire me because of the Executive Director is mad that I expressed my opinion about the department that she is the head of " ~Alexandra Blair

Well tell her this:

Well maybe I should have voiced my opinion differently but I think a better approach to the situation would have been to figure out why I feel this way and change my perception of you not go do everything in your power to act exactly how I said management acts and prove me right. And regardless if I was wrong or not it is still never ok to let personal feelings effect the way you operate on a business level.

Lord God knows what's needed that's why I hope and pray in the word of God

Hello Alexandra, Step outside the box for a moment and imagine how you would feel if you hand picked someone for a promotion and that person sat down with you and your bosses then proceeded to tell your bosses what a piss poor job you were doing. I know this was not your intention but this is exactly what you did. You basically told your CEO and COO that the person who just got you a promotion, didn't know how to run a department. Now, what if that CEO and COO start questioning your directors ability to promote people? What if they start thinking that she does not have good judgement when it comes to picking people to be promoted? What if they tell her to take the promotion away? What if she has a time limit to get you up to speed so she can show them that you were the right person for the job? I know you were pointing out the flaws in your old department because you want to show the executives that you were a leader but you really went about it the wrong way. I hear people all the time criticizing their manager. They often think they can do way better but they do not ever think about the restraints a manager has. Most people think that there is just unlimited funds to do whatever your heart pleases. Drop a 500 dollar item and break it, no problem just run out and buy a new one. Need more employees? No problem just hire 20 more. Little Suzy is struggling to make ends meet, no problem give her 10 dollars more an hour. Heck let's just pay all her bills for a year. Department isn't running very well, we can fix that. Let's send all the people in that department on vacation for a month and we will remodle while they are gone and give all new desks and computers for everyone. When they get back we will inform them that they only have to work part time but they all get full time wages with raises for everyone. These are overexagerations but I have heard some crazy shit from employees over the years. When I ask them, who will pay for all their suggestions, I get a blank stare followed by "I don't know". Your job is to make your director look good in front of her boss, not throw her under the bus. If you make her boss doubt in her abilities, her boss will doubt in ALL her decisions including your promotion and possibly your job. Remember, all states are now considered "AT WILL" employment. This means they do not even have to have a reason to terminate you. They can simply say "your services are no longer needed at this company". There is nothing illegal about it and nothing you would be able to do. If they are indeed looking for and documenting things, that typically means, they don't want you to have unemployment either. You asked for advice but the best advice is, learn from this. Don't make this mistake again. I know someone going to chime in soon with loser battle cry "get a lawyer" or the other one " document everything so you can be ready for wrongful termination". But I have been to court a few times over this and it never works out the way the employee thinks it should. The deal is, in an AT WILL state, unless you fire someone for some kind of discrimination, there really isn't wrongful termination anymore. For example, I had two people working for me who became friends and then, they had a falling out on their own time over one weekend. Next thing you know, they were bickering with each other at work. It escalated and they began getting other employees involved and forming their little groups. One day one of them came into my office talking about the other person. I calmly said, go get the other person and both of you come back. I informed them, I was not there to be their baby sitter, I hired adults and expected them to act as such. I also informed them that their little arguments stop NOW! I was paying them to work, not act like children in school. A week later they were still at it and I called them both in and terminated both of them. They were so upset that I had not warned them. I said, " what do you think that meeting the three of us had last week was"? Well they both took me and the business to court. What they didn't know is all the other employees were more fed up than I was. All the other employees wrote letters about how those two had disrupted the work place so bad that they we're glad I terminated them. The judge dropped the case and their unemployment was denied. I often giggle as I think about how much that attorney cost them.

Look for another job before they fire u. Once they make up their minds then they will get u! Or put in a formal complain with your HR or with the Dept. Of Labor that u r working in a hostile environment.