Artistic Director Description

WORKSHOPS & CLASSES

To encourage the artistic development of our staff and provide an opportunity for staff to experience Write On, Door County from the perspective of a participant, we offer free and discounted workshops to full-time, part-time and temporary staff. All full-time, part-time and temporary staff workshop registrations are subject to the following restrictions: ● May not enter a class that is filled (unless you pay full tuition). ● Must have approval of the Managing Director. ● Workshop benefits and discounts are not transferable to spouses or friends. ● Workshop benefits may not be carried over or accrued from year to year. ● Full-time employees may register for up to 8 hours of free class programming per year ● Part-time staff members may take up to two free classes per year (outside of normal working hours) ● Temporary Staff may receive free classes at the discretion of the Managing Director (outside of normal working hours).

MEETINGS & CONFERENCES

Staff may be given limited time off by the Managing Director with pay to participate in educational opportunities related to the staff member's current or anticipated work with Write On. An employee serving as an official representative of Write On at a conference or meeting is considered on official business and not on leave.

PERFORMANCE APPRAISAL POLICY August 18, 2020

General

Performance appraisals, of each employee, shall be completed by the President of the Board of Directors, with input from whomever he/she chooses, by January 31st each year. A face to face meeting with each employee to discuss the appraisal and set goals for the ensuing year shall be held by January 31st of each year. Performance appraisals shall be completed through the following method.

Employee questionnaire

The Employee Questionnaire (EQ), as attached, shall be provided to each employee to complete in the first week of January. The employee shall have one week to return to the president. The president may share the questionnaire with other Board members at his/her discretion.

Performance Appraisal

Performance appraisal forms, attached, are designed for each position. The appraisal shall be completed jointly in a face to face meeting when the employee and president discuss performance. The employee may provide a written response to the appraisal should they so choose after a few days of reflection.

Face to Face Meeting

The president, along with one or two other Board members at the president’s discretion, shall meet with each the Executive Director and the Artistic Director and discuss both the Performance Appraisal and the EQ. At this time, goals for the ensuing year shall be solidified and shall serve as the basis against which the employee shall be reviewed at year’s end.

Compensation

The performance appraisal process shall be completed regardless of whether compensation adjustments are feasible. Should compensation adjustments, in either the form of an increase in base salary and/or a bonus, as approved by the Executive Committee of the Board, be available, the amount of adjustment awarded shall relate directly to the Performance Appraisal and completion of goals.

Mid Year Check In

The president and the employee shall meet before July 31 to discuss progress against goals and ensure the Board is providing appropriate direction and support to the staff.

New Employees

If a new position is created, a new appraisal form shall be created and provided to the new employee so they are aware of how their performance shall be evaluated. The same is required when a new person fills a previously existing position. Each new employee shall have a complete performance appraisal conducted by the immediate manager at six months to ensure we are helping the new employee be successful and we have a meeting of the minds regarding expectations.