| Date | Question | Answer |
|---|
12/2/2014
| The Succession Planning RFP states that there is an organizational chart attached for our reference. We are unable to see this. Could you please forward this to us? | A revised RFP that includes the Organizational Chart has been posted on the PLB website.
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11/21/2014
| III. Scope of Project - B). Define the mutual expectations of the Board and the Executive Director. Is there currently anything in place? or would this need to be developed from scratch? | Currently we operate with Board responsibilities defined in the PLB Bylaws and Executive Director responsibilities defined by the PLB Bylaws and Job Description for the position. Mutual expectations of the Board and Executive Director will need to be defined to the extent that they impact Part C of the RFP; defining the core leadership and management competencies of the Executive Director position.
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11/21/2014
| Part A of the scope of the project section of the RFP for Succession Planning asks to define PLB's short and long term strategic goals. My question is: Is PLB looking for an agency to define strategic goals for the organization (i.e. facilitate a strategic planning process)? or is there currently something in place that needs to be updated and/or refreshed. This will impact the time commitment and estimate. | The PLB will be engaging in a strategic planning process later next year. For the purpose of this project we’re looking to review and update if necessary the current priorities. The final Succession Plan would include a process for the Board to periodically review and update the Succession Plan as needed whether due to changes in strategic goals or other expectations
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