As a nonprofit Executive Director, you probably spent a lot of time on staff performance evaluations.
You know the importance of these evaluations. It is an opportunity to acknowledge strengths, set goals, and create professional development plans.
Tragically, so many nonprofit leaders work hard every day but do not receive their own performance review.
We all want feedback, acknowledgment for our successes and an action plan to respond to our weak spots.
In this episode, you will find talking points to convince your Board to set aside the time and resources to get you the performance evaluation you deserve.
You can read the transcript and hear the full episode at relishyourrole.com/23
Importance of an Annual Job Performance Evaluation
You know how important it is to receive feedback.
Your Board is responsible for evaluating the Executive Director and setting compensation. They rarely conduct a thorough, thoughtful annual performance evaluation of the leader.
You are probably frustrated and feel a unappreciated that your Board hasn’t given you a formal evaluation.
Most Boards only see performance evaluations for the purpose of deciding compensation. You can help them see other positive impacts of giving you a meaningful review.
You need to educate your Board on the importance of formally evaluating your performance.
Here are five talking points you can use to convince your board to put your performance evaluation on their ‘to-do’ list.
1. Executive Director Performance Evaluations Clarify Agency Priorities
A thorough Executive Director performance evaluation allows the Board to reflect on the general health of the agency.
An Executive Director performance evaluation creates explicit linkages between agency goals and what has been accomplished.
A good performance evaluation uses the agency’s strategic plan, or their annual work plan to identify benchmarks.
In designing the evaluation, the Board and Executive Director together identify organizational priorities and track progress.
A performance review creates mutual expectations of which tasks which are most important and the Executive’s role in completing them.
2. Formally Evaluating the Executive Director is a Key Board Responsibility
Boards have one priority- hiring and retaining a competent leader.
Hiring, developing, and retaining the Executive Director is the board’s main point of leverage.
The primary responsibility of a nonprofit Board is to ensure exceptional leadership and supporting the Executive Director.
This key component of their governance role can convince them to formally evaluate the organization’s leader.
3. An Executive Director Evaluation Strengthens the Executive Director/Board Partnership
A strong evaluation is a mutual process between the Executive and the Board which can strengthen their relationship.
An evaluation is based on identifying priorities and establishing expectations for what needs to get done and the acceptable level of achievement.
If there has been miscommunication around expectations, an evaluation is the chance to get everyone on the same page.
In gathering evaluation data, the Executive Director can explain some of the complexities of running the agency in a new way.
The give and take of identifying what needs to be measured deepens the Executive’s understanding of what the Board values.
It broadens the Board’s knowledge of the operational side of the organization.
In every evaluation I have performed, one of the more impactful elements is the growth in the Board’s understanding of the Executive Director’s job.
Many times, the performance evaluation creates Board clarity on where they need to focus their energies to assist the Executive Director achieve agency goals.
4. Executive Director Performance Evaluations Highlights Accomplishments
In designing a performance evaluation, the priority areas of the Executive’s responsibilities are identified. These priorities may be financial stewardship, reinforcing organizational values, and nurturing relationships with external partners.
The Board is probably unaware of the breadth of the Executive’s responsibilities.
In the process of identifying the priority areas to evaluate, the Board is reminded of the complex responsibilities of the job.
This understanding leads to deeper respect for the work you do.
5. Executive Director Performance Evaluations Support the Executive Director.
Exceptional nonprofit leaders must be recognized and rewarded, or they will leave. Great leaders are hard to find
It does not hurt to remind your Board that all staff responds well to an objective performance evaluation. Performance evaluations strengthen bonds with the organization. The same holds for you as the agency leader.
If there are elements of your job performance that have been a cause for Board tension, the performance evaluation helps clarify the issues that need support.
All evaluations should have an action plan based on their findings. These action plans may involve professional development, coaching, or additional staff to lighten your load.
The evaluation process helps make clear the type of support needed. It provides both the Executive Director and the Board a road map for improvement.
I have conducted scores of Nonprofit Executive Director performance evaluations. In almost every time, the result has been a stronger Board/Executive Director relationship and increased clarity around agency priorities and leadership competencies.
As the Executive Director you get recognized for the work you have done and receive a mutually determined action plan moving forward.
If this sounds good to you and you want help in getting your Board to invest in you and your professional growth get in touch– let’s get you the support and acknowledgement you deserve.