Personnel and Human Resources Committee Description

Objective

The function of the Personnel Committee is to assist in the evaluation of the performance of NALMS staff, recommend compensation levels for salary, benefits and bonuses, and act as a liaison between staff and the NALMS Executive Committee and Board of Directors.

Organization

The Personnel Committee chair is the Immediate Past President. Committee members are the Executive Committee (Chair, President, President-Elect, Treasurer and Secretary).  The recommended make-up of this committee is restricted due to legal considerations and constraints. The NALMS President, as Executive Officer of the Society, handles all major personnel issues under advisement from the Personnel Chair and Personnel Committee.

Activities and Procedures

The Personnel Committee Chair is responsible for:

• Acting as liaison between NALMS staff and the Officers and Directors.
• Assisting the President with Personnel Reviews to be conducted on a minimum yearly basis for all personnel and a minimum 6 month basis for personnel on probation.
• Developing and modifying evaluation guides, assessment materials and assessment criteria with committee members.
• Working with the Treasurer and Executive Committee for recommending staff compensation including salary level, benefits and (if applicable) bonuses or supplemental compensation to the Board of Directors.
• Working on any personnel or staff issues as directed by the President.

Personnel Reviews

The Personnel Committee Chair should assist the President in performing personnel reviews. It is recommended that these reviews occur at times when the staffs are not unduly burdened with Symposia/Conference preparation or facilitation, or any other busy time of the work cycle. A scheduled visit to the NALMS office, if possible, is the best option. Review during the mid-term meeting is second best.  Personnel should be given adequate time to prepare for the review. The review should allow for the President and/or the Personnel Committee chair to communicate with the individual staff person on their major strengths in performing their assigned duties, acknowledgement of additional efforts and discussions of any improvements that may need to be made in their performance. Assessment of staff needs in the context of communication, procedural matters, support, professional development and work environment should also be undertaken at this time as well as throughout the year.