GP 23: CEO and Registrar’s Performance Management Framework
| Policy Number: |
GP 23 |
Approve Date: |
September 2022 |
| Review Frequency: |
Triennial |
*May be reviewed earlier as required |
1. Source of Authority
The CEO and Registrar’s Performance Management Framework is established under Bylaw 3.
2. Establishment
The authority is delegated from Council via Bylaw 3.
3. Duties and Responsibilities
The Leadership Review and Governance Committee (LRGC) is responsible for the facilitation of this evaluation process and the development of subsequent development plans as outlined in its Charter. The following principles of performance oversight must be followed by LRGC:
3.1. Performance Oversight and Compensation Assessment are separate processes
Performance and compensation are inextricably linked, but in the context of a not-for-profit College with no pay at risk in the CEO & Registrar contract, performance oversight and compensation assessment will be considered separate processes.
3.2. Collaboration
3.2.1. Performance oversight of the CEO & Registrar must be a collaborative process that provides opportunity for input from Council, LRGC and the CEO & Registrar. Interviews with senior staff and relevant stakeholders are part of this collaborative process.
3.2.2. The CEO & Registrar must be supported in this process. In addition to the established performance oversight process, the CEO & Registrar will have access to the Council Chair and LRGC for direction and support as desired throughout the year.
3.3. Strategic Alignment
Performance oversight must be linked with the strategic priorities of the mandate of the organization.
3.4. Evaluation Period
Performance will be assessed annually and based on the goals established by the LRGC and the CEO & Registrar at the beginning of the year. Feedback opportunities will be provided through conversations with LRGC throughout the year as requested or required.
3.5. Metrics
The metrics used to evaluate performance will be agreed to at the beginning of the performance cycle and will link to the Contribution Agreement. The metrics can include both quantitative and qualitative outcomes.
3.6. Evaluation Process
3.6.1. Annually the CEO & Registrar will prepare a Contribution Agreement. The CEO & Registrar will prepare this in consultation with the LRGC and then once finalized, will be presented to Council. The Contribution Agreement agreed to by both LRGC and the CEO & Registrar shall be reviewed periodically.
3.6.2. The timeline for the Evaluation Process will be established at the same time as establishing the yearly goals, but typically will include:
3.6.2.1. LRGC will engage an external professional to provide expert assistance during the CEO & Registrar’s performance review process, and to conduct the surveys and interviews to collect input from Council and senior staff members.
3.6.2.2. CEO & Registrar Draft Contribution Agreement submitted to LRGC in September for review and feedback.
3.6.2.3. LRGC will review and monitor progress of the Contribution Agreement throughout the year.
3.6.2.4. LRGC, with the assistance of the external professional, will populate the Performance Evaluation with relevant data (e.g. surveys and interviews of Council and senior staff members, potentially external stakeholder consultations) one month after CEO & Registrar submission of Performance Evaluation to LRGC;
3.6.2.5. A meeting of the LRGC to discuss the Performance Evaluation within 1 month of CEO & Registrar Performance Evaluation submission to LRGC;
3.6.2.6. LRGC summary of evaluation and compensation recommendation presented to Council at their next regular meeting.
3.6.2.7. Council approval of the recommendation from the LRGC.
3.6.2.8. Feedback from the LRGC to the CEO & Registrar including:
3.6.2.8.1. Performance for the past year
3.6.2.8.2. Suggestions for the next Contribution Agreement including performance objectives and learning and growth opportunities.