posted by Shelli Williams, IOM, ICEA President - January 8, 2019
Here is a clear road map for dodging possible future management issues with volunteer leaders. Your chamber should have policy stating that the executive board evaluates the chamber's chief paid staff member on a regular basis. It is also recommended that a consistent evaluation form and process are part of the policy. Many boards also like to include merits for achieving performance pay bonus for the chief paid staff member as part of this policy. Here is where to avoid conflict. Evaluating performance of all other staff members on the chamber team falls to the responsibility of the chief paid staff member and not the board. When the need to hire/fire other staff members arises, that also falls to the responsibility of the chief paid staff member, and not the board. When Board members move from the visionary leaders of the chamber and try to manage the daily operations, problems will arise. Avoid that at all costs by crafting proper policy now to keep things consistent as you acclimate new board members each year.