DRAFT document for review
MPO Executive Director Compensation
and Evaluation
Executive Director Compensation
●
The range
for compensating an Executive Director shall be based on compensation
benchmarking updated every three years. Benchmarking may occur through a
consultant-led process.
●
Central
Transportation Planning Staff has established a Compensation Plan establishing
grades and associated salary ranges for all jobs at the agency, including the
Executive Director. The Compensation Plan was initially published in 2022 based
on a compensation consultant’s 2021 market analysis and benchmarking of those
jobs.
○
The salary
ranges are typically updated every year by a small percentage based on a
minimum assessment.
○
Upon hiring
an Executive Director or at a minimum every three years after hiring an
Executive Director, a more thorough benchmarking shall be conducted to update
the Compensation Plan and ensure that the Executive Director, in addition to
staff as a whole, are compensated fairly and competitively. The benchmarking
may be based on:
■
A
consultant-led market analysis, and
■
Surveying of
relevant salaries by staff and board members
○
Every three
years, staff shall develop an estimate and determine the viability to update
the benchmarking for all jobs or a subset at the agency including the Executive
Director. The estimate for the level of benchmarking shall be included in an
annual operating budget approved by the A&F Committee.
○
At least
every six years, benchmarking will be conducted for all jobs at the agency.
●
Staff
performance shall be evaluated annually by their supervisors and adjustments
recommended at the discretion of the Executive Director with any approvals
required through contracting or other legal obligations. In addition, the
Executive Director’s salary shall be reviewed and adjusted after the
benchmarking process as well as the evaluation process described in the next
section.
○
The MPO
Board, as the appointing authority, may at the time of hiring or at any point
in the future decide to offer the Executive Director a multi-year employment
and compensation agreement, or opt to hire or maintain the Executive Director
as an employee at will.
○
The Executive
Director is FLSA-exempt.
●
The
recommended and approved (if required through contractual obligations) staff
adjustments, including the Executive Director, shall be shared with the A&F
Committee during annual budget deliberations if feasible, and if not, when they
have been approved for the SFY.
Executive Director Evaluation:
●
The
performance of the Executive Director shall be evaluated annually, with an
adjustment implemented on the same cycle as the rest of MPO staff, effective
the beginning of the State Fiscal Year (July 1).
●
Process:
○
In May, the
Executive Director shall complete an evaluation form consistent with the process
used by MPO staff or as otherwise directed by the consensus of the Chair, Vice
Chair, and Chair of A&F Committee or their designees.
○
In May or
June, the Executive Director shall meet with the Chair, Vice Chair, and Chair
of A&F Committee or their designees to discuss the evaluation form,
including the performance of the prior year and goal-setting for the coming
year.
○
The Chair,
Vice Chair, and Chair of A&F Committee or their designees shall confer on a
salary adjustment for the Executive Director, unless otherwise dictated by an
employment contract. That recommendation shall be shared with the Executive
Director, who will then share with the Director of Finance for budgeting
purposes, by June 15th.
○
If this
schedule is not feasible in a given year, any salary adjustment for the
Executive Director shall be effective as of the start of the SFY, even if that
start has passed.
○
The
evaluation form and recommended salary adjustment shall be provided to the
Director of Finance for record keeping.
●
The evaluation
of the Executive Director shall assess progress towards goals established in
the prior year’s evaluation for the coming SFY.
The goals shall be established through the evaluation form submitted
each year, and reviewed and updated in consultation with the A&F Committee
quarterly.
○
At each
quarterly check-in, when the A&F Committee meets to discuss the operating
budget of the staff to the MPO, the Executive Director shall report on their
progress towards achieving goals and objectives, and offer any suggestions for
revising or eliminating any of these goals. If needed, Tthe
A&F Committee shall may submit
recommended updates to the annual goals identified in the evaluation form. These
recommendations shall be submitted in the form of a memo to the full MPO board
for review and approval. If desired, the MPO board may vote by majority to
delegate the approval of recommendations to changes in the goals in the
evaluation form to the A&F Committee.
○
These
quarterly meetings typically occur in February, May, August, and November.
■
At
the May meeting, the A&F Committee shall approve the operating budget and
assumptions of the Executive Director and staff salary adjustments. At the
time, these adjustments may still be generic assumptions.
■
At
the August meeting, staff update the operating budget with the approved salary
adjustments for staff, including the Executive Director. The A&F Committee
shall also review the goals set in the Executive Director evaluation process
that occurred in May and June. The A&F Committee shall
develop a memo to summarize those goals to the full MPO Board for discussion
and approval in August.
■
At
the November, February, and May meetings, the Executive Director shall update
the A&F Committee members on progress towards those goals. If desired, the
A&F committee may recommend adjustments to those goals by submitting a memo
and presenting for approval at a following MPO Board meeting.