If there must be a review of management, thenIt should be held in the Sunshine. Why not?
It should be done by the entire CRA Board. Why not?
Even new appointees to the CRA can evaluate someone’s performance over several months. They already know and understand certain decisions taken by the director over the last year. Has she performed under her job description? Objectivity must be maintained when giving a performance review. If she is rated by a single person, that person may be biased or take an incomplete view of her work for whatever personal or political reason.
Reviews should be based over an entire year’s performance, not one or two issues where politics got in the way or someone felt slighted because the Director had a different opinion. Where you stand on an issue determines what you see.
All CRA members should be allowed to cast an opinion, not just one or two members of the CRA. The Executive Director reports to the entire Board.
When it comes right down to it, reviews should be given throughout the year and not at year-end when it puts everyone evaluating her into an awkward position as judge and jury and having to bring issues up well after they occurred. After all, you have to work together as a team.
Personally, I have never liked the idea of performance reviews for management. It is insulting but it is upper management's way to justify termination, lower raises, keep you "in your place" and avoid lawsuits. It is a way of intimidation.
No one person is alike and therefore can’t fit into any one mold or critique. Do away with them and let that employee know immediately how you feel about what they did or did not do as the situation happens. A performance review undermines a relationship. People want to feel empowered in their job. Reviews can cause bad feelings and lower morale. They just do.
But I can see why we need them in Lake Worth.
