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OLA SUPERCONFERENCE 2012
THE LIBRARY BOARD’S BIGGEST CHALLENGE:
RECRUITING A CEO
FRIDAY, FEBRUARY 3, 20129:05 – 10:20 AM
Daryl Novak, Southern Ontario Library ServiceRandee Loucks, CGS Consultants
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OLA SUPERCONFERENCE 2012
AGENDA
Ontario Demographics What Do We Really Mean By
Succession Planning? What Skills Do Library Boards Look
For In CEOs? Some Myths About Hiring Steps in the Selection Process Search Options How to Find and Use A Search Firm Useful Resources
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OLA SUPERCONFERENCE 2012
“No duty the Executive had to perform was so
trying as to put the right man in the right
place.”
THOMAS JEFFERSON
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ONTARIO CONTEXT
# of vacancies in Southern Ontario Libraries 2006 - 2012
57
# of vacancies due to retirements 34
# of vacancies due to termination 10
# of libraries that used search firms 38
# of hires of internal candidates 14
# of current vacancies 8
OLA SUPERCONFERENCE 2012
NB: Based on anecdotal information and informal tracking only. Intended to indicate trends, not to provide empirical statistics.
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OLA SUPERCONFERENCE 2012
WHAT DO WE REALLY MEAN BY SUCCESSION PLANNING?
We have thought of Succession Planning as searching for the new Chief Executive. Demographics are causing a
shift to an expanded concept. In this environment, it is more important to
assess the leadership needs and potential of an organization in order to promote and retain key employees for
top positions.
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OLA SUPERCONFERENCE 2012
CONTINUOUSREVIEW
EMERGENCYPLAN
HOW CAN WE PREPARE FOR THE NEW
SUCCESSION PLANNING?
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OLA SUPERCONFERENCE 2012
WHAT ARE LIBRARY BOARDS LOOKING FOR?
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OLA SUPERCONFERENCE 2012
WHAT ARE LIBRARY BOARDS LOOKING FOR?
KEY INITIATIVES Planning Marketing, holding or expanding “market share” Maintaining or improving relationships with the
municipality Maintaining or improving municipal funding or
finding new sources of funding Developing partnerships for service delivery Building projects Expanding technology Completing an organizational review Developing/improving staff training /development Improving collections & reviewing services
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OLA SUPERCONFERENCE 2012
WHAT ARE LIBRARY BOARDS LOOKING FOR?
CREDENTIALSLibrary degreeIdeally additional qualifications such as
MBA, MPA
EXPERIENCEPublic library, public sectorEvidence of experience in the factors above
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OLA SUPERCONFERENCE 2012
WHAT ARE LIBRARY BOARDS LOOKING FOR?
ATTRIBUTESBusiness & political acumenStrong communication skillsRisk takersLong range thinkers, visionaryTeam players, consensus buildersAbility to concentrate on all stakeholders – board, public, staff, municipalityEnlightened approach to human resources managementComfortable ‘doing’ as well as managingPassionate advocate for role of public library in society
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OLA SUPERCONFERENCE 2012
SOME MYTHS ABOUT HIRINGAs told by actual library board members...
It’s the board’s job to hire the CEO, so no one else, except perhaps a search consultant should be involvedWe have a job spec, so we can easily do an advertisementIt’s a good job and people will find out about it and applyWe don’t want anyone to apply who has been fired from another jobAs long as we interview a few people and check a reference or two we are acting responsiblyDon’t tell the candidates too much in advance, or in their answers they’ll just regurgitate what they think you want to hearIt will be a privilege to be hired everyone knows library jobs don’t pay all that well, and everyone expects to be on probation in a new job
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OLA SUPERCONFERENCE 2012
GOALS OF ANY SEARCH should be to...
• Attract the best possible candidates in order to hire the best• Ensure a fair, equitable and defensible process
“Even though I didn’t get the job, I have to say, it was the most open and therefore the best hiring process I ever went through. Thank you for considering me.”
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OLA SUPERCONFERENCE 2012
STEPS IN THE SELECTION PROCESS
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OLA SUPERCONFERENCE 2012
STEPS IN THE SELECTION PROCESS:PLANNING THE SEARCH
Selection Committee Budget Candidate Profile Compensation Communicating the Process Advertising ‘Cold Calls”
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OLA SUPERCONFERENCE 2012
STEPS IN THE SELECTION PROCESS:CASTING THE NET
Interview questions and assignments
Selection criteria and scoring
Screen applications for short-list
Pre-interviews and interviews
Second Interviews
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OLA SUPERCONFERENCE 2012
STEPS IN THE SELECTION PROCESS:MAKING THE SELECTION
Reference and Credential checks Candidate’s Reverse Interview
MAKING IT LEGAL
Negotiate Offer Conduct Legal Review
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OLA SUPERCONFERENCE 2012
STEPS IN THE SELECTION PROCESSANNOUNCEMENT
Inform Board
Give chosen candidate time to resign
Inform Staff, Partners and Community
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OLA SUPERCONFERENCE 2012
SEARCH OPTIONS; HOW TO GET IT DONE
Talk to SOLS Do it on your own Help from the Municipal HR Department Use a Search Firm
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OLA SUPERCONFERENCE 2012
PROS CONS
TALK TO SOLS
Can’t hurtGood advice
ON OWN Complete ownership of process
• Very time consuming• Hard to attract candidates in a “seller’s market”
MUNICIPAL HELP
• Staff resources• Hr skill• Free
Lack of knowledge re: libraries? Taking over
SEARCH FIRM
•Staff resources•Research•Quoted price•Guarantee
$Limited library knowledgeIsolates bid
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OLA SUPERCONFERENCE 2012
HOW TO FIND AND USE A SEARCH FIRM
Expanding field vs. 10 years agoSearch in Municipal and Library contextTerms of Reference:
•Purpose/Objective•Background/Organizational Overview•Scope•Deliverables•Timing•Request for Information
Costs: One time cost25-33% of annual job rate
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OLA SUPERCONFERENCE 2012
Succession Planning Checklist: Executive Director, 2008 Federation of Community Organizations & Non-Profit Sector Leadership Program, Dalhousie University.
http://collegeofcontinuinged.dal.ca/Files/NP_Executive_Director_Succession_Planning_Checklist.pdf
Succession Planning for Nonprofits of All Sizes, Tim Wolfred and Jan Masaoka, Board Cafe, February 17, 2009
http://www.blueavocado.org/content/succession-planning-nonprofits-all-sizes
Hiring the Right Executive Director for Your Organization: One Size Does Not Fit All, Alberta Culture and Community Spirit, Revised 2008.
http://www.culture.alberta.ca/bdp/bulletins/HirEDNws.pdf
SOME USEFUL RESOURCES
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OLA SUPERCONFERENCE 2012
Taking care of your company's future: 3 best practices for Succession Planninghttp://www.successfactors.com/resources/download/taking-care-of-your-companys-future-3-best-practices-for-succession-planning/
Selection Policy (Handout)
SOME USEFUL RESOURCES