FROM: Stacey Barnier, Chief Human Resources Officer
SUBJECT: Performance Evaluation Process for Chief Executive Officer and Chief Counsel
RECOMMENDATION:
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Recommend the Board update the framework for the performance evaluation process for the Chief Executive Officer and Chief Counsel.
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BACKGROUND:
At the May 26, 2026 Executive Committee Meeting, staff was given direction to present an updated evaluation framework for the Chief Counsel and Chief Executive Officer that allows the Board to consider staff feedback prior to their evaluation of the Chief Counsel and Chief Executive Officer.
In accordance with their revised employment agreements adopted in 2024, the CEO and Chief Counsel may be entitled to a merit bonus payment of up to ten percent (10%) of base salary based on performance, achievement of goals, and financial condition of SBCERA, at the Board's discretion, following Employee's annual performance review which shall occur in the March to June time frame each year. In accordance with the SBCERA Staff Performance Evaluation and Planning (PEP) Policy (018), the format and framework for completion of the CEO's or Chief Counsel's performance evaluation shall be reviewed with the Board annually.
In preparation for the 2027 evaluations and based on feedback during the 2026 process that some board members felt like they didn't have enough insight to fairly assess the CEO and Chief Counsel in some areas.
To help the board gather this insight, staff recommends that the Executive Committee review the complete set of evaluation documents (Attached as Exhibits A-D) to ensure that the categories fairly reflect what the Board considers important for the purposes of evaluating the CEO and Chief Counsel.
Current Review Categories for the CEO
1. Leadership
2. Board Relations
3. Communications
4. Management
5. Financial Responsibility
6. Overall
Using a rating scale of Excellent, Good, Satisfactory, and Needs Improvement
Current Review...
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