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Executive Director Evaluation Form
Executive Director Evaluation
Step
1
of
7
14%
Annual Performance Evaluation for Executive Director
Please evaluate the Executive Director on all of these areas of the job description. Your response to this evaluation is anonymous. The Personnel Committee will share results from the evaluation with the Executive Director. The evaluation form is due Friday, May 10.
Performance Rating Scale:
The Performance Rating Scale is included on each evaluation question. A comment is required for marking a rubric score of 1, 2, or 5. If you do not have knowledge of the Executive Director's performance in an area, indicate NA. If you mark NA in an area, use the comment section to explain what information you need to properly evaluate this area.
Area 1: ACPL Foundation Board of Directors
A comment is required for a rubric score of 1, 2, or 5.
Develops and sustains collaboration and communication among staff, Foundation Board, Board Committees, Library Board, and Friends of the ACPL.
*
5 - - Outstanding. Consistently exceeds position expectations with virtually no detectable errors, requires little supervision.
4 – Exceeds Expectations. Clearly exceeds requirements on a regular basis. High quality performance is achieved on a consistent basis.
3 – Meets Expectations. Competent and dependable performance. Meets the performance standards and objectives of the job without constant follow-up.
2 – Improvement Needed. Employee does not meet performance objectives on a regular basis and has difficulty following through with tasks. Requires constant supervision.
1 – Unsatisfactory. Employee’s work performance is unacceptable. Employee does not meet demands and performs inadequate work.
NA – Not applicable or too soon to rate.
Works with the board to ensure the organization is effective as a body and provides support for the recruitment, involvement, and departures of board members.
*
5 - - Outstanding. Consistently exceeds position expectations with virtually no detectable errors, requires little supervision.
4 – Exceeds Expectations. Clearly exceeds requirements on a regular basis. High quality performance is achieved on a consistent basis.
3 – Meets Expectations. Competent and dependable performance. Meets the performance standards and objectives of the job without constant follow-up.
2 – Improvement Needed. Employee does not meet performance objectives on a regular basis and has difficulty following through with tasks. Requires constant supervision.
1 – Unsatisfactory. Employee’s work performance is unacceptable. Employee does not meet demands and performs inadequate work.
NA – Not applicable or too soon to rate.
Provides appropriate leadership to the board to assist the board in making informed decisions on behalf of the organization.
*
5 - - Outstanding. Consistently exceeds position expectations with virtually no detectable errors, requires little supervision.
4 – Exceeds Expectations. Clearly exceeds requirements on a regular basis. High quality performance is achieved on a consistent basis.
3 – Meets Expectations. Competent and dependable performance. Meets the performance standards and objectives of the job without constant follow-up.
2 – Improvement Needed. Employee does not meet performance objectives on a regular basis and has difficulty following through with tasks. Requires constant supervision.
1 – Unsatisfactory. Employee’s work performance is unacceptable. Employee does not meet demands and performs inadequate work.
NA – Not applicable or too soon to rate.
Works with the board to develop strategies for achieving the mission, goals, and financial viability of the organization.
*
5 - - Outstanding. Consistently exceeds position expectations with virtually no detectable errors, requires little supervision.
4 – Exceeds Expectations. Clearly exceeds requirements on a regular basis. High quality performance is achieved on a consistent basis.
3 – Meets Expectations. Competent and dependable performance. Meets the performance standards and objectives of the job without constant follow-up.
2 – Improvement Needed. Employee does not meet performance objectives on a regular basis and has difficulty following through with tasks. Requires constant supervision.
1 – Unsatisfactory. Employee’s work performance is unacceptable. Employee does not meet demands and performs inadequate work.
NA – Not applicable or too soon to rate.
Comments about Area 1:
A comment is required for a rubric score of 1, 2, or 5.
Area 2: Fiscal Functions
A comment is required for a rubric score of 1, 2, or 5.
Develops and maintains resources to ensure the financial health of the organization.
*
5 - Outstanding. Consistently exceeds position expectations with virtually no detectable errors, requires little supervision.
