Staff Performance Review Policy: Difference between revisions
→Policy Statement
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*The HR committee synthesizes the data into a report to be delivered to the ED. It may include individual or minority opinions that the ED should be aware of, but it must present the ED with a clear, coherent picture of the board's expectations going forward. | *The HR committee synthesizes the data into a report to be delivered to the ED. It may include individual or minority opinions that the ED should be aware of, but it must present the ED with a clear, coherent picture of the board's expectations going forward. | ||
*The report must be approved by the board. Board members may | *The report must be approved by the board. Board members may view raw feedback forms, but these must remain confidential. Since feedback likely cannot be truly anonymized, the ED may not access the raw feedback, but they may expect that the review they receive incorporates the full range of feedback with detail and balance. | ||
*The ED may give an in-person or written response to the evaluation. This is a good time to make concrete plans for professional development, and to ask about the ED's long-term plans for staying with EBC. It may also be an opportunity to start setting goals for personal and organizational performance, to be continued at the next board retreat. | *The ED may give an in-person or written response to the evaluation. This is a good time to make concrete plans for professional development, and to ask about the ED's long-term plans for staying with EBC. It may also be an opportunity to start setting goals for personal and organizational performance, to be continued at the next board retreat. | ||
*How/when to review compensation? | *How/when to review compensation? | ||
== Purpose of the policy == | == Purpose of the policy == | ||