Executive Leadership Team Support & Evaluation Committee (ELTSEC)


Chair: Becky Mikita, Board President: Contact: bmikita@mountainsongschool.com

Members: Kati Hastings, Board Secretary, Nate Mylin, Director of Education; Brian Honeycutt, Director of Operations and Development; Lauren Artino, Director of Student Services

General Purpose: The Executive Leadership Team 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 Leadership Team.

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 from the Board.

Responsibilities

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

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

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

  4. In partnership with the Executive Leadership Team, establish a clear and consistent way for the Executive Leadership Team 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 Leadership Team. It is anticipated that these will occur in winter and spring and will involve the Executive Leadership Team completing a self-evaluation and surveying the full Board.

  6. Annually implement a comprehensive Executive Leadership team 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 Leadership Team’s direct reports.

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

  8. Annually recommend Executive Leadership Team 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.