Saturday, August 22, 2015

PSTA CEO Brad Miller's Evaluation by PSTA Board Member Ken Welch

St. Petersburg, Fl
Opinion by: E. Eugene Webb PhD
Coauthor of: So You Want Blog

Each year PSTA Board Members are asked to complete a formal evaluation of the PSTA CEO Brad Miller. 

 This Series gives the detailed evaluation by each PSTA Board Member.

Comment Text is taken from Documents obtained from formal Public Records Request with NO edits.

Instructions (To Board Members)
Please take a few minutes to provide a numerical score in the following 10 general performance areas. You may also provide narrative comments as needed. A narrative providing some further explanation of each performance area is provided to help guide you in developing your overall score.

Reviewer:  Ken Welch  Commissioner  Pinellas County
1. Organizational Leadership
Rating for this category is a scale of 1 (worse) to 5 (best).   SCORE:  3

COMMENTS:  None

2. Future Opportunities & Investments
Rating for this category is a scale of 1 (worse) to 5 (best).   SCORE:  3

COMMENTS:  None

3. Policy Development & Strategy
Rating for this category is a scale of 1 (worse) to 5 (best).   SCORE:  2
COMMENTS:  Policies/Strategies enacted last year are not being followed consistently – ex. weekly updates, and communication to Board on emerging issues. Lack of designated/acting CEO in the absence of the CEO is not best practice, particularly for a board meeting (July 2015).

4. Policy Implementation
Rating for this category is a scale of 1 (worse) to 5 (best).   SCORE:  2

COMMENTS: see above

5. Working Relationship with the PSTA Board (As a Governing Body)
Rating for this category on a scale of 1 (worse) to 5 (best).   SCORE:  2

COMMENTS:  As I stated in last year’s evaluation, Board communication must be consistent and proactive. I learned of the tape-recording incident by viewing it on the evening news.

6. Working Relationship with Individual PSTA Board Members
Rating for this category is a scale of 1 (worse) to 5 (best).   SCORE:   2

COMMENTS:  My relationship with the CEO is good, but follow up on Board directives must be improved.

7. Financial Resource Management
Rating for this category is a scale of 1 (worse) to 5 (best).   SCORE:   3

COMMENTS:  None

8. Human Resource Management
Rating for this category on a scale of 1 (worse) to 5 (best).   SCORE:   2

COMMENTS: Interim/Acting CEO should be designated in the absence of the CEO. Clarity and consistency in policies and procedures (ex. Taping of personnel hearings) is needed.
 
9. Community Leadership & Relations
Rating for this category is a scale of 1 (worse) to 5 (best).   SCORE:  3
COMMENTS:  None

10. Project Management
Rating for this category is a scale of 1 (worse) to 5 (best).   SCORE:   3

COMMENTS:  None

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