Executive Director Performance Evaluation Process Services

The Vendor is required to provide consultant will work closely with the commission’s executive director performance evaluation subcommittee to design and document a new evaluation process for approval by the commission as a whole.
- The commission must have full ownership of the performance evaluation process and the flexibility to potentially self-administer the performance evaluation in future years.
- Assessment and research
• Review documentation, including the executive director’s job description, commission policy book, and the district’s strategic plan.
• Initial meeting with the executive director performance evaluation subcommittee 
• Interview the executive director, deputy executive director, and HR director about the strengths and weaknesses of the current approach.
• Interview representative(s) from the district’s ERP project team about process design considerations for future integration with workday talent optimization (TLO).
• Consult with the district’s legal counsel on records management practices for performance evaluation materials and data.
• Compare current process with evidence-based practices in executive leadership performance evaluation, accounting for the unique dynamics of commission-led processes.
• Identify appropriate leadership competencies and evaluation criteria specific to the executive director’s role and context.
- Process design
• At least two meetings with the subcommittee to discuss recommendations and process design considerations
• Design a process that could be primarily self-administered by a commission subcommittee with minimal consultant or staff support. Include:
1. Frequency and format of performance evaluations (more frequent than annual but no more than quarterly)
2. Leadership competency framework focused on executive director effectiveness
3. Synergy between executive director performance measures and organizational mission and performance
4. Goal-setting methodology that creates clear, measurable expectations 
5. Self-assessment components
6. Staff and other stakeholder performance feedback components
7. Documentation requirements
8. Timeline for implementation
• Create an implementation guide for commission use.
• Present the process design to the commission subcommittee; revise (if applicable) and present it to the whole commission.
- First-year implementation
• Develop all necessary templates, forms, and other implementation resources
• Establish implementation timeline
• Facilitate evaluation process on the commission’s behalf
• Meet with commission to debrief finding.
- Contract Period/Term: 1 year
- Questions/Inquires Deadline: July 11, 2025