FROM: Stacey Barnier, Director of HR and Risk Management
SUBJECT: Performance Evaluation Process for Chief Executive Officer and Chief Counsel
RECOMMENDATION:
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Approve the 2020 performance evaluation process and timing for the Chief Executive Officer and Chief Counsel.
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BACKGROUND:
At its January 10, 2019 meeting, the Board requested a review of the performance evaluation process for the Chief Executive Officer (CEO) and Chief Counsel. Both positions have contractual provisions for a six-month performance review by the Board followed by a performance review every 12 months thereafter. In the past, written evaluations were prepared for these positions using an electronic performance evaluation system. The forms were extremely complex with individual scores (from "1" to "7") provided over 27 differently weighted items. Those then rolled up into four broad areas for performance evaluation. By example, for the CEO position, those included: (1) SBCERA Purpose Participation; (2) Team Goals Participation; (3) Essential Position Duties; and (4) Performance Competencies.
In consultation with the Board Chair and Vice-Chair, staff proposed a streamlined performance evaluation framework and timeline for the CEO and Chief Counsel at the February 7, 2019 Board Meeting. Vice Chair Waner was selected to serve as chair of the ad-hoc committee. At the Board meeting on March 22, 2019, the CEO and Chief Counsel both provided self-evaluations and a discussion of goals, as well as discussed the proposed evaluation questions and framework, which are attached as Exhibits "A" and "B" for the CEO and Chief Counsel, respectively. The electronic performance evaluation system was then made available for the Board to provide their individual feedback, which was subsequently synthesized by Vice-Chair Waner. At its meeting on April 4, 2019, the Board held a closed session discussion on the performance evaluations. Subsequently, Board Chair Rutherford and Vi...
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