Resolution number
08-02-24

Effective date

Policy Statement

A change in executive leadership is inevitable. Worthington Libraries seeks to be prepared for eventual changes in leadership—either planned or unplanned—to ensure the continued stability and accountability of the organization. The Board of Trustees (Board) shall be responsible for implementing this policy and its related procedures with the goal of finding a qualified and capable leader.

Ideally, the Board will have time to search for and find executive leadership in advance of the outgoing leader's departure. If that is not possible, the Board can appoint a current staff member or consultant to act as interim Director/Chief Executive Officer (CEO) or Chief Fiscal Officer (CFO) until a suitable replacement is found. The person appointed to the interim position must accept the position with no guarantee they will be placed in the position permanently. The interim will ensure the Library maintains daily operations without disruption and will continue implementation of strategic and annual plans.

The Board will develop a search process that attracts a diverse pool of candidates and will interview at least three qualified individuals for the leadership position. This applicant pool can include, but is not limited to, current employees.

Procedures for Director/CEO succession as follows:

In the temporary absence of the Director/CEO (i.e., illness or leave of absence), a current department director or qualified member of the executive team shall serve as acting director.

In the event the incumbent director is no longer able to serve in this position (i.e., leaves the position suddenly and permanently), the Board shall do the following:

  1. WITHIN FIVE DAYS OF THE DIRECTOR'S DEPARTURE:
    • Appoint an interim director
    • Notify key stakeholders of the director's departure, appointment of an interim and plans to search for a new director
  2. WITHIN 60 DAYS OF THE DIRECTOR'S DEPARTURE:
    • Appoint an executive search committee comprised of an uneven number of people and including diverse representation from the library staff and Worthington community
    • Consider the need for consulting assistance (i.e., transition management or executive search consultant) based on the circumstances of the transition

THE EXECUTIVE SEARCH COMMITTEE WILL:

  • Work directly with the consultant, if one is deemed necessary
  • Establish a timeframe and plan for the recruitment and selection process, including steps to include library staff and community members
  • Narrow the field of applicants and interview semi-finalists and finalists

THE BOARD OF TRUSTEES WILL:

  • Work with the executive search committee to define the ideal candidate and identify possible issues to be addressed by new leadership
  • Consider the need for a community advisory council to provide feedback on final candidates
  • Review the library's financial resources and develop a compensation package
  • Make the final decision on hiring the Director/CEO and determine start date
  • Develop a plan for knowledge transfer executive transition

Procedures for CFO succession as follows:

In the temporary absence of the CFO (i.e., illness or leave of absence), the finance manager or qualified member of the executive team shall serve as acting CFO.

In the event the incumbent CFO is no longer able to serve in this position (i.e., leaves the position suddenly and permanently), the Board shall do the following:

  1. WITHIN FIVE DAYS OF THE CFO’S DEPARTURE:
    • Appoint an interim CFO
    • Notify key stakeholders of the CFO’s departure, appointment of an interim and plans to search for a new CFO
  2. WITHIN 60 DAYS OF THE CFO’S DEPARTURE:
    • Appoint an executive search committee comprised of an uneven number of people and including diverse representation from the library staff
    • Consider the need for consulting assistance (i.e., transition management or executive search consultant) based on the circumstances of the transition

THE EXECUTIVE SEARCH COMMITTEE WILL:

  • Work directly with the consultant, if one is deemed necessary
  • Establish a timeframe and plan for the recruitment and selection process, including steps to include library staff and community members
  • Narrow the field of applicants and interview semi-finalists and finalists

THE BOARD OF TRUSTEES WILL:

  • Work with the executive search committee to define the ideal candidate and identify possible issues to be addressed by new leadership
  • Review the library’s financial resources and develop a compensation package
  • Make the final decision on hiring the CFO and determine start date
  • Develop a plan for knowledge transfer executive transition

The Board should use similar policies and procedures in case of an executive transition that simultaneously involves the director and other key management. In such instance, the Board may also consider temporarily subcontracting some of the organizational functions to a trained consultant or other organizations.