ED-Performance-Evaluation-Form-Template-TMC-2023

Aug 31, 2026

Executive Director performance evaluation materials define how boards assess executive directors using both outcomes and leadership practices. The form emphasizes sustainable, equitable progress toward ambitious annual strategic goals, review of ED work products and role expectations, and board-aligned agreement on key goals to avoid surprise findings. It includes a four-part structure covering achievements, how results were achieved via values and competencies, implications for tenure and improvement, plus board and board self-reflection. It provides a clear rating scale.

LanguageEnglish

CategoryForms

FormatDOCX

Pages5

Reading Time2 min

AccessFree to download

Executive Director Performance Evaluation Form

Four-part evaluation structure

Ratings

Executive Director Performance Evaluation Form Before you get started, review our HYPERLINK "https://www.managementcenter.org/article/frequently-asked-questions-answers-performance-evaluations/" \h Frequently Asked Questions—and Answers—About Performance Evaluations. A few other things to keep in mind: Effective leaders create the conditions for getting things done sustainably and equitably: For executive directors, principals, co-directors, and CEOs, this means meeting ambitious and strategic annual goals, laying the groundwork for the future, and leading in a way that’s consistent with organizational values. As with other employee evaluations, ED evaluations should focus on both what the ED has accomplished (results) as well as how the director, CEO, principal, or co-director operates (values and approach). Preparation: During the evaluation process, both the board and the executive director take time to reflect before meeting. Evaluators may review ED work products, role expectations, and the results they achieved, in addition to gathering input from staff members and key partners. Summarize, without surprise: The board and executive director should agree at the start of the year on the most important strategic goals for the organization. The evaluation should reflect and build on progress reports and discussion throughout the year. While the performance review is not usually the time for surprise findings, this will depend on the degree of board engagement with staff and stakeholders during the year. Broaden your perspective: Ask staff, partners, and key stakeholders for input. HYPERLINK "https://www.managementcenter.org/article/how-to-gather-and-use-input-from-others-in-performance-evaluations/" \h Seeking input can bring rigor, help HYPERLINK "https://www.managementcenter.org/article/four-ways-to-mitigate-bias-in-performance-evaluations/" \h offset individual bias, and help boards identify patterns or inconsistencies, especially across lines of difference or power. ED Performance Evaluation Overview The Executive Director Performance Evaluation Form consists of four parts: What was achieved?To what extent is the executive director leading the organization to accomplish its goals? Is the ED leading the organization to deliver results in the short- and longer-term? The first section of the review focuses on the extent to which the organization achieved those goals. (In cases where unforeseen opportunities or challenges arose during the year, they should be added here as well.) How was it achieved?To what extent is the executive director leading in a way that is consistent with our values and our beliefs about the approaches necessary for effective performance in the lead role? This section focuses on values that all employees are expected to demonstrate, which the ED should model, as well as competencies and behaviors that are key to the ED position in particular. What’s next?Moving forward, what are the implications of this review in terms of executive director tenure? Which areas should the ED continue performing well, and which areas should the ED improve? This section summarizes annual performance and identifies areas of strength, improvement, and next steps. Feedback for board and board self-reflectionWhat did the board do well to support ED success? What is needed? This section gives both the board and the director space to reflect on what’s working and what support is needed moving forward. Ratings Exceeds expectations: Consistently delivers exceptional results; is a model for others to follow. Meets expectations: Consistently meets expectations in all areas. Partially meets expectations: Meets expectations in some areas and needs improvement in others. Does not meet expectations: Needs significant improvement quickly. Executive Director Performance Evaluation Form

FAQs

What two dimensions should an ED performance evaluation focus on?

It should focus on what the ED achieved (results) and how the ED operates in line with organizational values and approach (values and competencies).

How should the board and ED prepare for the evaluation process?

Both sides should reflect ahead of the meeting, with evaluators reviewing ED work products and role expectations and gathering input from staff and key partners.

What rating categories are used in the evaluation?

Ratings include Exceeds expectations, Meets expectations, Partially meets expectations, and Does not meet expectations.

Aug 31, 2026

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