1. Draft a very brief note in response to a director who has told you that assessing the performance of individual directors is unnecessary and unrealistic because directors bring different skills, experience, and knowledge to the board table.
Assessing the performance of individual directors could be necessary and realistic. Not only it helps individual directors to improve his / her strong personal value system and enhance his/ her specific ability, but also it helps to overcome the weakness and better understand the objective of the company, finally makes a greater contribution to the company.

2. How is a director’s performance evaluated?
The process to evaluate a director’s performance could be mentioned as followed:
I. Develop evaluation criteria
II. Develop evaluation performance tools
III. Collect necessary information
IV. Process information
V. Discuss results
The evaluation performance tools could be:
1) Director self-assessment: based on established questionnaire developed by the board;

2) Peer assessment: directors evaluated each non-executive directors based upon an established questionnaire or set of competencies.

3) Designated evaluated: A designated specific party such as the chairman, the chair of the director’s committee, or an third-party to conduct the individual evaluation, based upon a designated list of competencies.

3. What is required to set up a formal process for director performance? * The interests of the CEO and of the company must be aligned through compatible values and incentives. * There must be mutually agreed-upon goals, standards, and time frames for the results. * Accurate and timely measures of the key indicators of success must be shared with the board.

4. Discuss the possible outcome of an individual director performance assessment and how it can be used.
The possible outcome of an