Evaluating the CEO

Evaluating the CEO: Criteria and Measures

The success of the enterprise depends on the members of the management team. Therefore, it is essential to be able to assess the effectiveness of their work correctly. The director’s performance indicators are the primary tools in carrying out management procedures for evaluating his performance, during which the results of the director’s performance are compared with the tasks and goals that were set for him.

Peculiarities in evaluating director’s performance indicators

Evaluation of the director’s work must be of high quality, and an expert composition of participants must carry it out. If an analysis of the effectiveness of the line manager’s performance is carried out, it should be carried out by a higher manager. Compliance with this principle guarantees the evaluation results’ high quality and practical applicability.

Appropriate evaluation criteria should be established for the manager. They must be directly related to the results of the work of their subordinates; only then will the system work as a single organism. In this regard, there is a parallel that connects the director’s activities with any ordinary employee in the enterprise. Evaluation of the activities of the head takes place in 3 areas: volume, time, and quality of work.

The volume of work – how many tasks the manager has completed. This includes the amount of excess or not included in the direct official duties of production.

Quality of work – how well the tasks were completed. Were there any complaints about the service terms, whether the products manufactured at the enterprise and the services provided correspond to the norms and technologies?

Time off work – how much time was spent on the execution of the amount of work of good quality. Were there any violations in terms of tasks, and how much time was saved?

How to assess director performance indicators and criteria

When planning measures to evaluate the effectiveness of managers and directors of the company, it is necessary to develop a procedure for its implementation. This includes the allocation of time and resources, the selection of experts and performers, as well as the preparation of the necessary tools.

  • Further, it is necessary to notify all managers that an analysis of the effectiveness of their activities will be carried out. To this must be added the objectives of the event, its format, and timing. Finally, the procedure must be carried out in such a way that both the assessed and evaluating parties have the opportunity to prepare.
  • For this process, one supervisor is assigned to work with the information. The assessed director must understand when and what information he must provide.
  • During interviews with employees, it is necessary to inform the conversation format immediately. To structure the meeting, you can use various forms and forms that will reflect the results of the activities. It is also necessary to prepare quantitative indicators of the performance of this manager (production of his subordinates, gross income, etc.).
  • It is necessary to show interest in how a person himself evaluates the results of his work and why he gives such a characteristic. This will help to compare the results of testing and certification more objectively.

When interviewing a manager, it is necessary to find fundamental facts that objectively correct preliminary estimates. Then, the supervisor must present to the director his achievements and only after that identify weaknesses and points of growth.