© Simone P.

Joyaux ACFRE Rhode Island USA

spjoyaux@aol.com www.simonejoyaux.com

Performance Appraisal Form Executive Director

General directions to complete the appraisal form

1. Confidentiality
• Performance appraisal is a confidential activity. Please do not discuss this activity or your comments
with anyone. The Personnel Committee wants your individual opinion.
• If you are a Committee Chair, you may invite your committee members to share their
observations about the CEO’s performance. If you choose to speak with your Committee, please
attach an additional page to your completed form, that summarizes comments from your
Committee members.
2. Your critical role
• Evaluating performance of the CEO is one of the most important activities of the Board. The Board
speaks as a group and takes action as a group.
• Each individual Board member is expected to complete this form and return the completed form –
by the due date – to the Chair of the Personnel Committee. Your participation in this process is
one of the expectations of Board membership.
• The Personnel Committee will compile the responses from all Board members to prepare a
composite view of the CEO’s performance.
3. Anonymity
• The CEO will receive a copy of the tabulated survey results, using this same form.
• Specific examples and comments will be quoted directly but not attributed to any individual.

4. Response format
• You may complete this form one of 3 ways:
• Type your responses directly onto the form using a typewriter.
• You can download the document (Microsoft Word) and complete the form on your computer.
• You can hand write your responses directly onto the form. Please write legibly!

5. Completing the form

• Please check the appropriate box at the top of the form and also print your name in the specified
blank. The Personnel Committee may need to contact you for clarification.
• Please assess each category of performance of the CEO and circle the appropriate rating.
• You are required to give specific examples for all ratings except “Meets Expectations.”
6. Review the following documents prior to completing the form
• CEO’s Job Description
• Board Job Description
• Agency Values, Vision and Strategic Plan
• CEO Goals for the year.
7. Think about the following:
• Evaluate the CEO’s performance of her responsibilities rather than personality traits, special or
occasional duties or other considerations that do not have a direct effect on the requirements of the
position.
• Consider how each of the performance criteria applies to the CEO’s position before assigning a rating.
Remember, all ratings require written comment except “Good/Competent.”
• Consider each criteria separately. Do not let a high or low rating under one criterion influence your
decision on another factor.
• Identify specific examples or incidents that illustrate your rating. Make certain that these indicate a
consistent pattern and are not merely isolated events.
• Be as objective as possible. Do not let personal likes, dislikes, preferences or your own work style enter
into the evaluation.
• Make sure that you note both strengths and weaknesses. A balance of strengths and weaknesses is
essential to appropriate completion of the appraisal process.

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CEO Name: Date Hired:
Current evaluation period:

Please check one:

c Response from individual Board member
(Your name: ______________________________________, Date _____________)
c Tabulated survey results from responding Board members (for use by Personnel Committee)

1. Mission, policy and planning

1.1 Ensures that the Agency has a short- and long long-range strategy that achieves mission, and toward
which the organization makes consistent and timely progress.

q Needs much q Needs slight q Meets expectations q Exceeds q Evaluator has

improvement improvement expectations no experience
Specific examples to support rating:

1.2 Provides leadership in developing program and organizational plans with the Board of Directors.

q Needs much q Needs slight q Meets expectations q Exceeds q Evaluator has

improvement improvement expectations no experience
Specific examples to support rating:

1.3 Develops programs and services that are produced in a cost-effective manner, employing economy while
maintaining quality.

q Needs much q Needs slight q Meets expectations q Exceeds q Evaluator has

improvement improvement expectations no experience
Specific examples to support rating:

1.4 Evaluates program relevancy, quality and effectiveness.

q Needs much q Needs slight q Meets expectations q Exceeds q Evaluator has

improvement improvement expectations no experience
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2. Management and administration
2.1 Maintains a climate that attracts, keeps, and motivates a diverse group of top quality staff and volunteers.
Recognizes and rewards staff and volunteers.

q Needs much q Needs slight q Meets expectations q Exceeds q Evaluator has

improvement improvement expectations no experience
Specific examples to support rating:

2.2 Ensures that job descriptions for volunteers and staff are developed, and that regular performance
evaluations are conducted and documented.

q Needs much q Needs slight q Meets expectations q Exceeds q Evaluator has

improvement improvement expectations no experience
Specific examples to support rating:

2.3 Divides and assigns work effectively to staff and volunteers, delegating appropriate levels of freedom and
authority, while maintaining adequate supervision and support.

q Needs much q Needs slight q Meets expectations q Exceeds q Evaluator has

improvement improvement expectations no experience
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2.4 Ensures compliance with personnel policies and state and federal regulations on workplaces and
employment.

q Needs much q Needs slight q Meets expectations q Exceeds q Evaluator has

improvement improvement expectations no experience
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2.5 Provides a learning environment. Guides staff and volunteer development and education.

q Needs much q Needs slight q Meets expectations q Exceeds q Evaluator has

improvement improvement expectations no experience
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2.6 Tactfully handles people-oriented situations with constituents and peers. Encourages cooperative spirit
and teamwork. Works well with others.

