Traditional job descriptions emphasize the responsibilities of a position, but miss the other important components of the position being described. In the Relationship Model™, we deal with the entire relationship between the source of authority and the recipient. To illustrate this design we will present a basic job description for a Chief Executive Officer, referred to by many non-profit organizations as the Executive Director.
The most obvious additions to this design are the Limitations of Authority and the Expectations of Responsibility. These two components are the two adjustable mechanisms that ensure that authority and responsibility will always be in balance. These two components will prevent both abusive and disempowered CEOs. For more information, refer to the Relationship Model™ on this site.
Another important feature of this model of job description is the mutual accountability of the relationship. Designing a relationship in which both parties are accountable to each other will ensure a relationship that is both productive and personally fulfilling for the jobholder.
Executive Director - Job Description
1. AUTHORITY
The Executive Director functions with authority from the Board of Directors and will be involved in all decisions within the responsibilities of the position.
The Board shall provide the resources necessary for the responsibilities of the position.
2. LIMITATIONS OF AUTHORITY
The Executive Director operates within the parameters of the Board's Executive Director Limitations Policies and the Strategic Plan agreed by the Board.
3. RESPONSIBILITIES
It is the Executive Director's responsibility to manage the infrastructure of the organization in a manner that allows the organization to realize it's strategic goals.
Specifically he/she shall:
- Provide the Board with the organizational information it needs for its governance responsibilities.
- Maintain and develop the interface between the Board and management.
- Present to the Board tactical, operating and financial plans in line with the agreed Vision and Strategic Plan.
- Maintain and develop teamwork within the management staff.
- Ensure that the relationships between the organization and its stakeholders are open and co-operative
- Support the Board in its primary responsibility of strategic planning.
4. EXPECTATIONS
The expectations of the responsibility for this position are contained in the Strategic Plan, and the Executive Director's personal tactical goals. They are negotiated during the annual review.
5. ACCOUNTABILITIES
Accountability is mutual.
- The Executive Director is accountable to the Board for the fulfillment of the Strategic Plan and the CEO's personal Tactical Goals, and for remaining within the CEO Limitations policies.
- The Board of Directors is accountable to the Executive Director for providing the authorization, resources, affirmation, involvement and empowerment necessary for the successful realization of the responsibilities of the position.
- The working relationship is reviewed annually as part of the annual review.
Relationshipmodel.com offers assistance in designing effective relationships within non-profit organizations--at the governance, leadership and management levels of the organization.
Les Stahlke, President
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