Executive Director Support & Evaluation Committee (EDSEC)


Chair: Brooke Sassi, Board President: Contact: bsassi@mountainsongschool.org

Members: Ashley Pfalz, Co-Vice President; Katie Hopkins, Board Secretary

General Purpose: The Executive Director Support and Evaluation Committee is commissioned by and responsible to the Board of Directors to assume the primary responsibility for developing and implementing a year-round process to strengthen the Board’s support, evaluation, and partnership with the organization’s Executive Director.

Appointments and Composition

  1. Appointments of the chair and members of the committee shall be made annually by the President of the Board with the advice and consent of the Board in accordance with the bylaws.

  2. The chair of this committee shall be a member of the Board of Directors

  3. Members of this committee shall be members of the Board of Directors, subject to the conditions stated in the bylaws.

  4. It is anticipated that the committee will be primarily comprised of the primary committee chairs and/or other officers of the Board.

Responsibilities

  1. Develop an annual timeline to support and evaluate the Executive Director, and have this timeline approved by the full Board.

  2. Annually review and revise as necessary the Executive Director’s job description.

  3. Establish a process for the Executive Director to develop, share, and receive board approval of a set of annual organizational goals.

  4. In partnership with the Executive Director, establish a clear and consistent way for the Executive Director to report to the full board regularly on progress towards the Board-approved annual goals.

  5. Annually create a survey instrument and process to conduct two structured check-ins between the full Board and the Executive Director. It is anticipated that these will occur in winter and spring and will involve the Executive Director completing a self-evaluation and surveying the full Board.

  6. Annually implement a comprehensive Executive Director evaluation that includes an Executive Director self-evaluation, evaluation from the full Board, input from the community, input from CSI, input from the annual financial audit, and anonymous input from the Executive Director’s direct reports.

  7. Annually prepare or revise the Executive Director’s offer letter as necessary.

  8. Annually recommend Executive Director compensation adjustments to the full Board, as appropriate.

  9. Create specific, measurable, Board-level goals for the year as part of the full Board planning process.

  10. Report to the Board of trustees at regular meetings of the board in a manner determined by the Board.

  11. Annually evaluate its work as a committee and the objectives it has committed itself to, and report on progress to the Board of Directors.