SDAO2013 ANNUAL CONFERENCE

MAKING EXECUTIVE

DIRECTOR PERFORMANCE

EVALUATION MEANINGFUL

Presented by Judy Clark, SPHR

HR Answers, Inc.

SESSION OBJECTIVESDiscuss the benefits of the

evaluation process.Review the elements of a good

evaluation process.Explore different ways of

conducting an evaluation.Examine documents helpful to the

evaluation process .Address questions from

attendees.

UNDERSTANDING THE EVALUATION

Evaluation is the process of reviewing

past performance and planning for

future performance. Evaluating the ED

is a critical task designed to ensure

that the Board/Commissioners and the

ED/GM are on the same page about the

priorities and processes of the District.

BASIC ORGANIZATIONALMANAGEMENT PRINCIPLES

Let people know what is expected of them.

Give them a chance to perform.

Give them help when and as needed.

Let them know how they are doing, eliminating surprises.

Recognize and reward them on their results.

FOUR PHASES OF PERFORMANCE MANAGEMENT

1.Planning

Performance

3.Appraising

Performance

4.Developing

Performance

2.Managing

Performance

PERFORMANCE FLOWCHART

Organizational Goals

Position Description

Job Standards

Performance Appraisal

Report results & plan next cycle’s goals

HOW AN ED EVALUATION IS DIFFERENT

Commissioners/Boards are about policy and public relations; therefore there is less visibility regarding the ED’s style of operations and management.

The “what” is more obvious than the “how.”

Often supervisors/managers know more than those they are evaluating…that is not always the case with Boards and EDs.

BENEFITS OF AN ED EVALUATION

Board is seen as effective in its oversight role.

Helps ensure that organizational goals are met.

ED is given information about compliments deserved and improvements needed.

Enhances the relationship between ED and Board.

Documentation exists outlining performance concerns/issues if needed.

TYPICAL PROCESS Job Description is written/revised

that outlines the responsibilities and scope of position.

Budget and goals are set for the year.

Performance targets are assessed periodically throughout the year.

Ninety days before the review is due, information about the year and accomplishments is collected.CommissionersStaffCommunity membersExecutive Director (Self-Evaluation)

TYPICAL PROCESS (CONT.)

Documents are drafted and reviewed by Commissioners.

Determination of pay raise (if any) is made.

Conversation with ED occurs – can be everyone or whomever is serving as Chair.

Goals for next year are finalized.

WAYS TO GATHER INFORMATION

Questionnaires

Interviews – in-person or by phone

Focus Groups

Employee Opinion surveys

Done by Commissioners or done

by outside consultants

POSSIBLE EVALUATION CRITERIA

Financial results compared to budgetMaintenance of reservesClean Financial and Operational AuditsEmployee TurnoverDegree to which program/service goals

were metPublic opinion as evidenced by articles,

public comment, etc.Exercise of good judgmentTimeliness of materials, responses, etc.

POSSIBLE EVALUATION CRITERIA (CONT.)

Planning CapabilityAbility to answer Commissioners’

questions Initiation of new ideas/servicesAbility to represent the District to the

communityLeadership and management of staff Serves as a role model for policies and

organizational values ????

ERRORS THAT CAN OCCURContrast Error – comparing ED with a

predecessor or other individuals the Commissioners know

Halo/Horn Effect – error that occurs because of something the ED does extremely well or does poorly

Bias Error – error that occurs because the ED thinks or behaves differently than the Commissioners

Recency Error – error that occurs because only recent performance is considered

ITEMS TO CONSIDERLevels of performance rating

Three – Four – FiveAsk ED to provide a Summary of

Accomplishments.Would a Professional Development

Plan be appropriate?Who will collect the information?Who will conduct the evaluation?How will information from the

evaluation conversation be shared with the rest of the Commission/Board?

QUESTIONS…

ANSWERS….

DISCUSSION…

THANK YOU!

Training

• Employee and Managerial Training• Needs Assessment• Confidential Employee Surveys• Customized Training• One-on-One Coaching• Facilitation of:

– Meetings/Retreats– Strategic Planning Sessions

• Train-the-Trainer Materials• Training Room• Monthly Workshops/Programs

Human Resources

• Affirmative Action Plans• Compensation • Employee Relations• Policy & Procedure• Human Resource Practices Audit• Compliance• Employment• Benefits• Labor Relations• Investigations• Recruitment/Staffing• HR Resource Library• Career Management &

Outplacement Services

HR-On-Call (Advantage Plan)

• Immediate, Unlimited Phone Support• Access to HR Resources/Materials via

website• HR Newsletter/Alerts• Discounts on Other HRA Products and

ServicesHR Answers, Inc. www.hranswers.com