Board evaluation tips

1. Your board wants to learn how it can perform better. It gets the most from evaluation when board members share its aim of continuous improvement.

1. The chair can show that evaluation needs honest feedback by volunteering to have their own performance evaluated. Board members are likely to follow their example.

• Board members need to respond to evaluation questions with thought and care. Board evaluations appraise the performance of people at the head of your organisation. They should not be rushed.

• An evaluation looks at the board from different perspectives and stimulates thinking about how it can work better. Answer every question so it can play its part in the process.

• The process inspires thinking that you can capture in comments. These are often the most valuable evaluation response. A poor rating with suggestions for improvement can improve performance.

• Individual board member evaluation reports are best handled in one-on-one discussions, usually with the chair. Don’t share or table board member reports at a board meeting.

Board performance can be affected by issues like the level and mix of skills, and whether the board spends time on the right business. Every board member should come prepared with a copy of the whole-board report.

• The board needs to discuss the evaluation results fully and frankly. This should be in a dedicated session. Consider using an external adviser to lead the session.

• An engaged board may provide many suggestions for improvement. Focusing on a few will have the greatest effect. Plan actions that will make a difference. We send you a sample action plan with the evaluation reports.

• Allocate responsibilities and include progress reports in your board’s agenda planning. When the board is satisfied that planned tasks have been completed, consider a further evaluation to show progress.