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Executive Director Evaluation

Texas Osteopathic Medical Association
2015 Executive Director Evaluation
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Thank you for taking the time to evaluate our TOMA Executive Director.
This evaluation is to be completed no later than January 15, 2015.
This should only take a few minutes of your time and responses will remain confidential.

Please begin the evaluation by clicking on the Continue button below.
 
 
I. ADMINISTRATIVE SKILLS
How would you rate the following administrative skills of the Executive Director?
1 = Unsatisfactory: Performance is clearly below the acceptable level.
2 = Marginal: Job performance meets minimum job requirements, but significant improvement is needed.
3 = Competent: The Executive Director’s performance fully meets the job requirements.
4 = Commendable: The Executive Director’s performance exceeds job requirements.
1 (Unsatisfactory) 2 (Marginal) 3 (Competent) 4 (Commendable)
* The Executive Director adequately prepares the board of trustees by developing appropriate agendas with adequate discussion time and providing accompanying support material well in advance of the meeting.
* The Executive Director assists the board by helping formulate policy and setting direction for the association.
* The Executive Director ensures board approved association policies are implemented.
* The Executive Director completes work assignments capably in a timely and efficient manner with minimum supervision by the president or board.
* The Executive Director competently oversees the staff, and provides a positive environment conducive to good morale.
 
 
II. FINANCIAL SKILLS
How would you rate the following financial skills of the Executive Director?
1 = Unsatisfactory: Performance is clearly below the acceptable level.
2 = Marginal: Job performance meets minimum job requirements, but significant improvement is needed.
3 = Competent: The Executive Director’s performance fully meets the job requirements.
4 = Commendable: The Executive Director’s performance exceeds job requirements.
1 (Unsatisfactory) 2 (Marginal) 3 (Competent) 4 (Commendable)
* The Executive Director exercises good judgment in managing the financial affairs of the association.
* The Executive Director works closely with staff, the Finance Committee and board in developing a balanced budget.
* The Executive Director effectively oversees and manages the budget.
* The Executive Director ensures financial statements are provided to the Finance Committee and board in a timely manner.
 
 
III. INTERACTION WITH VOLUNTEERS, MEMBERS & RELATED GROUPS?
How would you rate the following interaction with the Executive Director?
1 = Unsatisfactory: Performance is clearly below the acceptable level.
2 = Marginal: Job performance meets minimum job requirements, but significant improvement is needed.
3 = Competent: The Executive Director’s performance fully meets the job requirements.
4 = Commendable: The Executive Director’s performance exceeds job requirements.
1 (Unsatisfactory) 2 (Marginal) 3 (Competent) 4 (Commendable)
* The Executive Director fosters an atmosphere that welcomes the input and participation of association members.
* The Executive Director demonstrates a clear understanding that the association is directed by the volunteer leadership, not the Executive Director or staff.
* The Executive Director instills a strong member service orientation in the staff.
* The Executive Director deals effectively with the different personalities of volunteer leaders.
* The Executive Director keeps the president and board well informed about association activities and operations.
* The Executive Director has a good grasp and understanding of issues affecting the osteopathic medical profession and the association.
* The Executive Director represents TOMA effectively to related organizations and outside groups.
 
 
IV. PERSONAL ATTRIBUTES
How would you rate the following personal attributes of the Executive Director?
1 = Unsatisfactory: Performance is clearly below the acceptable level.
2 = Marginal: Job performance meets minimum job requirements, but significant improvement is needed.
3 = Competent: The Executive Director’s performance fully meets the job requirements.
4 = Commendable: The Executive Director’s performance exceeds job requirements.
1 (Unsatisfactory) 2 (Marginal) 3 (Competent) 4 (Commendable)
* The Executive Director projects a personal image that reflects positively on the association and the profession.
* The Executive Director abides by professional standards of conduct.
* The Executive Director is perceived to maintain a healthy balance of work and personal priorities.
* The Executive Director communicates effectively with employees, volunteer leaders and members verbally and in writing.
* The Executive Director is a self-starter, with the drive and initiative to successfully achieve goals and capitalize promptly on new ideas.
* The Executive Director participates in professional development activities and volunteer leadership positions to sharpen his or her skills in association management.
* The Executive Director is perceived as a leader in the association management profession and has established a strong peer network.
 
 
 
Any additional comments/suggestions:
   
 
 
 
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2015 TOMA Executive Director Evaluation