Executive Director Performance Review
The prompt
$18
Why this works
Building the ED review from annual goals set at year's start — rather than retrospectively creating criteria — creates a fair and documented evaluation process that the ED understood and agreed to in advance. The 360-degree input structure (board, staff, partners) provides a more complete picture than board assessment alone, which can miss operational realities visible only to staff. Separating the performance evaluation from the compensation discussion prevents the two from becoming conflated in the ED's perception.
Risks & review
Executive director performance reviews that result in negative findings require careful legal and process guidance — termination or significant compensation changes based on a flawed review process can create employment liability. Ensure board members conducting the review have been briefed on appropriate process and documentation. Also confirm that any performance improvement plan resulting from a negative review has been reviewed by legal counsel before being presented to the ED.