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Education Leaders Gathering 2007. Lengthening cords … strengthening stakes. Enlarge the place of your tent, stretch your tent curtains wide, do not hold back; lengthen your cords, strengthen your stakes.” —Isaiah 54:2. The Hilton Pittsburgh February 2-4, 2007 Partnership of
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Lengthening cords …
Enlarge the place of your tent, stretch your tent curtains wide,
do not hold back; lengthen your cords, strengthen your stakes.”
The Hilton Pittsburgh
February 2-4, 2007
Mennonite Schools Council and
Mennonite Education Agency
63846 CR 35 Suite #1
Goshen, IN 46528
- Areas for growth/improvement
- A review of salary, benefits, training, tenure
-Administrative reviews should be summarized in writing and reported to the board in executive session.
Chief Executive Performance Evaluation
Annual Performance Review. In addition to ongoing monitoring, the officers will provide a specific opportunity for the chief executive to present a written self-evaluation and for board members to organize their evaluation of the chief executive’s performance and have it presented in a face-to-face debriefing with the chief executive. At this time, the board and the chief executive will agree on any specific, personal performance goals for the year ahead. The chief executive’s compensation package will be reviewed during or soon after this process and approved by a disinterested committee of the board using appropriate salary comparison data.
Excerpted from The Nonprofit Policy Sampler, Second Edition by Barbara Lawrence and Outi Flynn, a publication of BoardSource
The board monitors the chief executive to ensure that he or she is competent and effective, including conducting an annual review and appraisal of the chief executive’s performance.
The annual goals and objectives should be mutually discussed and agreed upon, and should serve as the basis for performance evaluations. The executive committee and chief executive should mutually agree on the process of formal performance reviews. The primary purpose of performance evaluations is to help the chief executive perform more effectively. Compensation increases and contract renewal decisions should not be the primary purpose for conducting the evaluation. The executive committee also makes recommendations for compensation increases and contract renewal to the board.
Excerpted from The Nonprofit Policy Sampler, Second Edition by Barbara Lawrence and Outi Flynn,
Monitoring Chief Executive Performance
Systematic and rigorous monitoring of the chief executive’s performance will be measured against achievement of organizational goals and organizational operations.
Step One: Compile Background Materials
Step Two: Build Support for the Process and Encourage Full Participation
Step Three: Decide who will lead the Assessment Process
Step Five: Prepare the CEO Annual Goals (If board has establish performance goals)
Step Six: Distribute the Questionnaire
Step Seven: Tabulate & Analyze the Results
Step Nine: Review Results with Chief executive develop action plans
Step 10: Support CEO Future Development
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