4 – Exceeds Expectations. Clearly exceeds requirements on a regular basis. High quality performance is achieved on a consistent basis.
3 – Meets Expectations. Competent and dependable performance. Meets the performance standards and objectives of the job without constant follow-up.
2 – Improvement Needed. Employee does not meet performance objectives on a regular basis and has difficulty following through with tasks. Requires constant supervision.
1 – Unsatisfactory. Employee’s work performance is unacceptable. Employee does not meet demands and performs inadequate work.
NA – Not applicable or too soon to rate.
Assures adequate control and accounting of all funds, including maintaining sound financial practices, actively addressing financial concerns, and complying with relevant laws.
*
5 - Outstanding. Consistently exceeds position expectations with virtually no detectable errors, requires little supervision.
4 – Exceeds Expectations. Clearly exceeds requirements on a regular basis. High quality performance is achieved on a consistent basis.
3 – Meets Expectations. Competent and dependable performance. Meets the performance standards and objectives of the job without constant follow-up.
2 – Improvement Needed. Employee does not meet performance objectives on a regular basis and has difficulty following through with tasks. Requires constant supervision.
1 – Unsatisfactory. Employee’s work performance is unacceptable. Employee does not meet demands and performs inadequate work.
NA – Not applicable or too soon to rate.
Maintains a working relationship with the investment team to assure security of assets.
*
5 - Outstanding. Consistently exceeds position expectations with virtually no detectable errors, requires little supervision.
4 – Exceeds Expectations. Clearly exceeds requirements on a regular basis. High quality performance is achieved on a consistent basis.
3 – Meets Expectations. Competent and dependable performance. Meets the performance standards and objectives of the job without constant follow-up.
2 – Improvement Needed. Employee does not meet performance objectives on a regular basis and has difficulty following through with tasks. Requires constant supervision.
1 – Unsatisfactory. Employee’s work performance is unacceptable. Employee does not meet demands and performs inadequate work.
NA – Not applicable or too soon to rate.
Comments about Area 2:
A comment is required for a rubric score of 1, 2, or 5.
Area 3: Fundraising
A comment is required for a rubric score of 1, 2, or 5.
Works alongside the board in community fundraising, taking the lead in donor relations, fundraising goal-setting, and large-scale activities.
*
5 - Outstanding. Consistently exceeds position expectations with virtually no detectable errors, requires little supervision.
4 – Exceeds Expectations. Clearly exceeds requirements on a regular basis. High quality performance is achieved on a consistent basis.
3 – Meets Expectations. Competent and dependable performance. Meets the performance standards and objectives of the job without constant follow-up.
2 – Improvement Needed. Employee does not meet performance objectives on a regular basis and has difficulty following through with tasks. Requires constant supervision.
1 – Unsatisfactory. Employee’s work performance is unacceptable. Employee does not meet demands and performs inadequate work.
NA – Not applicable or too soon to rate.
With the board, develops, implements, and monitors a realistic, ambitious fundraising plan that includes funding from grants, sponsorships, special events, and individual donors.
*
5 - Outstanding. Consistently exceeds position expectations with virtually no detectable errors, requires little supervision.
4 – Exceeds Expectations. Clearly exceeds requirements on a regular basis. High quality performance is achieved on a consistent basis.
3 – Meets Expectations. Competent and dependable performance. Meets the performance standards and objectives of the job without constant follow-up.
2 – Improvement Needed. Employee does not meet performance objectives on a regular basis and has difficulty following through with tasks. Requires constant supervision.
1 – Unsatisfactory. Employee’s work performance is unacceptable. Employee does not meet demands and performs inadequate work.
NA – Not applicable or too soon to rate.
Establishes positive relationships with funders and provides timely recognition for all contributions.
*
5 - Outstanding. Consistently exceeds position expectations with virtually no detectable errors, requires little supervision.
4 – Exceeds Expectations. Clearly exceeds requirements on a regular basis. High quality performance is achieved on a consistent basis.
3 – Meets Expectations. Competent and dependable performance. Meets the performance standards and objectives of the job without constant follow-up.
