Performance Review for the CEO/ED

Adrianne Geiger Dumond

A performance review of the CEO/ED (Executive Director) one time a year is recommended as good governance. Yet, when I have asked some of these leaders in the past, the answer often is “ Oh, I’ve never had one” … or “I had one several years ago.”

The questions are, How can a leader grow and reach new heights without support and feedback from the Board? How can a Board really support a mission without understanding the leader’s challenges and strengths?

There are assessment tools and even resources on the Internet about this process and protocol, but I believe the simplest of discussions with everyone notified and involved produces the healthiest and most satisfactory outcomes.

• The Board chair meets with the CEO/ED to state purpose, ask about a future date, and ask if there are any items he/she would like feedback on.

• The Board chair reports to the Board the findings and sets a future date, asking that all members please attend.

In the meeting there are two (2) simple questions to answer:

1. What did the leader accomplish this year, what about effective communication with the Board, with donor and community relationships, success with leadership initiatives, and meeting the strategic goals of the nonprofit? What are his/her strengths?

2. What would the Board like to have him/her consider doing differently?

These questions should be tackled separately. That is, question 1 should be discussed by the entire Board – if small, in one group. If the Board is more than 6, then in small groups, and then each small group reports to the others. There is knowledge and information shared in this process that makes the Board a stronger team.

After there is closure to the first question, the second question is addressed in the same way.

The discussions and notes from these two sessions must be confidential and housed in the Board chair’s possession – never in the office. Feedback to the CEO/ED should convey support, appreciation, and should also touch on any development goals for the leader.

Author: Adrianne Geiger DuMond, Executive Coaches of Orange County,