Annual Performance Assessment Process For Executive Director

The Chair of Council annually evaluates the performance of the Executive Director. The review period is the calendar year. The appraisal process must be completed and a written appraisal submitted to the HR Director in the University of Oregon Libraries in May.

Process

1. Executive Director submits self-assessment to the Chair by February
2. No later than February 15, Chair sends to Council a list of Executive Director's goals and accomplishments (from self-assessment). Chair also sends a questionnaire seeking feedback on ED performance. Responses are returned to the Chair no later than March 1.
3. No later than February 15, Chair sends questionnaire to Alliance staff seeking input on Executive Director's performance. Responses are returned to the chair no later than March 1.
4. Executive Committee discusses performance of the Executive Director and feedback from Council and Alliance staff. Executive Committee identifies key points to be included in assessment, identifies rewards and opportunities to be offered, corrective action if needed, determines goals for the next year, and recommends any appropriate pay raise.
5. Chair drafts the performance assessment and reviews it with the Past Chair and University Librarian, University of Oregon.
6. Chair and Executive Director discuss the assessment.
7. At the next meeting, Chair provides oral summary of Council's and Alliance staff input and performance assessment, and Executive Committee's recommended pay raise to Council.
8. Chair submits a copy of the assessment to the HR director of the University of Oregon Libraries by May 1.
9. Chair talks one final time with ED and informs ED of pay raise if appropriate.