q Needs much q Needs slight q Meets expectations q Exceeds q Evaluator has

improvement improvement expectations no experience
Specific examples to support rating:

3. Governance:
3.1 Works effectively with the Board, Board officers, committees, committee chairs and task forces.

q Needs much q Needs slight q Meets expectations q Exceeds q Evaluator has

improvement improvement expectations no experience
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3.2 Provides appropriate, adequate, and timely information to the Board, its officers, committees and task
forces.

q Needs much q Needs slight q Meets expectations q Exceeds q Evaluator has

improvement improvement expectations no experience
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3.3 Recommends and drafts policies to the Board for review and action. Assures compliance.

q Needs much q Needs slight q Meets expectations q Exceeds q Evaluator has

improvement improvement expectations no experience
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3.4 Effectively frames significant questions and complex issues in ways that facilitate Board dialogue and
action.
q Needs much q Needs slight q Meets expectations q Exceeds q Evaluator has
improvement improvement expectations no experience
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3.5 Effectively enables Board members to provide their best thinking and involvement in support of the agency’s
mission.

q Needs much q Needs slight q Meets expectations q Exceeds q Evaluator has

improvement improvement expectations no experience
Specific examples to support rating:

4. Financing and legal compliance

4.1 Assures adequate control and accounting of all funds, including developing and maintaining sound
financial practices, maintenance of records and compliance with relevant laws and regulations.

q Needs much q Needs slight q Meets expectations q Exceeds q Evaluator has

improvement improvement expectations no experience
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4.2 Provides leadership in development of and adherence to short- and long-range financial plans and cash
flow management.

q Needs much q Needs slight q Meets expectations q Exceeds q Evaluator has

improvement improvement expectations no experience
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4.3 Assures that funds are disbursed in accordance with contract requirements and donor restrictions.

q Needs much q Needs slight q Meets expectations q Exceeds q Evaluator has

improvement improvement expectations no experience
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4.4 Provides information and recommendations regarding risk management to the Board.

q Needs much q Needs slight q Meets expectations q Exceeds q Evaluator has

improvement improvement expectations no experience
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4.5 Assures development and implementation of realistic and ambitious fund development goals and plans to
secure adequate funds to permit the agency to carry out its work.

q Needs much q Needs slight q Meets expectations q Exceeds q Evaluator has

improvement improvement expectations no experience
Specific examples to support rating:

4.6 Assures that the Board and the individual Board members are effectively engaged in the process of identifying,
cultivating and soliciting gifts.

q Needs much q Needs slight q Meets expectations q Exceeds q Evaluator has

improvement improvement expectations no experience
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4.7 Is actively engaged in effectively identifying and cultivating donor and prospect relationships, and soliciting gifts.

q Needs much q Needs slight q Meets expectations q Exceeds q Evaluator has

improvement improvement expectations no experience
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5. Community relations, marketing and communications

5.1 Serves as an effective spokesperson for the agency. Represents the program and the agency’s point of view to
key constituencies including clients, government agencies, donors and prospects.

q Needs much q Needs slight q Meets expectations q Exceeds q Evaluator has

improvement improvement expectations no experience
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5.2 Assures that sound working relationships are established and maintained with the agency’s diverse
constituencies and participates in this important work.

q Needs much q Needs slight q Meets expectations q Exceeds q Evaluator has

improvement improvement expectations no experience
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5.3 Effectively communicates – orally and in writing – with the agency’s diverse constituencies.

q Needs much q Needs slight q Meets expectations q Exceeds q Evaluator has

improvement improvement expectations no experience
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6. Leadership
6.1 Demonstrates initiative and creativity in identifying and addressing strategic issues facing the agency.
Effectively manages continuity, change and transition.

q Needs much q Needs slight q Meets expectations q Exceeds q Evaluator has

improvement improvement expectations no experience
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6.2 Bases plans and initiatives on thorough analysis of relevant facts. Sets and achieves clear and measurable goals
and reasonable deadlines. Schedules work for the most efficient handling and elimination of unnecessary
activities.

q Needs much q Needs slight q Meets expectations q Exceeds q Evaluator has

improvement improvement expectations no experience
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6.3 Makes quality decisions in a timely manner and accepts responsibility for outcomes. Effectively solves
problems.

q Needs much q Needs slight q Meets expectations q Exceeds q Evaluator has

improvement improvement expectations no experience
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6.4 Assures high quality in all areas of operation including customer service.

q Needs much q Needs slight q Meets expectations q Exceeds q Evaluator has

improvement improvement expectations no experience
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6.5 Demonstrates proficiency in not-for-profit management and governance. Keeps abreast of developments in the
philanthropic sector and in the agency’s particular industry.

q Needs much q Needs slight q Meets expectations q Exceeds q Evaluator has

improvement improvement expectations no experience
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6.6 Deals effectively with demanding situations and designs and implements interventions.

q Needs much q Needs slight q Meets expectations q Exceeds q Evaluator has

improvement improvement expectations no experience
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6.7 Consistently displays integrity and models the agency’s values.

q Needs much q Needs slight q Meets expectations q Exceeds q Evaluator has

improvement improvement expectations no experience
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7. Any other comments ?