Follow this schedule for administrator evaluation

• Published date: 01 June 2020
• DOI: http://doi.org/10.1002/ban.31113
• Date: 01 June 2020

© 2020 Wiley Periodicals LLC, A Wiley Company • All rights reserved

View this newsletter online at wileyonlinelibrary.com • DOI: 10.1002/ban

Editor: Jeff Stratton

Supplement

Identify essential tasks for board, administrator

One method for identifying who does what in the

area of board-and-administrator responsibilities is

for the parties to discuss their respective roles. By

defining responsibilities, the board-and-administrator

team can prevent intrusion into each other’s jobs.

It’s worth making the time to do this, because

when roles are clearly drawn, the board-and-ad-

ministrator relationship remains strong.

A Texas board does this in board policy by stat-

ing the five most essential tasks, or roles, for both

the board and administrator.

The five most essential tasks, or roles, of the

board:

1. Adopt goals and priorities for the organization

and monitor success in achieving them.

2. Adopt policies that govern the organization

and review these policies for effectiveness.

3. Hire an administrator to manage the or-

ganization and evaluate the administrator’s

effectiveness.

4. Adopt an annual budget for the organization.

5. Delegate management responsibilities to the

administrator.

The five most essential tasks, or roles, of the

administrator are:

1. Accept administrative responsibility and lead-

ership for the planning, operation, supervision and

evaluation of the programs, services and facilities

of the organization.

2. Accept authority and responsibility for the

assignment and evaluation of personnel and make

decisions regarding employment and termination

of employees.

3. Prepare and submit to the board a proposed

budget.

4. Recommend policies to be adopted by the

board and develop administrative procedures to

implement those policies.

5. Provide leadership for the attainment of the

organization’s goals. ■

Follow this schedule for administrator evaluation

This year-round set of events will allow the

board to obtain a full picture of the administrator’s

performance.

1. Ask your administrator to prepare a set of writ-

ten objectives that he will focus on for the coming

year. Three to five objectives are pretty standard.

2. The board and administrator should discuss

and then agree to the set of objectives. At the same

time, agree to the evaluation form the board will

use to evaluate the administrator and a schedule.

3. Ask your administrator to prepare and deliver

a written and verbal midyear progress report on

his or her objectives, and the organization’s perfor-

mance to date, to the board.

4. At year-end, prepare and deliver the adminis-

trator’s evaluation.

5. Review the administrator’s compensation

and benefits package and make necessary adjust-

ments. Review the administrator’s job description

at this time.

6. Annually, the board should perform its own

self-evaluation and set goals for the coming year.

The administrator should use these board goals to

develop his objectives for the coming year. ■

June 2020 Vol. 36, No. 10