[cross-posted from Andy Warren's blog - Feb. 3, 2011]


We’re doing weekly calls for the ERC (election review committee) and we seem to be making some progress. This past week we came up with a good outline of what we hope to see as the process for selecting the nomcom (look for a post from Bill Graziano for details), and you can from that guess that we plan to retain the nomcom as part of our recommendations back to the Board.

My focus has been thinking about what matters when evaluating candidates, because to a degree we’re trying to predict success. I’ve got about a 50% average on picking employees, so I’m not sure that I can do much better with picking Board members. But skill or not, there’s merit to making it clear which attributes we value, and giving the nomcom very clear guidance on how the attributes are scored and weighted. What I hope we’ll wind up with is a process that:

  • Allows potential candidates to easily self-assess if they meet the minimum qualifications (and yes, the hard part is describing those)
  • Allows us to score candidates in a close to objective manner in most areas. For example, if we include education we might award 1 point for High School, 2 points for two year degree, and perhaps cap it at 3 for a 4 year degree or more. For things like leadership it might be 1 point for each 12 months in a management/leadership position, with a max of x points, and it must have been within the last x years.
  • Allows our nomcom to add a portion of the overall score based on their impressions during an interview. Not everyone shines under stress, not every nomcom member will see everyone the same way. Maybe this is 20% of the score, but it’s not 80%.
  • Takes the scores and then puts the top 3*slots on the slate

That’s not a huge change from last year, but...


Read more here