Providing the board conducted one, the previous year’s executive performance eval- uation most likely includes an action plan for the current year, with developmental goals for the executive. Include these in the evaluation; if not attended to, an excel- lent reason needs to be provided. Job description The executive job description should list major areas for which the executive is respon- sible. It’s essential that the board review this in preparation for the job evaluation, espe- cially if your board has never evaluated its director. These categories of responsibilities will also be helpful should the board choose to use a survey to gather information about the.
