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Leadership and Management Skills: Evaluating the Executive Director’s ability to lead the organization, manage a team, and foster a positive work environment.
Strategic Planning and Vision: Assessing how well the Executive Director contributes to long-term planning, sets a clear vision for the organization, and aligns activities with the organization’s mission and goals.
Financial Management: Reviewing the Executive Director’s effectiveness in budgeting, financial planning, and maintaining the financial health of the organization.
Fundraising and Resource Development: For non-profits, assessing the Executive Director’s ability to secure funding and develop resources necessary for the organization’s sustainability.
Communication Skills: Evaluating the quality of communication with the board, staff, and external stakeholders.
Operational Efficiency: Assessing the Executive Director’s effectiveness in managing the day-to-day operations of the organization.
Compliance and Ethical Standards: Reviewing adherence to legal standards and ethical practices in all operations.
Goal Achievement: Evaluating the success in achieving strategic goals and objectives set by the board.
How effectively does our Executive Director lead and inspire the team towards achieving organizational goals?
How well does the Executive Director contribute to strategic planning and setting a clear vision for our organization?
Rate the Executive Director’s ability in managing the organization’s budget and financial resources.
Evaluate the effectiveness of the Executive Director in fundraising and developing resources for our organization.
How would you rate the Executive Director’s communication skills with staff, board members, and external stakeholders?
Assess the Executive Director’s efficiency in managing day-to-day operations and administrative tasks.
How consistently does the Executive Director adhere to legal standards and ethical practices in their role?
To what extent has the Executive Director been successful in achieving the strategic goals and objectives set by the board?
Evaluate the effectiveness of the Executive Director’s engagement and support with the board of directors.
How well does the Executive Director adapt to changes and implement innovative solutions for the organization?
When conducting evaluations using the Executive Director Evaluation Form Template, it’s important to follow best practices to ensure the process is effective, fair, and beneficial. Here are some key tips:
Set Clear Objectives: Define what you aim to achieve with the evaluation. Are you focusing on performance improvement, strategic goal alignment, or professional development? Clear objectives guide the process and ensure relevant feedback.
Ensure Confidentiality: Maintaining the confidentiality of the responses is crucial. It encourages honest and open feedback. Assure all participants that their responses will be handled with the utmost discretion.
Use a Standardized Form: Utilize a standardized template, like the one from SurveySparrow, to ensure consistency in the evaluation process. This helps in fair and objective assessment across different evaluation periods.
Provide Constructive Feedback: Feedback should be constructive, focusing on areas of strength and opportunities for improvement. Avoid personal criticisms and instead offer actionable suggestions.
Involve a Diverse Group of Evaluators: Include a mix of board members, peers, and, if applicable, direct reports to get a comprehensive view of the Executive Director’s performance.
Schedule Regular Evaluations: Conduct evaluations regularly, such as annually, to track progress and developments. Consistency helps in measuring changes and growth over time.
Prepare the Executive Director: Inform the Executive Director about the evaluation process, criteria, and who will be involved. Transparency helps in setting the right expectations and reduces anxiety.
Review Past Performance: Look at previous evaluations to identify trends and areas of consistent feedback, both positive and concerning. This helps in understanding long-term performance patterns.
Focus on Alignment with Organizational Goals: Ensure that the evaluation criteria align with the overall goals and values of the organization. This alignment reinforces the importance of strategic objectives.
Follow-up with an Action Plan: Post-evaluation, develop an action plan addressing key feedback areas. Setting goals and timelines for improvement helps in turning feedback into positive change.
The form comprehensively evaluates crucial aspects such as leadership effectiveness, strategic decision-making, financial stewardship, communication skills, stakeholder relationships, achievement of strategic goals, and adherence to the organization’s mission and values.
The evaluation is usually conducted by the board of directors or a specially appointed evaluation committee. In some cases, input may also be sought from senior management and key stakeholders to provide a well-rounded assessment.
By systematically assessing the Executive Director’s performance, the form highlights areas of success and those needing improvement. This insight is crucial for strategic planning, aligning leadership practices with organizational objectives, and fostering continuous professional growth of the Executive Director.
Yes, the form is adaptable to meet the unique needs and goals of different organizations. It can be tailored to reflect specific competencies, performance indicators, and organizational values relevant to the Executive Director’s role.
This form is instrumental in ensuring transparent, objective, and effective governance. It provides a structured way to review the Executive Director’s contributions, ensuring alignment with the organization’s strategic direction and maintaining accountability at the highest level.
Best practices suggest conducting an evaluation annually. However, the frequency can be adjusted based on the organization’s needs, significant changes in the role, or shifts in strategic direction. Regular evaluations foster ongoing development and responsiveness to the organization’s evolving challenges and opportunities.
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