Annual CEO Performance Review

  • 1. OVERALL ORGANIZATIONAL PERFORMANCE

    Please rate questions 1.a - 1.g on the scale from (0) Does Not Meet Expectations to (5) Consistently Exceeds Expectations
  • Does Not Meet Expectations (0) Sometimes Meets Expectations (2) Always Meets Expectations (3) Often Exceeds Expectations (4) Consistently Exceeds Expectations (5) NA / Don't Know
    1.a. Works with the board and management staff to develop strategies for achieving mission goals and financial viability.
    1.b. Appropriately provides both support and leadership to board.
    1.c. Demonstrates quality of analysis and judgement related to progress and opportunities, and need for changes.
    1.d. Maintains and utilizes a working knowledge of significant developments and trends in the field (examples: government budgets and initiatives for the arts, changes in laws, and new sources of potential grant revenue)
    1.e. Builds respect and profile for the organization in its various constituencies. Supports the overall field/movement in which the organization works.
    1.f. Establishes ambitious goals for excellence and impact and initiates, maintains, and adapts programs with excellence and impact.
  • *An explanation is required when giving a score of 0, 2, or 5. These explanations will help guide feedback by identifying specific areas of success, as well as, areas where growth is needed. For all other scores simply write n/a in the comment field.

  • 2. COMMUNITY LEADERSHIP

    Please rate questions 2.a - 2.d on the scale from (0) Does Not Meet Expectations to (5) Consistently Exceeds Expectations
  • Does Not Meet Expectations (0) Sometimes Meets Expectations (2) Always Meets Expectations (3) Often Exceeds Expectations (4) Consistently Exceeds Expectations (5) NA / Don't Know
    2.a. Serves as an effective spokesperson. Represents the organization well to its constituencies, including clients/members/patrons, other nonprofits, government agencies, elected officials, funders, and the general public.
    2.b. Establishes and makes use of working relationships with organizations and individuals in the field.
    2.c. See that communication vehicles are developed and utilized well.
  • *An explanation is required when giving a score of 0, 2, or 5. These explanations will help guide feedback by identifying specific areas of success, as well as, areas where growth is needed. For all other scores simply write n/a in the comment field.

  • 3. ADMINISTRATION AND HUMAN RESOURCES

    Please rate questions 3.a - 3.h on the scale from (0) Does Not Meet Expectations to (5) Consistently Exceeds Expectations
  • Does Not Meet Expectations (0) Sometimes Meets Expectations (2) Always Meets Expectations (3) Often Exceeds Expectations (4) Consistently Exceeds Expectations (5) NA / Don't Know
    3.a. Establishes and leads an effective management team.
    3.b. Recruits and retains a diverse staff.
    3.c. Maintains appropriate balance between programs and administration.
    3.d. Ensures that procedures and organizational culture maximize volunteer involvement.
    3.e. Ensures compliance with relevant workplace and employment laws.
    3.f. Sees that employees are licensed and credentialed as required and that appropriate background checks are conducted.
    3.g. Leads staff in maintaining a climate of excellence, accountability, and respect.
  • *An explanation is required when giving a score of 0, 2, or 5. These explanations will help guide feedback by identifying specific areas of success, as well as, areas where growth is needed. For all other scores simply write n/a in the comment field.

  • 4. FINANCIAL SUSTAINABILITY AND MISSION IMPACT

    Please rate questions 4.a - 4.j on the scale from (0) Does Not Meet Expectations to (5) Consistently Exceeds Expectations
  • Does Not Meet Expectations (0) Sometimes Meets Expectations (2) Always Meets Expectations (3) Often Exceeds Expectations (4) Consistently Exceeds Expectations (5) NA / Don't Know
    4.a. Assures adequate control and accounting of all funds, including maintaining sound financial practices.
    4.b. Sees that program and activities are developed, executed, modified, and dismantled to maximize mission impact.
    4.c. Works with the staff, finance committee and the board to prepare budgets, monitor progress, and initiate changes (to operations and/or to budgets) as appropriate.
    4.d. Sees that official records and documents are retained; sees to compliance with federal, state, and local regulations (example: Form 990, payroll withholding).
    4.e. Develops realistic, ambitious plans for acquiring funds.
    4.f. Jointly with the Board Chair and Secretary of the board, conducts official correspondence for the organization, and jointly with designated officers, executes legal documents appropriately.
    4.g. Successfully involves others in fundraising and in earned income generation.
    4.h. Establishes positive relationships with institutional funders, such as foundations, government agencies, churches, corporations, and so forth.
    4.i. Establishes positive relationships with individual donors.
  • *An explanation is required when giving a score of 0, 2, or 5. These explanations will help guide feedback by identifying specific areas of success, as well as, areas where growth is needed. For all other scores simply write n/a in the comment field.

  • 5. RELATIONSHIP WITH THE BOARD OF DIRECTORS

    Please rate questions 5.a - 5.f on the scale from (0) Does Not Meet Expectations to (5) Consistently Exceeds Expectations
  • Does Not Meet Expectations (0) Sometimes Meets Expectations (2) Always Meets Expectations (3) Often Exceeds Expectations (4) Consistently Exceeds Expectations (5) NA / Don't Know
    5.a. With the Board Chair, appropriately involves/does not involve board members in decisions.
    5.b. Provides appropriate leadership to the board.
    5.c. Sees that board members are kept fully informed in a timely way on the condition of the organization and important factors influencing it.
    5.d. Sees that board committees are appropriately supported.
    5.e. Works with the board officers to ensure that the board is effective as a body and that recruitment, involvement and departures of individual board members are effective.
  • *An explanation is required when giving a score of 0, 2, or 5. These explanations will help guide feedback by identifying specific areas of success, as well as, areas where growth is needed. For all other scores simply write n/a in the comment field.

  • 6. ADDITIONAL COMMENTS