2018 Monterey County Board Executive Evaluation Forms
Scroll to the bottom of this webpage to select an evaluation form.
Value of Executive Evaluation
The purposes and benefits of the Executive evaluation process include:
- Focusing the Executive’s activities on the organization's mission and strategic plan
- Providing a mechanism to assess how effectively the Executive has implemented board policies and decisions
- Providing a basis for future Executive performance expectations
- Facilitating coordination and teamwork among the organization's leadership
- Creating a formal system for Executive professional and personal development
- Communicating Board expectations of the Executive
- Establishing parameters for Executive performance that enable the Board to provide constructive feedback regarding Executive professional performance.
Through evaluation, Board can systematically maintain accountability for the actions of the Executive. The evaluation process should be a regular and formal process to avoid or reduce subjective judgments of performance. By employing a formal evaluation process, performance expectations can be made clear for both the Board and Executive. A review of the organization's mission statement and Goals and Objectives and strategic plan should be included in the process to ensure Executive and Board agreement on the direction the organization takes over a given time frame. Use of a formal evaluation strengthens the congruence between the mission, goals and objectives of the organization and those of the Executive.
The evaluation is conducted to facilitate Executive improvement.
Policy Statement on Performance Evaluation
The four main goals for the Executive evaluation are stated below:
- Appropriate assessment of Executive performance
- Linkage of Executive performance to the organization's goals
- Executive growth and development
- Strengthening board/executive relations
The performance evaluation addresses goals for evaluating the Executive, and their management of employees of their organization. The evaluation reflects a commitment to the principal of using a performance-based evaluation system and addresses the relationship between evaluation, professional growth and effectiveness.
Developing an Executive
Performance-Based Evaluation Tool
To design an effective Executive evaluation process you need to have:
- A clearly defined vision, mission, and values
- An up-to-date organizational plan with clearly specified organizational goals and objectives
- A current written employment contract and job description for the Executive
- A shared understanding of the purposes of the Executive evaluation
The personal or behavioral performance appraisal tool offers an objective method of evaluating top management with the following components:
- Key characteristics required to perform the job. These dimensions are identified by the Executive in conjunction with the governing board. These characteristics or dimensions can be found in the organization’s bylaws or code, the Executive employment contract and the job description. These dimensions include effective communication; leadership/managerial qualities; personal qualities such as integrity, judgment and sensitivity; needed knowledge and skills; community relationships; political effectiveness; Board relations; staff relations and other areas of specific responsibility. Each dimension has a performance rating to indicate the Executive’s performance from unacceptable to excellent. The number of levels in the performance range should facilitate reviewer discretion and objectivity.
Identification of strengths and areas where development is needed. These developmental needs should be incorporated into the coming years goals. The identification of how the organization can assist the Executive in addressing developmental needs should be included in this section.
An overall performance rating.
Evaluation of whether the Executive accomplished the current year’s goals and objectives.
Goals and objectives for the upcoming year including timeframes for accomplishment and criteria used to measure accomplishment of the goals.
Conducting an Executive Evaluation
A standardized process for Executive performance evaluation should be developed and adopted by the board. The evaluation can be conducted in a variety of ways, but the opportunity for input from each board member is important. All standards should be developed in advance by both the board and the Executive prior to the evaluation. An interview should be arranged at a location that is private and free from interruptions. The interview has the purpose of collecting and assessing information relative to standards of performance and also to discuss future actions where the goals and objectives of the institution may need adjustment or what future directions the Board and the Executive should be taking.
Attached to the Executive evaluation form should be a written status report of the Executive’s current year’s goals (see Attachment I). The Executive has much to contribute to the evaluation process as a peer and a colleague.
The final report should be presented to all Board members and included in the Executive’s confidential file.
Results of Executive Evaluation
It is recommended that the Board evaluate top management at least annually and recommend new ideas to further enhance the operation of the organization. The outcome of effective Executive evaluation will benefit both the Executive and the Board. The key to effective performance appraisal is the development of a mutually agreed upon format and a process for evaluation that is objective and timely. If both the Board and Executive are in agreement on the performance standards to be used, the evaluation can be a positive force in developing and meeting the goals and objectives of the County.
The recommended evaluation form follows as a guide to Board members.
Executive Evaluation Guide
Dimensions/Characteristics of Performance
Using the following definitions of levels of performance, please indicate below your perceptions and evaluations of your Executive’s work performance. Mark only those categories in which you feel able to evaluate his/her performance. Additional written comments can be made.