Selecting the CEO: Your Million Dollar Responsibility

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Selecting the CEOYour Million Dollar
Responsibility

• Dr. Ken Haycock
• January, 2004

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Million Dollars? Really?

• Consider the salary you will pay
• Consider the number of years you expect
• Consider the investment
• Compare to the time and money you invest in
  selecting a million dollar automation system
• Which can do you most damage?

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Preparation Roles

• Board Roles and Responsibilities
• Board/Chair/Selection Committee
• Degree of Autonomy/Trust
• Role of the Incumbent and HR
• Municipal Roles and Responsibilities
• Mayor/Chief Administrative Officer
• Director of Human Resources and Staff
• Expectations Time and CostsConsultants

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Using a Consultant

• Expertise, Connections, Time (ROTI)
• Signature vs. Boutique
• Detailed Proposal with References
• Essential Traits honesty problem solver agrees
  to salary and commission/fee works as team
  member liaison rather than gatekeeper expert
  resource respects time
• Contract (fee expenses reporting guarantee
  role of Board and others)

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Preparation Profiles

• Developing the Position Profile
• Key Questions
• What the objectives for the position?
• What are the competencies and qualities?
• What are the barriers?
• What are the criteria for evaluating success?
• Key Informants
• Developing the Community Profile

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Preparation Reviews

• Reviewing the Job Description
• different from position profile
• reflects current expectations
• reflects more than just tasks
• Reviewing the Compensation Package
• industry comparisons (sector)
• geographic comparisons
• municipal comparisons

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Advertising/Recruiting

• Advertising (the motivating profile not the job
  description)
• Electronic Media (costs)
• Print Media (costs, effect, optics)
• Mailing Cards Referrals (to whom and why)
• Conferences
• Sources of Additional Information
• Recruiting (the people who arent looking)
• Telephone Solicitation Referrals
• Selling the Position and the Community
• Closing dates

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Narrowing the Slate

• Short-listing I Match to Requirements (30 to
  20) (required vs. desirable qualifications)
• cover letter
• resume
• Short-listing II Match to Profile (20 to 12)
• review profile and key success factors
• use to frame questions
• telephone and personal interviews
• Short-listing III (12 to 4)
• reference checks Iauthorizations
• review all documentation and notes
• reference checks IIauthorizations

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Selection

• On-Site Assessment
• each of the finalist candidate should be able to
  do the job and to do it well!
• Briefing Book and Candidate Profiles (amalgam of
  cover letter, resume, telephone interview,
  reference checks)
• Interviews
• types and relative importance
• Presentation(s) to Staff
• Meetings with Senior Staff
• Reception

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On-Site Assessment

• If using a consultant, one attends and assists
  the committee with interviews while a second
  moderates and observes presentations and
  interactions with senior managers and staff as
  well as providing an opportunity for staff to
  provide comment.
• All of this information is provided to the
  committee prior to deliberations.

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Making the Recommendation

• Focused Discussion and Deliberation
• relative consideration of candidate profile,
  interview, assessment of presentations and
  interactions with staff and senior managers
• Developing Priority Rankings
• Reaching Consensus
• Making the Recommendation

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Making the Decision

• Recommendation to the Board (Board Motion)
• Criminal, Credential and Credit Checks
• Negotiating the Contract
• Maintaining the Records

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Orientation and Training

• Role of the Board/Chair (and others) to ensure
  smooth entry and early successes
• Introductions and liaison
• Regular discussion and interaction
• Connections to community and mentors
• Support for training with municipal staff,
  community leaders and other library
  leadersbuilding connections

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Assessment and Evaluation

• Position Description
• Position Profile
• Goals and Objectives
• Self-Assessment Board Assessment
• Annual Reviews
• Implications of Conflict Avoidance

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To your success

• Dr. Ken Haycock, CHRP
• No time to ask your question?
• Concerned about privacy?
• Feel free to contact me at any time
• voice 604.925.0266
• e-mail ken_at_kenhaycock.com
• Web www.kenhaycock.com