Most organisations have some form of performance appraisal in place for their employees and having a similar process for your committee of management is also important.  The main purpose of the evaluation process for a committee of management is not to be critical, but to identify ways to improve performance and provide a way to make positive changes.

The evaluation process can be undertaken in a number of ways:

  • The Chairperson of the committee of management has a one on one meeting with each committee member.
  • The committee of management undertakes a self-assessment process.
  • An evaluation sub committee can be established to review the process, identify improvements, undertake interviews with key stakeholders as part of the evaluation process and make recommendation in relation to implementing improvements.
  • Use an external and independent evaluator.

Depending on the size of the organisation, it is the objectives you are trying achieve as well as the practicality of undertaking the evaluation which will influence your choice of process.  Some organisations have a policy which tells you specifically how to evaluate the committee of management.  If your organisation doesn’t have one, you need to be clear about the actual evaluation objectives.

What is it that you want to find out? 

Some issues to consider include:

  • Be clear about the expectations the evaluation is being measured against.  For example, this may relate to understanding the policies and procedures, strategic operations of the organisation or understanding the finance reports.
  • As needed, ensure that confidentiality occurs and is respected in relation to relevant responses.
  • Committee of management members should be able to identify gaps in their own knowledge.
  • The Chief Executive Officer should also be involved to assess issues relevant to the performance and evaluation of the committee of management.
  • Consider seeking input and feedback from external key stakeholders.

Once the evaluation has been completed it becomes vital that a plan is developed and implemented that relates to the newly agreed outcomes.

While a formal evaluation should take place at least yearly, there should be a constant review throughout the year where issues and improvements are discussed.   For example, each quarter it may be an agenda items for the committee of management to discuss their performance and make suggestions for improvements.

As with any form of personal and professional development, improvement takes time and good plannning.  Evaluating the performance of the committee of management and its members will help improve performance and smooth the way ahead.

(image credit:  Andy Dolman)