How to evaluate your board
- Author: Creative Australia
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What is board evaluation?
Board evaluation is a structured process for reviewing how well a board performs its governance role. It usually considers:
- the board’s collective effectiveness
- the contribution of individual directors
- the role of the chair
- the board’s processes
- the quality of the board’s relationship with management.
Why does it matter?
Regular evaluation helps a board understand what is working well and what needs to be improved. Board evaluation can help the board to:
- use a structured process to review the board’s skills, relationships and composition
- know if it is giving strong oversight to the organisation’s purpose and strategy
- turn feedback into clear action
- strengthen accountability
- improve the relationship between the board and management
- guide director development and support succession planning
- show stakeholders that the board is committed to good governance and ongoing improvement.
How to evaluate and review your board
Use these steps to plan and run board evaluations and act on findings. You should adapt the process to fit your organisation’s size, resources and governance needs.
Step 1. Define the purpose and scope
Start by agreeing why the board is doing the evaluation and what it needs to learn. For example, the board may want to improve how directors work together, identify skills gaps or support future organisational development.
Clearly define the scope so directors know what will be assessed. This may include:
- board processes
- how the board makes decisions
- board culture
- board composition
- committee performance (where relevant)
- if the board is strategically aligned
- the board-management relationship
- the contribution of individual directors
A clear purpose and scope will help the evaluation stay focused, useful and appropriate.
Step 2. Establish criteria
Set criteria for what the evaluation will measure. The criteria should link to your organisation’s purpose, strategy and governance responsibilities. Use a mix of quantitative measures and qualitative feedback.
- Quantitative measures: Might include attendance, financial performance or progress against agreed actions.
- Qualitative feedback: Can explore how directors work together, the quality of discussion, how meetings support decision-making and whether board culture encourages honest input.
Step 3. Decide who will be involved
The board usually leads the evaluation. This is often through the chair, secretary or a nominated board member. The executive team or a board committee may help run the process, depending on the organisation’s size and needs.
Decide whose feedback you need and whose performance will be reviewed. This may include:
- the board as a whole
- individual directors
- executive staff
- committees
- board-led project members
- key stakeholders, partners or advisory groups (where relevant).
Evaluating the Board Chair and CEO
If the CEO or artistic director is also a board member, they should take part in the board evaluation, but their contribution may need to be reviewed separately from their executive role.
Chair reviews can also be handled differently, with a deputy chair or nominated director gathering confidential feedback and sharing it in a constructive way.
Step 4. Choose evaluation methods
Choose methods that fit the purpose, scope and time available. Methods can include a mixture of:
- self-assessment surveys
- peer feedback
- interviews
- group discussions
- management input.
Think about cost, time and how comfortable directors feel about giving frank feedback. Some boards can manage a simple internal review. Others may need an independent person to support a more complex or sensitive process.
Consider making feedback confidential or anonymous
Doing this helps board members speak openly. This can be useful when the review covers board dynamics, individual contribution or relationships with management.
Board evaluation templates and tools
Use these templates to help you gather qualitative feedback.
Step 5. Decide when and how often you will evaluate
Decide how often the board will evaluate its performance. This could be every year, every 2 years or on another regular cycle. The timing should fit your organisation’s size and resources.
Choose a time in the annual cycle when the board can use the results well. For example, run the evaluation before board renewal or strategic planning, or after a major project has finished.
Step 6. Communicate expectations
Before the evaluation starts, explain the following to board members:
- purpose, scope, process and timeline of the evaluation
- how feedback will be used
- who will see the feedback
- whether responses will be confidential or anonymous.
The chair can set a constructive tone by explaining that evaluation is about improving board performance, not criticising individuals.
Support respectful feedback
Where peer feedback, chair review or individual director review is included, share guidance on giving and receiving respectful feedback.
Step 7. Turn findings into action
Use the evaluation results to identify what the board is doing well and where it needs to improve. Look for patterns in the feedback, not just individual comments. Connect the findings back to the board’s purpose, strategy and governance responsibilities.
Turn the key findings into clear actions. Actions might include:
- improving meeting processes
- addressing skills gaps
- planning director development
- reviewing committee structures
- strengthening the board-management relationship
- setting goals for future training and succession.
Agree who is responsible for each action and when progress will be reviewed. The board may involve the CEO, executive team or key stakeholders in practical changes, while keeping responsibility for board performance with the board.
Document your board evaluation policy and review it regularly
You don’t need a board evaluation policy to do a good board evaluation. But a documented policy sets clear processes and expectations with board members.
Over time, you should also review the evaluation processes and policy. This keeps the policy relevant and in line with your organisation’s changing needs.
Board evaluation policy template
Use this policy template to develop a clear and consistent approach to board evaluation.
