Policy Section:   Board – Executive                          Director Linkage		Policy Number:  BL-3
Policy:   Evaluation of the Executive Director		Date Approved:  April 24, 2003
		Last Date Reviewed: Nov 2007
		Last Date Revised:
		Number of Pages: 1

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The Board views the process of evaluating the performance of the Executive Director as an opportunity to:
a)    Recognize the Executive Director’s accomplishments
b)    Provide the Executive Director with a clear picture of how the Board perceives the quality of the Executive Director’s work
c)    Identify opportunities, challenges, and strategic issues that the Board and the Executive Director must address before problems arise
d)    Improve the performance of the Executive Director
e)    Build on the working relationship between the Board and the Executive Director

Parameters:

The Board monitors the Executive Director’s performance on an ongoing basis throughout the year.  By viewing evaluation as a development tool and an ongoing process, the Board ensures that successes are recognized in a timely manner, and that adjustments are made as needed throughout the year.

The Executive Committee develops a process for evaluating the performance of the Executive Director.  The Executive Committee reviews the Executive Director’s current job description, and conducts a formal performance appraisal of the Executive Director on an annual basis.

The performance evaluation is based on:
a)    Fulfillment of the Executive Director’s job description
b)    Accomplishment of goals and outcomes previously set by the Board for the Executive Director
c)    Assessment of core competencies of the Executive Director
d)    Implementation of the Board’s policies by the Executive Director
e)    A self-assessment by the Executive Director

As the final step in the evaluation process, the Executive Committee reviews, with the input of the Executive Director, and makes recommendations to the Board about:
a)    Changes to the job description
b)    Goals and outcomes for the Executive Director for the next year
c)    Changes to the performance appraisal process