presidential review process
MACED reviews the performance of our president through a process that thoughtfully involves a variety of MACED teams. Each fall, the operations and HR coordinator keeps the review process moving..
First, the board chairperson and president are asked to review last year's process and suggest any changes. They also select which four similar nonprofits to research for a compensation comparison.
Next, we gather feedback. An online survey is conducted with board and staff members answering the same questions but with responses differentiated when reported. The survey questions are based on the Institute for Conservation Leadership's Executive Director Core Competencies.
The survey results are compiled for the executive committee's review. The executive committee spends a day at the MACED office meeting with the non-management team, management team staff members, and the president separately. Staff members are also invited to individually meet with the executive committee if they have concerns to discuss in a more private setting.
The executive committee takes notes throughout these conversations, and then discusses them in executive session at the following MACED board meeting, during which all non-board members and the president leave the room. The president is then invited back into the room to discuss MACED's achievements and his performance during the previous year. The board creates a resolution that sets an annual salary based on their assessment of the president's performance. Any salary change is effective on the anniversary of the president's hire date.
This process ensures that when we evaluate our president's performance, we consistently create time and space for everyone to contribute feedback. One aspect of MACED's definition of leadership is recognizing the importance of everyone in the organization. This is just one of the ways we work to inspire two-way communication at MACED.