Facilitator:Colleen Kelly December 14, 2012 Governance Lab Session 4: Evaluating Your ED/CEO.
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Transcript of Facilitator:Colleen Kelly December 14, 2012 Governance Lab Session 4: Evaluating Your ED/CEO.
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
By filling it out online you help us save paper. Thank you.
Thank you!
Colleen [email protected]
Vantage Point604.875.91441183 Melville StreetVancouver, B.C. V6E 2X5
@vantagepntfacebook.com/vantagepnt
linkedin.com/company/vantagepnt