To be effective, committees need to know how well they are working. Each has its own style and way of doing things, so experience of sitting on one committee may not be easily transferable to another. Every organisation has a different `committee culture'.

Nevertheless, the following factors influence the workings of most committees:

. individuals are biased towards personal interests and enthusiasms, that may not match the current needs of the organisation

. committee members, with little evidence on which to work, are reluctant to speak up about their concerns; new members, in particular, may be reluctant to make waves

. personal relationships between committee members

. traditions and the ways in which things have always been done

Committees often overlook these issues. Discussing them in an unstructured way can lead to views being personalised, perhaps destructively. They need to be dealt with in a way that leaves members feeling comfortable.

One way of tackling this difficulty is a self-evaluation process. This should be carried out regularly, if not frequently - once in every two or three years should suffice. It should not be led by chairs, secretaries, treasurers or other officers carrying a portfolio, who are often too close to the organisation's day-to-day routine. Vice Chairs, where they do not carry other responsibilities, usually have sufficient knowledge of the organisation, yet are sufficiently divorced from its routine administration, are often ideally suited to act as moderator for the process.. As an alternative, ordinary members of the committee, or external facilitators can carry out this function. Staff employed the organisation should never be asked to discharge this role - this is a matter private to the Board itself.

Each member would be invited to complete both the attached questionnaires. One is to establish how individual members feel about the effectiveness of the committee as a group. The other attempts to help them appraise their personal contribution been discharging their personal role.

The moderator's role is to receive and analyse the completed questionnaires. A special meeting of the committee, led by the person who moderated the evaluation, should discuss the results, and identify the issues revealed. Completion of the questionnaires can be, in itself, a useful tool for committee members, and remind them of what they should be doing.

No two organisations are the same, and there can be no standard canon applicable in every circumstance. However, regular self-assessment focuses attention on strengths and weaknesses, and helps committees become teams, working together to meet the organisation's goals, and providing a more productive and enjoyable experience for committee members.

On the following scale please circle your evaluation of the items listed below. If you feel you do not know about the item, circle D.

1 = Agree with the statement

2 = Not sure

3 = Disagree

D = Don't know

1. The Museum has a clear statement of purpose

and objectives that underpin all it does

1   2   3   D

2. The committee receives sufficient information

to deal appropriately with the issues before it

1   2   3   D

3. The decisions taken by the committee have

supported and enhanced the Museum's work

1   2   3   D

4. The committee has been publicly supportive of the

Museum's policies and activities 

1   2   3   D

5. The committee has taken complete and final

responsibility in all the Museum's

financial affairs 

1   2   3   D

6. The committee sets objectives and goals for the

forthcoming year 

1   2   3   D

7. The committee ensures that opportunities are

available for all its members to be actively

involved in its work 

1   2   3   D

8. Full and accurate minutes of decisions taken

at committee meetings are kept. 

1   2   3   D

9. New committee members are promptly and

effectively inducted, and provided with

information about the Museum 

1   2   3   D

10. Please comment on the major strengths

of the committee

11. Please comment on how the committee's effectiveness

could be improved

12. Please list the issues you would like to see addressed

during the forthcoming year

On the following scale please circle your evaluation of the items listed below.

1 = Agree strongly with the statement

2 = Agree

3 = Disagree

4 = Strongly disagree

1. I understand the Museum's purpose

and objectives 

1   2   3   4

2. I have a good working relationship with other

committee members 

1   2   3   4

3. I prepare for and participate regularly at

committee meetings 

1   2   3   4

4. I attend general meetings and other events 

1   2   3   4

5. I read and understand the financial

statements 

1   2   3   4

6. I respect the confidentiality of information

given to me as a committee member 

1   2   3   4

7. I avoid conflicts of interest that might, whether

in fact or public perception, embarrass the

Museum 

1   2   3   4

8. I willingly volunteer and use my skills

further the Museum's work 

1   2   3   4

9. I take advantage of opportunities to enhance the

Museum's image by talking to members of the

community about the Museum and its activities 

1   2   3   4

10. I find serving on the committee to be a

rewarding and satisfying experience 

1   2   3   4

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