CEO Evaluation

As a board or staff member of United Way of Southwest Minnesota (UWSWMN), we ask that you thoughtfully participate in this annual review for the CEO.  We trust that you will take this responsibility seriously, as your participation in this rating process is important to our organization in several ways.

• The Executive Committee will review the results and present an overview at a closed session of the entire board at the end of the June board meeting.  During this discussion, salary recommendations for the CEO and proposed goals for the coming year will be made.
• The Executive Committee will use feedback from board and staff members, gathered through evaluation and discussion in closed sessions, to help the CEO be more effective.
• The information will also be used to collaborate with the CEO in developing short- and long-term goals for UWSWMN's future success.  

Ratings will be tallied, and a summary of the ratings will be provided to the CEO.  If specific comments are reviewed with the CEO, they will be shared anonymously.

The online survey will be available from May 28 to June 3, 2024.  All responses will be kept confidential and will be compiled and summarized by Hans Zahrbock, Chair of the PNG Committee.  If you have any questions about this survey and the process, please feel free to contact Hans at Hans.Zahrbock@westernequipmentfinance.com.

Please evaluate Meg's performance in the following categories since she started as CEO: Leadership and Vision, Team Building, Outward Focus, Business Acumen, Board Relations, and Brand Management.  Use the provided scale to rate her performance in each category, and feel free to add any additional comments.

3 = Outstanding (Exceeds Expectations)

• Consistently exceeds requirements of the job, reaching a very high level of performance found only in a small percentage of people in this role
• Requires minimum direction or supervision, even in complex and varied situations
• Embraces change has a unique, positive, and outstanding impact on the organization
• Proactively takes on higher levels of responsibility, inspires and motivates others to take action

2 = Competent (Meets Expectations)

• Performs and sustains the job function at a high-quality level in alignment with strategic goals
• Demonstrates high levels of effort, effectiveness, and judgment with limited supervision
• Initiates change, explores and shares new ideas to drive results
• Knowledgeable, experienced, and capable

1 = Developing (Needs Improvement)

• General understanding of key principles, limited or no applied experience
• Performance sometimes meets requirements but not consistently
• Performance needs coaching  and support