1. Facilitator:Colleen Kelly December 14, 2012 Governance Lab Session 4: Evaluating Your ED/CEO

2. Review…

3. Myths of Friend Raising 1.Special Events 2.Grants 3.New Contributors 4.We’re NOT-for-Profit 5.Staff’s Job 6.Board’s Job 7.I Don’t Like to Ask 8.Ask Friends

4. Principles of Fund Development Pyramids Contributors Push & Pull Thank you AND… Passenger Seats Friends make relationships Giving – time and money

5. 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 CONTRIBUTOR STRATEGY

6. Today’s Topics 1.9 Methods of Evaluation 2.Discussion: Evaluation of the Organization? ED? Or Both? 3.ED Evaluation Process: 7 Steps

7. Your Learning Objectives

8. CONTEXT The Chair of the Board and The Executive Director/CEO MUST be each other’s Greatest Fans and Greatest Critics

9. ED and the Leadership Ladder Governance Management Performance Objectives Strategies Priorities Success Mission LEADERS Vision Values Activities Adapted from the Wilcox Model for Effective Nonprofit Leadership

10. Methods of Evaluation Defined Up Front Consistent Collaborative Intention to Develop (NOT punitive) There are many ways a Board can do this…

11. Role Description Assess against tasks requested of the position when you hired Review and update regularly

12. Comparison What traits or competencies do you require in your ED? Are they in the role description? Do you evaluate against those?

13. Self How does your ED evaluate her/his own performance?

14. Strategic Plan How are they delivering on the strategic plan? Governance Management Performance Objectives Strategies Priorities Success Mission LEADERS Vision Values Activities

15. Goals 1.Determine personal goals for the ED and organizational goals 2.Determine how you will measure these goals

16. 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.

17. Perception in Community What does the community think of your organization and ED?

18. Compensation & (Measured) Bonus Do you review salary and benefits each year? If you have a bonus structure how is it measured?

19. 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?

20. Activity #1: What is YOUR current practice?

21. Organization AND/OR ED?

22. Activity #2: How do/will you measure?

23. Process for ED Evaluation Ongoing, cyclical process Start from where you are now Continuously improve

24. Step 1. Reality Check Where are you now with your: Strategic plan ED evaluation policy & procedure ED job description Annual work plan

25. 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?

26. 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

27. 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

28. Step 5. Schedule Dates Annually Set 5 Separate Meetings: 1.Receive ED performance documentation 2.ED evaluation (1-hour) 3.Salary & benefits review 4.Future planning & development 5.Report to Board and obtain necessary approvals

29. 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

30. Step 7. Refine Process ED Development Committee: What worked well What needs more work for the next cycle Go back to Step 1

31. Remember! Ongoing, cyclical process Start from where you are now Continuously improve

32. 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)

33. Session Evaluation Your Feedback is Important! https://www.surveymonkey.com/s/GLVFDec2012 By filling it out online you help us save paper. Thank you.

34. Thank you! Colleen Kelly ckelly@thevantagepoint.ca Vantage Point 604.875.9144 1183 Melville Street Vancouver, B.C. V6E 2X5 @vantagepntfacebook.com/vantagepnt linkedin.com/company/vantagepnt