2 – Improvement Needed. Employee does not meet performance objectives on a regular basis and has difficulty following through with tasks. Requires constant supervision.
1 – Unsatisfactory. Employee’s work performance is unacceptable. Employee does not meet demands and performs inadequate work.
NA – Not applicable or too soon to rate.
Comments about Area 3:
A comment is required for a rubric score of 1, 2, or 5.
Area 4: Community Involvement, Marketing, and Outreach
A comment is required for a rubric score of 1, 2, or 5.
Develops and maintains the key relationships in the community necessary to support an effective organization.
*
5 - Outstanding. Consistently exceeds position expectations with virtually no detectable errors, requires little supervision.
4 – Exceeds Expectations. Clearly exceeds requirements on a regular basis. High quality performance is achieved on a consistent basis.
3 – Meets Expectations. Competent and dependable performance. Meets the performance standards and objectives of the job without constant follow-up.
2 – Improvement Needed. Employee does not meet performance objectives on a regular basis and has difficulty following through with tasks. Requires constant supervision.
1 – Unsatisfactory. Employee’s work performance is unacceptable. Employee does not meet demands and performs inadequate work.
NA – Not applicable or too soon to rate.
Serves as an effective spokesperson by clearly articulating and modeling the organization’s values and mission.
*
5 - Outstanding. Consistently exceeds position expectations with virtually no detectable errors, requires little supervision.
4 – Exceeds Expectations. Clearly exceeds requirements on a regular basis. High quality performance is achieved on a consistent basis.
3 – Meets Expectations. Competent and dependable performance. Meets the performance standards and objectives of the job without constant follow-up.
2 – Improvement Needed. Employee does not meet performance objectives on a regular basis and has difficulty following through with tasks. Requires constant supervision.
1 – Unsatisfactory. Employee’s work performance is unacceptable. Employee does not meet demands and performs inadequate work.
NA – Not applicable or too soon to rate.
Actively seeks opportunities to educate the community about the library and the work of the ACPL Foundation.
*
5 - Outstanding. Consistently exceeds position expectations with virtually no detectable errors, requires little supervision.
4 – Exceeds Expectations. Clearly exceeds requirements on a regular basis. High quality performance is achieved on a consistent basis.
3 – Meets Expectations. Competent and dependable performance. Meets the performance standards and objectives of the job without constant follow-up.
2 – Improvement Needed. Employee does not meet performance objectives on a regular basis and has difficulty following through with tasks. Requires constant supervision.
1 – Unsatisfactory. Employee’s work performance is unacceptable. Employee does not meet demands and performs inadequate work.
NA – Not applicable or too soon to rate.
Oversees the management of the donor database, website and social media.
*
5 - Outstanding. Consistently exceeds position expectations with virtually no detectable errors, requires little supervision.
4 – Exceeds Expectations. Clearly exceeds requirements on a regular basis. High quality performance is achieved on a consistent basis.
3 – Meets Expectations. Competent and dependable performance. Meets the performance standards and objectives of the job without constant follow-up.
2 – Improvement Needed. Employee does not meet performance objectives on a regular basis and has difficulty following through with tasks. Requires constant supervision.
1 – Unsatisfactory. Employee’s work performance is unacceptable. Employee does not meet demands and performs inadequate work.
NA – Not applicable or too soon to rate.
Comments about Area 4:
A comment is required for a rubric score of 1, 2, or 5.
Area 5: Organizational Management
A comment is required for a rubric score of 1, 2, or 5.
Shares their vision for the organization and inspires visionary thinking and action consistent with the ACPL Foundation mission.
*
5 - Outstanding. Consistently exceeds position expectations with virtually no detectable errors, requires little supervision.
4 – Exceeds Expectations. Clearly exceeds requirements on a regular basis. High quality performance is achieved on a consistent basis.
3 – Meets Expectations. Competent and dependable performance. Meets the performance standards and objectives of the job without constant follow-up.
2 – Improvement Needed. Employee does not meet performance objectives on a regular basis and has difficulty following through with tasks. Requires constant supervision.
1 – Unsatisfactory. Employee’s work performance is unacceptable. Employee does not meet demands and performs inadequate work.
