The facilitated performance review is an excellent way to obtain constructive feedback from city councils, special district and non-profit organization boards about their chief executive’s performance. Using an interview-based format, each member of the governing board is able to give anonymous feedback to a skilled interviewer, which is then blended to produce a “big picture” view of the executive’s performance. Participants in this process are not asked to fill out any forms or provide written input.
Feedback is presented to the governing board and chief executive in a closed or executive session, facilitated by the interviewer. The anonymity of the interviews is maintained throughout the presentation. This process yields much richer and meaningful feedback, since all board members have an equal opportunity to provide input, and that input is reflected in the resulting performance review.
The facilitated performance evaluation is a key element in ensuring that the council/board and chief executive relationship is healthy by ensuring that a regular conversation occurs about expectations and goals. For many council/board members, this process is the first time they have had a meaningful opportunity to consider the chief executive’s role in implementing their priorities. The facilitated evaluation allows members to share with each other how they perceive the executive’s role and consider views other than their own. Often a much richer and more nuanced picture of the council/board’s vision emerges when they have a chance to consider the executive’s role and performance. In turn, this process can assist the council/board in fulfilling a key responsibility, which is to translate and communicate community or organization priorities and ensure that the performance of the chief executive effectively implements those priorities.
The primary objectives of this process are as follows:
- Provide constructive feedback on the executive’s performance on a variety of dimensions, such as working relationships, accomplishment of key goals and strategic priorities, use of judgement, management of financial resources and communication skills.
- Provide feedback to the executive about opportunities to enhance his or her leadership effectiveness.
- Set the executive’s goals for the coming year and ensure alignment of those goals with the organization’s overall goals and strategic objectives.
Daniel Keen Consulting 