Facilitator: Colleen KellyDecember 14, 2012

Governance LabSession 4: Evaluating Your ED/CEO

Review…

Myths of Friend Raising

1. Special Events2. Grants3. New Contributors4. We’re NOT-for-Profit5. Staff’s Job6. Board’s Job7. I Don’t Like to Ask8. Ask Friends

Principles of Fund Development

• Pyramids• Contributors• Push & Pull• Thank you AND…• Passenger Seats• Friends make relationships• Giving – time and money

7 Elements of Success

Jeffrey R. Wilcox, CFRE. Copyright 2009. All Rights Reserved.

TRAINING & SUPPORT SERVICES

STRATEGIC PLAN

DEFINED INFRASTRUCTURE

CONTRIBUTOR DATABASE

A MISSION-DRIVEN ORGANIZATION

CASE FOR GIVING

CONTRIBUTORSTRATEGY

Today’s Topics

1. 9 Methods of Evaluation

2. Discussion: Evaluation of the Organization? ED? Or Both?

3. ED Evaluation Process: 7 Steps

Your Learning Objectives

CONTEXT

The Chair of the Boardand The Executive Director/CEO

MUST be each other’sGreatest Fans and

Greatest Critics

ED and the Leadership Ladder

Gov

erna

nce

Man

agem

entPerformance Objectives

Strategies

PrioritiesSuccess

Mission

LEADERS

Vision

Values

Activities

Adapted from the Wilcox Model forEffective Nonprofit Leadership

Methods of Evaluation

• Defined Up Front• Consistent• Collaborative• Intention to Develop (NOT punitive)

There are many ways a Board can do this…

Role Description

• Assess against tasks requested of the position when you hired

• Review and update regularly

Comparison

• What traits or competencies do you require in your ED?

• Are they in the role description?

• Do you evaluate against those?

Self

How does your ED evaluate her/his own performance?

Strategic Plan

How are they delivering on the strategic plan?

Gov

erna

nce

Man

agem

entPerformance Objectives

Strategies

PrioritiesSuccess

Mission

LEADERS

Vision

Values

Activities

Goals

1. Determine personal goals for the ED and organizational goals

2. Determine how you will measure these goals

Employee/Volunteer Engagement

Employees and Volunteers may not be able to evaluate the ED directly… …but engagement surveys can tell you how they feel about the workplace.

Perception in Community

What does the community think of your organization and ED?

Compensation & (Measured) Bonus

• Do you review salary and benefits each year? • If you have a bonus structure how is it measured?

Contingency Plan

• Do you have a contingency plan if the ED/CEO had to leave suddenly?

• Do you have all relevant info

recorded and updated?

Activity #1:

What is YOUR current practice?

Organization AND/OR ED?

Activity #2:

How do/will you measure?

Process for ED Evaluation

• Ongoing, cyclical process• Start from where you are now• Continuously improve

Step 1. Reality Check

Where are you now with your: • Strategic plan• ED evaluation policy & procedure• ED job description• Annual work plan

Step 2. Looking Ahead

• Review & update job description, annual work plan & performance plan

• Key responsibilities & priorities for the coming year defined & agreed upon

• Any gaps in Step 1 to be developed?

Step 3. Responsibility for Process

ED Development Committee: • Who conducts surveys? – staff & volunteer engagement – external feedback

• Contribution of signed comments from board?

• Who approves salary & benefits?• How ED reports results & feedback

Step 4. Monitor Progress

No surprises!• External feedback might be periodic• Strategic Plan and Work Plan

progress reports• KPIs/Performance Measures• Periodic & annual ED report

Step 5. Schedule Dates Annually

Set 5 Separate Meetings:1. Receive ED performance

documentation 2. ED evaluation (1-hour)3. Salary & benefits review4. Future planning & development5. Report to Board and obtain necessary

approvals

Step 6. Carry out the Evaluation

• Clear on staff and external feedback• Get the Big Picture accurate (avoid individual moans)• Address unmet targets & challenges• Identify skills & competencies for refinement• Action plans are measurable,

attainable & scheduled

Step 7. Refine Process

ED Development Committee:• What worked well• What needs more work for the next cycle• Go back to Step 1

Remember!

• Ongoing, cyclical process• Start from where you are now• Continuously improve

Additional Resources

• Vantage Point Board Toolkit: Executive Director Performance Review Process • Charity Village - Canadian Nonprofit Sector Salary Report• HR Council for the Nonprofit Sector• Boardsource (online assessment tool – paid resource)

Session Evaluation

Your Feedback is Important!

https://www.surveymonkey.com/s/GLVFDec2012

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Thank you!

Colleen Kellyckelly@thevantagepoint.ca

Vantage Point604.875.91441183 Melville StreetVancouver, B.C. V6E 2X5

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