NA – Not applicable or too soon to rate.
Seeks and acts upon opportunities for innovation to change, grow, and improve staff and the organization.
*
5 - Outstanding. Consistently exceeds position expectations with virtually no detectable errors, requires little supervision.
4 – Exceeds Expectations. Clearly exceeds requirements on a regular basis. High quality performance is achieved on a consistent basis.
3 – Meets Expectations. Competent and dependable performance. Meets the performance standards and objectives of the job without constant follow-up.
2 – Improvement Needed. Employee does not meet performance objectives on a regular basis and has difficulty following through with tasks. Requires constant supervision.
1 – Unsatisfactory. Employee’s work performance is unacceptable. Employee does not meet demands and performs inadequate work.
NA – Not applicable or too soon to rate.
Establishes and leads an effective and qualified team.
*
5 - Outstanding. Consistently exceeds position expectations with virtually no detectable errors, requires little supervision.
4 – Exceeds Expectations. Clearly exceeds requirements on a regular basis. High quality performance is achieved on a consistent basis.
3 – Meets Expectations. Competent and dependable performance. Meets the performance standards and objectives of the job without constant follow-up.
2 – Improvement Needed. Employee does not meet performance objectives on a regular basis and has difficulty following through with tasks. Requires constant supervision.
1 – Unsatisfactory. Employee’s work performance is unacceptable. Employee does not meet demands and performs inadequate work.
NA – Not applicable or too soon to rate.
Empowers staff to successfully meet goals and develop leadership skills.
*
5 - Outstanding. Consistently exceeds position expectations with virtually no detectable errors, requires little supervision.
4 – Exceeds Expectations. Clearly exceeds requirements on a regular basis. High quality performance is achieved on a consistent basis.
3 – Meets Expectations. Competent and dependable performance. Meets the performance standards and objectives of the job without constant follow-up.
2 – Improvement Needed. Employee does not meet performance objectives on a regular basis and has difficulty following through with tasks. Requires constant supervision.
1 – Unsatisfactory. Employee’s work performance is unacceptable. Employee does not meet demands and performs inadequate work.
NA – Not applicable or too soon to rate.
Ensures compliance with all applicable federal, state, and local laws.
*
5 - Outstanding. Consistently exceeds position expectations with virtually no detectable errors, requires little supervision.
4 – Exceeds Expectations. Clearly exceeds requirements on a regular basis. High quality performance is achieved on a consistent basis.
3 – Meets Expectations. Competent and dependable performance. Meets the performance standards and objectives of the job without constant follow-up.
2 – Improvement Needed. Employee does not meet performance objectives on a regular basis and has difficulty following through with tasks. Requires constant supervision.
1 – Unsatisfactory. Employee’s work performance is unacceptable. Employee does not meet demands and performs inadequate work.
NA – Not applicable or too soon to rate.
Comments about Area 5:
A comment is required for a rubric score of 1, 2, or 5.
Area 6: FY23 Goals
FY24 goals span from July 1, 2023, to June 30, 2024. The Executive Director's self-evaluation and FY24 goals can be found here: https://foundation.acplwy.org/about/executive-director-evaluation-form/executive-director-goals. Or check your email.
Using the Executive Director’s self-evaluation, evaluate the employee’s progress on their goals for FY24.
*
5 - Outstanding. Consistently exceeds position expectations with virtually no detectable errors, requires little supervision.
4 – Exceeds Expectations. Clearly exceeds requirements on a regular basis. High quality performance is achieved on a consistent basis.
3 – Meets Expectations. Competent and dependable performance. Meets the performance standards and objectives of the job without constant follow-up.
2 – Improvement Needed. Employee does not meet performance objectives on a regular basis and has difficulty following through with tasks. Requires constant supervision.
1 – Unsatisfactory. Employee’s work performance is unacceptable. Employee does not meet demands and performs inadequate work.
NA – Not applicable or too soon to rate.
To review the self-evaluation, use this link: https://foundation.acplwy.org/about/executive-director-evaluation-form/executive-director-goals
General Comments:
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