(Rescheduled from October 21 to December 16.)

The way a board of directors chooses to evaluate the performance of a nonprofit’s chief executive tells an important story about how that community impact organization values its people and their contributions to advancing the cause. The review process also illustrates the culture of accountability that exists among diverse people working to contribute to a community’s quality of life. Board Chairs Academy offers this online seminar with two fundamental principles in mind:

First, the purpose of an executive performance review is to help ensure the leadership responsibilities of the organization are clear to everyone, are monitored over time, and are objectively evaluated against appropriate measurements. The executive review also clarifies the chief executive’s responsibilities versus those of the board.

Second, an executive review process must be approached in a collaborative fashion. The board and chief executive are partners in advancing the cause, and that includes both parties supporting the process from design through implementation.

Learning Outcomes

At the conclusion of this event, participants will have tools and information to:

Identify and pursue adoption of board policies that help set the stage for effective executive performance reviews
Coordinate a thoughtful evaluation process that will result in specific discussions about an annual leadership plan, executive retention, professional recognition, and leadership succession
Recognize the pitfalls of an executive review process that can unintentionally inhibit positive board and executive director relationships

Our Point of View Regarding Executive Performance Reviews

Board Chairs Academy believes that an executive performance review is one of three essential evaluations that include a board governance assessment and an organizational assessment. The results of these additional evaluations provide important input into the culture of the organization and the ultimate success of the executive. We also hold that an executive review must involve a compensation review component as well as discussion of leadership continuity and succession planning among key leadership positions in the organization.

Third Sector Company, Inc. is committed to advancing justice, equity, diversity, and inclusion as foundational to its programs.

We acknowledge and honor the fundamental value and dignity of all people; and we pledge our individual and organizational efforts to build respect, dignity, caring, and equitable treatment for all. As an organization, we are committed to transforming the world into one that promotes social justice and freedom from oppression, including but not limited to, racism, sexism, classism, heterosexism, ageism, and ableism.

Thus, we aim to be adaptable, actively anti-racist, embracing cultural differences, and to be accessible for people who are differently resourced and differently abled. Since we do not want financial hardship to be a barrier to participation, there are several seats reserved in each of our fee-based programs for confidentially awarded scholarships. We encourage those from historically underserved communities to apply.

Executive Performance Review: A Tool for Leadership Success