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ART. III POL. 1 | GOVERNANCE COMMITMENT

The Executive Director is the Commission’s only connection to operational achievement and conduct so that all authority and accountability of staff, as far as the Commissioners are concerned, is considered the sole responsibility of the Executive Director.

Accordingly,
1. The Commissioners will not give instructions directly to Commission staff; rather, any instructions will be directed to the Executive Director.
2. The Commissioners will not evaluate, either formally or informally, any Commission staff other than the Executive Director.
3. The Commissioners will deem the performance of the Executive Director as identical to the performance of the Commission. In other words, successful Commission performance, as measured by the accomplishment of the Commission's Ends Policies and avoidance of any actions and situations specifically limited by this governance document, will be viewed as successful Executive Director’s performance. Accordingly, statements by the Executive Director about Commissioners’ non-compliance with their own policies, particularly in the case of Commissioners’ behavior that is detrimental to the working relationship between the Commissioners and the Executive Director or the Executive Director and his/her staff, will not impact the Executive Director’s performance evaluation.
Florida Commission on Human Relations - Governance Processes
September 2014 - Revised (Original November 2006)

ART. III POL. 2 | GOVERNANCE COMMITMENT

The Commissioners will instruct the Executive Director, through the Executive Limitations contained in this governance document, thus allowing the Executive Director to use any reasonable interpretation of these polices to carry out his or her responsibilities.

Accordingly,
1. The Commissioners will develop Executive Limitations that guide the Executive Director in managing and operating the Commission. These Executive Limitations will address the broadest levels of all organizational decisions and situations.
2. As long as the Executive Director uses reasonable interpretation of the Executive Limitations, the Executive Director is authorized to establish all policies and procedures, make all decisions, take all actions, establish all practices, and develop all activities necessary to successfully administer and operate the Commission. Such decisions of the Executive Director shall have full force and authority.
3. The Commissioners may, as they deem necessary, change the Ends Policies and Executive Limitations. As long as any particular delegation is in place, the Commissioners will respect and support the Executive Director’s choices. The Commissioners will not change Executive Limitations that could inhibit the Executive Director from achieving Ends Policies and priorities set by the Commissioners.
Florida Commission on Human Relations - Governance Processes
September 2014 - Revised (Original November 2006)

ART. III POL. 3 | MONITORING EXECUTIVE DIRECTOR PERFORMANCE

The Commissioners will monitor the Executive Director’s performance for compliance with the Executive Limitations at any time and by any method as the Commissioners so choose.

Accordingly,
1. Monitoring performance is simply to determine the degree to which Executive Limitations are being complied with and the Ends Policies are being met.
2. The Commission will acquire monitoring data by one or more of three methods:
(a) internal reporting and data which the Executive Director discloses compliance information to the Commission,
(b) external reporting compiled by an external, unbiased, and disinterested third party selected by the Commissioners to assess compliance with Commission policies, and
(c) by direct Commissioner inspection in which a designated person of the Commission assesses compliance with the appropriate policy criteria.

3. In each case, the standard for compliance will be a reasonable interpretation by the Executive Director of the Commission policy being monitored. The Commissioners are the final arbiter of reasonableness but will always judge using the “reasonable person” test.
4. The Executive Director’s performance will be documented on an annual basis pursuant to the State of Florida performance appraisal process.
Florida Commission on Human Relations - Governance Processes
September 2014 - Revised (Original November 2006)

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