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 who understands our community, nurtures staff and advances the library's mission.
Ideally, the Board will have time to search for and find a new director in advance of the outgoing director's departure. If that is not possible, the Board can appoint a current staff member or consultant to act as interim director until a suitable replacement is found. The person appointed to the position of interim director must accept the position with no guarantee they will be placed in the position permanently. The interim director 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 director position. This applicant pool can include, but is not limited to, current employees.
Procedures for succession as follows:
In the temporary absence of the director (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:
- 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
- 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
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.