1.9 Executive Director Performance

1.9 Executive Director Performance Appraisal Methodology

Objectives/Principles

1. Evaluating the performance of the Executive Director is an important duty of the Board of Trustees, and therefore should include the active participation of all Trustees.
2. Active participation in the Evaluation Process includes completion of a Performance Appraisal Form; participation in the discussion to develop a Performance Report; and, a personal interview with the Executive Director.
3. The process for evaluating the performance of the Executive Director should be free of real or perceived conflicts of interest.
4. The primary responsibility of the Executive Director is the effective management of the operations of IMRF. The quality of the operations constitutes an important measure of performance.
5. The Evaluation Process and Performance Appraisal Form are intended to communicate clear, useful and meaningful goals and performance standards to the Executive Director in a timely manner.
6. It is the intent of the Board to communicate the Performance Report by using one voice developed through consensus by following the Evaluation Process.
7. Clearly stated goals and performance standards will better enable the Board of Trustees to hold the Executive Director accountable for performance.
8. Evaluation criteria will be used in evaluating the Executive Director’s performance.
9. Evaluation criteria should:
1. Reflect the purpose and unique nature of IMRF operations.
2. Pertain to operations over which the Executive Director has a reasonable degree of control.
3. Be generally consistent from year to year.
4. Be agreed upon by the Board of Trustees and the Executive Director.
10. The Evaluation Process is continuous. Feedback will be provided the Executive Director as needed throughout the year.