Section 4. Evaluations and Reviews
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|This page is outdated but has no direct replacement|
This was a section of a previous version of the Employee Association Contract. It was removed there, presumably because senior managers were removed from the EA. The Executive Director Review Committee is now under Board of Directors Procedures. The "Regular Manager Review Process" part has no direct corollary in either replacement document, and this should probably be clarified.
1. Executive Director Review Process
- The job performance of the Executive Director shall be evaluated twice yearly (during Fall and Spring semesters) by a special Evaluation Committee which shall be elected by the Board of Directors, at the beginning of each semester.
- Procedure for the Executive Director Evaluation Committee:
- A meeting in closed session to determine the scope of the evaluation and the important areas to investigate.
- Hold a public session for comments and informal discussion for the General Membership. Written comments from Membership and Staff will also be considered by the Committee.
- Do a follow-up on the list of areas drawn up in step 1 along with the interviews and written comments in step 2.
- Hold the first closed session with the Executive Director, discussing concerns raised in the previous steps.
- Hold a closed session of the Evaluation Committee to discuss the role of the Executive Director.
- Hold the second closed session with the Executive Director.
- Hold a closed session of the Evaluation Committee to prepare the final report of the Committee. The final report shall include any minority opinions and the Executive Director’s response to the evaluation. Confidentiality of all interviewees and evaluations shall be maintained. The Executive Director Evaluation procedure shall be reviewed at this meeting.
- Responsibilities of the Chair
- The Chair shall present the procedure of the Evaluation Committee on the first consent calendar of the semester, to be passed by the Board.
- The Chair shall notify all Board Reps of any changes in the evaluation procedure during the course of the Executive Director’s evaluation.
- The Chair shall take minutes of all meeting of the Evaluation Committee.
- The Chair shall keep records of the evaluation to be placed in a confidential file. This is to maintain a history file of the Executive Director’s evaluations.
- The Chair, at the end of the evaluation, shall prepare two reports: a detailed, confidential file report of the evaluation to be distributed only to Board Reps, and a summary report to be distributed to the General Membership.
- The Chair can decrease the compensation of Committee Members for poor attendance at meetings and/or poor contribution to the Committee.
2. Regular Manager Review Process
- The job performance of the other Managers shall be evaluated twice yearly by the Executive Director in conjunction with the semesterly report. An employment history for each manager will be kept by the Executive Director after the manager’s review.
- The Executive Director shall present the manager reviews to the Cabinet. The Cabinet shall meet in executive session, and discuss the reviews with the Executive Director and with each manager. This discussion shall include the manager’s performance, the organization’s goals and progress towards achieving those goals, the manager’s goals and progress towards achieving her/his goals, Board/Manager relationships, and the BSC as a whole. The manager and the committee shall also discuss the manager’s goals for the next six month period. The Cabinet shall also review the written records of previous reviews.
- The Cabinet shall forward a summary of these discussions to the Board by the third to the last regularly scheduled Board meeting of each semester. The Cabinet’s report may include recommendations regarding salary alterations or bonuses.
- The Board of Directors shall consider providing to each manager a salary alteration at least every Spring semester based upon these evaluations. Raises larger than five (5) percent, but not to exceed ten (10) percent, shall be considered appropriate in truly exceptional cases, with the approval of the board of directors (only the exceptional part of a manager’s job performance shall be heard by the board of directors). Any raise(s) of more than five (5) percent in a calendar year shall be approved by the board of directors. In no case shall the raise for any manager exceed ten (10) percent in one calendar year. Under no circumstances shall a manager’s wage exceed forty one (41) percent above the starting wage for their position.
- In the event that the Board of Directors fails to consider providing to each manager a salary alteration of between 0 to 5 percent per year at least once per year based upon these evaluations, the manager(s) shall receive a pay raise of 5 percent on the following January 1st unless s/he is already at the top of the pay range, in which case the manager shall receive a 5 per cent bonus.
- New Managers shall be reviewed by the Executive Director prior to the expiration of their probation. The Board shall conduct a review of a newly hired Executive Director prior to the expiration of his/her probationary period. The Board of Directors shall also direct a committee to develop goals for the Manager prior to the end of his/her probation.
- A manager’s salary/wage may be reduced by up to five percent at any time by the Board of Directors. If the Board of Directors is considering a salary/wage reduction, the employee shall be notified orally before such an action commences. The Board of Directors may subsequently give the employee 45 days written notice of such consideration. If in the opinion of the Board, job performance has not improved, after having given both oral and written notice the Board may reduce the manager’s salary/wage by up to five percent any time during the next one hundred and eighty days.
- At no time may an manager’s salary/wage be reduced below the starting wage of the position.
- An manager’s salary/wage may not be reduced by more than five percent in any calendar year.
- If an manager has received a salary/wage reduction, the Board of Directors may reverse any or all of the salary/wage reduction at any time. A salary /wage reduction shall never be retroactive.
- Managers may be considered for and awarded merit increases and bonuses at any time during the year (not just upon being reviewed). Managers need not wait until after one year of service or after one year of promotion to be awarded merit increases and bonuses.