C SG OLA SUPERCONFERENCE 2012 THE LIBRARY BOARDS BIGGEST CHALLENGE: RECRUITING A CEO FRIDAY, FEBRUARY 3, 2012 9:05 – 10:20 AM Daryl Novak, Southern Ontario.

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


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


“No duty the Executive had to perform was so

trying as to put the right man in the right

place.”

THOMAS JEFFERSON

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


NB: Based on anecdotal information and informal tracking only. Intended to indicate trends, not to provide empirical statistics.


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.


CONTINUOUSREVIEW

EMERGENCYPLAN

HOW CAN WE PREPARE FOR THE NEW

SUCCESSION PLANNING?


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



CREDENTIALSLibrary degreeIdeally additional qualifications such as

MBA, MPA

EXPERIENCEPublic library, public sectorEvidence of experience in the factors above



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


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


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.”


STEPS IN THE SELECTION PROCESS


STEPS IN THE SELECTION PROCESS:PLANNING THE SEARCH

Selection Committee Budget Candidate Profile Compensation Communicating the Process Advertising ‘Cold Calls”


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


STEPS IN THE SELECTION PROCESS:MAKING THE SELECTION

Reference and Credential checks Candidate’s Reverse Interview

MAKING IT LEGAL

Negotiate Offer Conduct Legal Review


STEPS IN THE SELECTION PROCESSANNOUNCEMENT

Inform Board

Give chosen candidate time to resign

Inform Staff, Partners and Community


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


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


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


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

http://www.blueavocado.org/content/succession-planning-nonprofits-all-sizes


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

C SG OLA SUPERCONFERENCE 2012 THE LIBRARY BOARDS BIGGEST CHALLENGE: RECRUITING A CEO FRIDAY, FEBRUARY 3, 2012 9:05 – 10:20 AM Daryl Novak, Southern Ontario.

Documents

c sg ola superconference

new job slide

community slide

new ceo slide

selection process announcement

thomas jefferson slide

boards job

selection reference