Finding A New Museum Director
Stages In Executive Transition
MTA's Guidbook w/software |
Given the difficult economic times museum have found themselves in the past few years it's not surprising that there are many museums searching for a new Director. A recent AAM survey found the average tenure for museum Directors was 4.5 years! From the small local museums to many of the major museums in the country vacancies have occurred and Trustees have been faced with the responsibility of filling a vacant Directors position, perhaps the most important responsibility they are required to fulfill.
The Museum Trustee Association has worked with many museums by assisting them in developing a process that takes them through various stages in the Executive Transition. The 45 steps are explained in detail in our Executive Transitions guidebook which comes with software to use as you proceed thru steps.
The first stage we call the Groundwork Stage. It involves 14 steps in three areas.
Planning and Budgeting: After the Board Chair announces the departure the previous director allocate human and financial resources for the search process and develop a timeline. The board must also establish an interim leadership plan.
Forming the Search Committee: The board must select a search committee and have each member sign a Commitment Letter agreeing to keep the search confidential and agreeing to spend whatever time is necessary to complete the search.
Conducting the Institutional Assessment: Before advertising the vacant position an assessment of the museums strengths and weaknesses, financial condition, and future plans should be conducted to give the search committee a better idea of the skills needed in the new Director. It's important to involve senior staff, the board, members and community stakeholders in this assessment.
The second stage we call the Search Stage. It involves 20 specific steps in three areas.
Defining the Position: The Search Committee must prioritize professional skills
and personal qualitites, draft a job description, develop the compensation package with the board, and write the position announcement and begins advertising the position.
Assessing the Candidates: Search Committee reviews all applicants and assesses the candidates. Interviews with top candidates are scheduled, the final candidates are selected and references checked.
Sealing The Deal: The Search Committee makes a recommendation to the board, the offer is refined with the board and legal counsel and board makes offer.
The third stage is the Transition Stage. It involves six specific steps in two areas.
Orientation and Introductions: The Search Committee and Board make plans for orientation and board announces appointment to staff, volunteers, members, the community and professional networks. The board then introduces the new Director and family to the community.
Measuring Progress: Performance goals and objectives should be developed for the transition year. Progress is measured during the first year and organizational changes if needed are made. At the end of the year an annual assessment of the Director is done by the board.
All 45 steps are explained in detail in MTA's Executive Transition guidebook and software program. You can purchase this from MTA for $90.00 by emailing Jim McCreight, MTA President at president@mta-hq.org
Museum Trustee Association 
