I. Purpose
The purpose of this policy is to provide a process by which the Board of Directors ("Board") of the Madison Public Library ("Library") may review and assess the performance of the Library Director and to identify objectives for the Library Director which are aligned with the Library's strategic plan and/or other guiding documents approved by the Board. The Board shall strive to review the Library Director in years 1, 3 and 5 of their contract term, using the City's 360 review process for department heads.
II. Policy Guidelines
The Board as a whole is responsible for evaluating the Library Director, however the President of the Library Board may appoint a special committee to implement this policy.
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Library Director Self-Evaluation. Upon request from the Board President or special committee chair, the Library Director shall evaluate their performance for the evaluation period as part of the 360 review process. The Library Director will review his or her performance in the seven areas outlined in the Library Director Performance Evaluation, the Library Director's job description, and the success of Library programs.
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Board Evaluation of Library Director. Around the same time that the Library Director is performing his or her self-evaluation, each member of the Board ("Member") may evaluate the performance of the Library Director for the evaluation period by completing the Library Director Performance Evaluation form. Each Member will review the Library Director's performance in the seven areas outlined in that form, the Library Director's job description, and the success of Library programs. Library staff shall ensure that each Member has access to the Library Director's job description and the Library Director Performance Evaluation. Members shall not be required to complete Library Director performance evaluations.
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Staff and Stakeholder Evaluation of Library Director. The Board may, in its discretion, ask certain Library staff members or other stakeholders to evaluate the Library Director. If the Board decides to seek evaluations from staff or stakeholders, it shall then identify 2-5 staff members or other stakeholders that may provide evaluations, and the staff or stakeholders shall evaluate the Library Director using the same or similar form or process as the Board Members. Suggested staff and stakeholders might include the Mayor’s Office liaison to the library, the MPL Foundation director, and top-level direct reports to the Director.
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Review of Evaluations. After the Library Director has completed his or her self-evaluation, the Members have completed their individual evaluations, and any staff members or stakeholders have completed their evaluations (if any), the Board shall meet in closed session to review and discuss the evaluations. In developing its evaluation, the Board shall apply the seven areas of focus identified in the Performance Evaluation, as well as the library’s strategic plan, any other guiding documents approved by the Board, and relevant staff or stakeholder evaluation comments. The Board may direct staff to compile evaluation responses from Board Members, staff members and/or stakeholders on a confidential basis.
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Establishing Focus Areas. The President or other Member appointed by the President shall communicate any performance evaluation comments from the Board, deliver a copy of confidential evaluation responses, and reconfirm or modify the seven areas of focus in the Director’s Performance Evaluation form that will apply for the next evaluation period. The Library Director shall have an opportunity to provide comments on the focus areas or any other aspect of his or her evaluation. The Board shall have ultimate authority to establish the Library Director's focus areas, provided that they are consistent with the Library Director's employment agreement and applicable law. The Library Director shall sign a form acknowledging receipt of the focus areas.
III. Policy History
The Board adopted this policy on October 10, 2024. This policy shall be reviewed by the Board at least every five years.