The Virginia Museum of Natural History executive committee on an internal call discussed tightening performance reviews, regrading senior positions and addressing low starting salaries while advancing a diversity, equity and inclusion review.

Chair (identified in the transcript as Speaker 3) said the board will recommend more formal, organization-wide 360-degree review approaches and expects a face-to-face meeting in December with senior staff to begin job-grading work. He cautioned that any regrading may require incremental budget requests because operating funds are limited.

"First of those is talking about the 360, degree review process and how we might get at that and improve that, considerably from where we are," the chair said, describing plans to identify online tools for HR to research. Executive staff will also participate in appraisals, the chair added.

Executive Director (Speaker 1) reported he had consulted DHRM and said the state human-resources office indicated such requests are common and typically handled incrementally. "They said, what you're saying is what every agency says. It happens all the time," he said, summarizing DHRM's guidance.

Board members flagged equity and board composition during a discussion of a DEI report shared by Roberto Muniz (via staff). The chair summarized that the report covered many types of museums in Virginia and recommended concrete follow-up rather than only an informational packet. He asked that DEI work be referred to the strategic planning committee for continuing discussion and for the board to consider more deliberate recruitment and nominations.

Speaker 4 urged a board self-assessment to identify strengths and gaps, saying a self-review (which can be anonymous or not) would help identify where the board should focus its efforts. The committee agreed to allocate time in upcoming meetings for focused discussions on DEI and board composition.

On compensation, the committee charged Christie (education staff) with conducting a salary survey. Executive Director (Speaker 1) noted a forthcoming staff hire will start at about $30,000 a year and described that as a low living-wage concern that will be part of the broader compensation review.

The committee agreed next steps will include: (1) staff-led research on 360-review platforms for HR, (2) a December meeting to begin job-grading work for senior staff, (3) a Christie-led salary survey, and (4) referring DEI recommendations to the strategic planning committee for follow-up and potential board recruitment guidance.

The meeting did not record a formal board vote on these specific items; they were presented as directions and next steps for staff and committees.