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- Assessment of the Chief Executive – Sample Survey
- Assessment of the Chief Executive – Sample Report
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- Assessment of the Chief Executive for Associations– Sample Report
- Head of School Assessment – Sample Survey
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What is BoardSource? BoardSource, formerly the National Center for Nonprofit Boards, is the premier resource for practical information, training, and leadership development for board members of nonprofit organizations worldwide. For more information visit: www.boardsource.org.
What is an online assessment? This online assessment tool an easy-to-use survey tool that gives every member of the board a confidential and convenient way to provide feedback to the board on the performance of the governing body or its chief executive. This online survey enables rapid distribution of questionnaires and automatic compilation of results. Will anyone in my organization see my answers? No. Your answers are kept confidential. They are submitted directly to BoardSource and individual answers cannot be accessed by anyone on your board. Only the aggregate answers are shared with your board via a summary report. Answers to open-ended questions are grouped together in the summary report as they are entered, but are not attached to specific participants. Will the facilitator see my answers? No. The facilitator cannot link responses to individuals. The facilitator can, however, see who on the board has completed the assessment. How long do I have to complete the survey? Your deadline for completing an assessment is included in the e-mail sent to you and is listed on the login page. Responses must be submitted prior to the deadline in order to be included in the summary report. FAQ – BOARD SELF-ASSESSMENTSWhy use the BoardSource Board Self-Assessment?
FAQ – ASSESSMENT OF THE CHIEF EXECUTIVEWhy conduct an assessment? The assessment of the chief executive is an opportunity for the board to express support for the executive and strengthen his or her performance. This is the time for the board to provide honest feedback on the performance of the organization’s chief staff officer and to address the critical questions effective leaders want to know: “What am I doing well?” and “What can I do better?” The assessment process provides one of the few opportunities the executive has to obtain insight into his or her strengths, limitations, and overall performance. Why is the assessment of the chief executive important? While the chief executive is typically surrounded by people — board members, staff members, funders, and stakeholders — leaders of organizations are often isolated from information about their own performance. The board assessment of the chief executive is one of the most important — and sometimes the only — vehicles for the executive to obtain input into his or her performance. It is a critical process for the executive’s and the organization’s success, and an essential function of the nonprofit board.
Why use the BoardSource tool to assess the chief executive? Created exclusively by BoardSource, this questionnaire is based on the principles of best practices and standards for nonprofit chief executives. Using the BoardSource tool eliminates the need for the board to come up with an appropriate assessment tool of its own and provides a consistent point of comparison from year-to-year. In addition, this assessment is a confidential process, enabling board members to share information and opinions more openly.
Should the assessment results be tied to compensation? The outcomes of the assessment are one critical point in the discussion of the chief executive’s performance and in decisions about adjustments to the chief executive’s compensation. However, there is no “magic formula” that correlates specific ratings on the assessment to specific changes to compensation. Compensation decisions are complex and need to take into account the organization’s policies and approach to compensation, the terms of the chief executive’s contract, market-based benchmarking data, and specific performance metrics or bonus criteria, in addition to the outcomes of the assessment process. Conducting an assessment of the chief executive is an important way to demonstrate that compensation decisions are addressed in a more formal process and should be one of the steps taken in making compensation decisions for the chief executive. How often should the assessment process be undertaken? The chief executive needs regular feedback from the board on his or her performance, therefore we believe that the assessment process should be completed annually. What is the right timeline for the assessment process? The timing of the process should be linked to the organization’s annual calendar and planning cycle. For this reason, most organizations conduct the assessment at the end of the year (calendar or fiscal). By conducting the assessment at the end of the year, the board is able to assess the entire year’s performance and begin a discussion of annual performance goals for the year ahead. Regardless of the timing of the assessment process, it should be completed before any discussions of compensation are held.
Who should lead the assessment process? Typically, the assessment process is led by the one of the board officers (the chair, the immediate past chair, or the chair of the governance or similar committee). Someone at your organization will also serve as the facilitator to assist a BoardSource staff person in setting up your online assessment. The facilitator will provide the beginning and end dates, enter board member names and e-mail addresses, preview the survey and customize any questions you decide to change. If performance goals have been established for your chief executive, these can be inserted into Section One. The facilitator is able to monitor who has participated in the assessment but cannot view individual answers. Should staff participate in the assessment process? Assessing the chief executive is a board governance responsibility, therefore, the primary group of respondents should be limited to board members. In some cases, depending on the size, complexity and culture of the organization, it may be appropriate to obtain input from the senior staff who have a closer working relationship with the chief executive and may be able to provide important insight into his or her performance. If staff are included, it is important to analyze the board and staff responses separately so that the unique perspectives of these groups can be distinguished.
Should external informants (peers, others) take part? External informants should not participate in the assessment process. Should the board want information on how the organization or chief executive is viewed externally, the organization should conduct an external review or organizational audit. The assessment of the chief executive is not the appropriate place for external stakeholders to provide input.
Should the chief executive complete a self-assessment? We recommend that along with the board, the chief executive also complete the assessment. The summary report presents the chief executive’s responses separately from the board’s responses, enabling the board to compare and contrast their perceptions from those of the chief executive. In addition, many chief executives also prepare a self-assessment narrative highlighting key aspects of their performance over the past year.
What is the difference between this and a 360 assessment? The assessment of the chief executive is a board-run undertaking designed to carry out its governance role of ensuring that the chief executive is effectively fulfilling his or her responsibilities. Typically, only board members and the chief executive participate in this process. While the results of the assessment have clear implications for the chief executive’s professional development, it is primarily a vehicle for performance review. A 360 assessment is a tool for leadership and professional development and typically involves the person’s supervisor, peers, and direct reports. The 360 assessment process is typically undertaken and “owned” by the individual being assessed. The individual is free to accept, reject, or ignore the feedback received.
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For more information, e-mail assessments@boardsource.org or call 202-349-2583.
