CEO Performance Evaluation

Purpose

The performance evaluation of the CEO shall be conducted on an annual basis. This process facilitates bilateral communication between the FFPL Board and the CEO, and ensures that the FFPL Board’s priorities are being achieved. It ensures continued development of the CEO to more effectively perform their role. It is tied to strategic planning, job description, annual work plans and FFPL Board objectives.

Evaluation Process

The evaluation process evaluates strengths and accomplishments in five general areas:

1. Organizational Development
2. Strategic Vision and Planning
3. Human Resources Management
4. Interpersonal Skills and Leadership
5. Library and Board Relations

Fundamental Principles

There are three fundamental principles:

1. Collaboration
2. Confidentiality
3. Objectivity

Performance Review Committee

1. The Performance Evaluation shall be undertaken by a Performance Review Committee composed of the Chair and the Vice-Chair.
2. The Performance Review Committee will seek input from the full FFPL Board through the use of the Performance Evaluation - CEO form. The CEO will also fill out the Performance Evaluation - CEO form.
3. A summary of the performance evaluation will be presented to the full FFPL Board.
4. Copies of the performance review will be kept on file by the FFPL Board for 5 years.

Procedure

1. By May 1^st, the CEO will provide the following documents to all FFPL Board members:
   1. CEO Job Description
   2. CEO’s annual goals with objectives
   3. Applicable reports
   4. Performance Evaluation - CEO Form
2. By May 10^th, the CEO and each member of the FFPL Board will complete the Performance Evaluation - CEO form and give it to the Performance Review Committee.
3. The Performance Review Committee will review all data collected and prepare a document for presentation to the CEO.
4. By May 20th, the Performance Review Committee will meet with the CEO and discuss the results of the performance evaluation, determine the goals and action plan for the next period and identify any education or training that is needed.
5. The Performance Review Committee will write and present a summary report to the full FFPL Board at the May meeting of the FFPL Board.
6. At the June FFPL Board meeting, the FFPL Board will self-evaluate the procedure and recommend any changes necessary.
7. The Chair will write a letter to the Human Resources Manager informing him or her of the FFPL Board's decisions.