Personnel Committee
The Personnel Committee will be chaired by the President and includes the President Elect and the Past President. The Personnel Committee is charged with conducting the performance review of the Executive Director, as well as all other personnel matters related to the Executive Director.
Terms of Employment
Recruitment, selection, hiring, and termination of the Executive Director must be in alignment with the University of Minnesota’s HR policies and practices.
The Board of Directors may upon majority vote employ an Executive Director pursuant to a written contract containing the terms, conditions and duration of employment of the Executive Director.
A decision to terminate the employment of the Executive Director shall require a two-thirds majority vote of the total Board of Directors.
Any request for termination of the Executive Director will be processed as follows:
- Any such request shall be filed in writing to the Personnel Committee, stating the grounds therefore. Such a request can only be filed by a Board member.
- The Personnel Committee shall review any such request with the Board member making the request.
- The Personnel Committee shall file its report, which may or may not contain recommendations, with the President no later than ten (10) calendar days prior to the board meeting.
- The Executive Director shall have the right to address the Board during its consideration of the Personnel Committee’s report on the request for termination.
Vacancies in the position of Executive Director may be filled by interim appointment by the Personnel Committee until the next meeting of the Board of Directors.
The Executive Director shall report to the Board of Directors under direction of the Personnel Committee.
Performance Evaluation
The Personnel Committee shall conduct an annual review of the Executive Director in accordance with a process approved by the Board of Directors.
Every three years 360 comprehensive review process will be conducted whereby a committee of Board members and NODA leaders working with the Executive Director participates in the review process.
The Executive Director and the Personnel Committeeshould adhere to any deadlines set by the University of Minnesota regarding this process.
Performance Appraisal/Review Tool
Although the University of Minnesota does not utilize a standard performance appraisal tool, NODA utilizes a standard instrument to assist in the evaluation process with the Executive Director. The instrument focuses on those areas deemed critical to the work of the Association and assists in developing a plan for addressing employee’s professional development needs and interests.
Periodic review of the instrument is encouraged; substantive changes should only be made when necessary in order to build a baseline of expectations with staff.
Executive Director Position Description
The official version of the Executive Director position description can be found in the Personnel Committee folder. The position description should be reviewed and certified every year by the Personnel Committee and the Executive Director in conjunction with the annual performance appraisal process.
Editorial changes to the position description can be recommended and made between the Personnel Committee and the Executive Director.
Substantive changes to the position description must be approved by the Personnel Committee on behalf of the Board of Directors.
Merit Increases
The Personnel Committee may grant up to a 4.5% merit increase for the Executive Director following an annual review in accordance with the University of Minnesota guidelines.
For a recommended increase greater than 4.5% the Personnel Committee must request approval from the Executive Committee and the Finance Committee.