Nonprofit Network Blog

Evaluate Your Executive Director in 7 Steps

Thursday, June 15, 2017 10:49 AM | Regina Pinney (Administrator)

Regina Pinney

Executive Director

Evaluating the executive director is a basic responsibility of the board that needs to be carried out every year. It does not need to be a process that you dread, though. Below is our suggested process to evaluate your executive director in 7 steps.

1) Gather perspectives from all Board Members.

  • It is recommended to use a survey tool with both rank/rating of critical hard and soft skills and open ended questions
  • You may also want to consider gathering perspectives from the staff

2) Allow the Executive to evaluate him/herself on the same criteria as the board

3) The Executive Committee (or Board Chair) should examine all of the data collected to explore similar themes. It is also important to understand and explore unique information.

  • Discussion questions when evaluating the data
  • Do you agree on what the strengths are? List several examples of how these strengths are illustrated.
  • Do you agree on what the challenges are? List several examples of how these challenges are illustrated.
  • Do you agree on what focus the goals should have? Agree on three clearly stated professional improvement goals.
  • Are the goals and expectations achievable and measureable? Determine how you will measure the success of these goals and maintain your appropriate role.
  • Have you considered all of the information to ensure your executive's compensation is fair and competetive? Consider who else needs to be included in this conversation (i. e. Finance Committee) and do research on how to be a competetive employer. MNA's 2016 Compensation and Benefits Report is a great resource to inform this conversation.

4) The Executive Committee should share the results of the assessment with the full board – in a closed session of the board meeting - and seek understanding and consensus regarding the goals. Ensure the board will speak in “one voice” to the Executive Director regarding these expectations. 
  • How does full board expect to see changes or improvement based on these goals.
  • How will the Chair/Executive Committee report back to the full board about how things are going?
  • What input should the Executive Director have in creating their own goals?

5) The Executive Committee and/or Board Chair should personally deliver the feedback to the Executive Director and allow for dialogue and discussion. The ED should have an opportunity to provide input on the goals and outcomes. Together, determine deadlines, check-ins and how the goals will be evaluated.

6) Executive Committee and/or Board Chair will report on the results of the meeting with the Executive Director and share any amendments or changes to the goals, objectives and outcomes.

7) Full board should evaluate the process and make appropriate notes and recommendations for improvement of future evaluations.

Have questions about how to implement this process in your organization? Give us a call at 517-796-4750.

Want more? Click here to sign up for our weekly e-newsletter and announcements.  Each week you'll get a link to the most recent blog post. We promise to respect your time and will not flood your inbox. We only send one or two e-mails each week.

Nonprofit Network

2800 Springport Rd.
Jackson, MI 49202
Phone: (517) 796-4750

Quick Help

Website collaboration with Courtland Consulting | Sitemap | Staff Login

Powered by Wild Apricot Membership Software