I do suggest that an informal agenda be created, perhaps allowing each candidate to present their positions and setting a time limit on their presentations. Then the floor should be open for questions. I would suggest that the questions not be directed to one candidate but all the candidates.
Try to keep the meeting’s total time around 60 to 90 minutes. This would mean that the first section should not exceed 30 minutes and the Q&A between 30 and 60 minutes. It would be advisable to have a moderator who has no preference for one candidate over another.
I understand personnel problems or discussions of conduct or performance should be private for committee meetings, but if we are discussing salaries and duties I don’t think that falls under personnel. We recently had a chairperson ask visitors to leave as we were discussing salaries and contracts. I said nothing because I was not sure, but in my opinion how much we pay someone, what the contracts are for and what is done should be accessible to those who pay for the contracts.
The question is for when HOA board committees meet where we have only one and sometimes none of the directors present. Can you give some general feedback of what areas of personnel matters would be grounds to close a meeting regardless of committee or board?
The committee that you described seems to be making final employee decisions. Unless it is authorized to do so by the board, this is improper.
W.P., Vero Beach
I can only guess why the board feels that snowbirds should be restricted, but in my opinion it’s unnecessary. With today’s communications, a director or officer who is out of town can still attend the meeting, be counted as present and conduct business using electronic means such as a speakerphone.