CEO Performance Evaluation2020-03-01T19:52:33-05:00

Boardroom Metrics works with Boards of Directors across North America on Board and CEO Evaluations.

CEO Performance Evaluation Template Options

Template Option 1 – All the Questions, Categories – Free

Downloaded over 5,000 times, this PDF template contains a wide range of possible questions that we have asked over the years. You can use all or some of the categories and questions included.

Download Evaluation

Template Option 2 – Precise and Focused – $4.99

This tool is precise and easy to use. Focused and effective, it is very similar to what we implement when we lead external CEO evaluations. The questions can be easily customized and input to on-line survey tools like Survey Monkey. CEO’s prefer this approach because the feedback is clearer and more actionable.




Boardroom Metrics CEO Evaluation Services

Confidential, Objective Assistance for Boards Assessing the Performance of the CEO

Boardroom Metrics provides CEO Evaluation Services to Boards of Directors in Toronto and across North America. We provide objective, confidential leadership of the process including tools, performance ratings and reporting. All of our work is confidential. When the assessment is completed, we help Boards determine the appropriate performance management plan for the CEO. Click here for more information on CEO evaluation services.

ONE OF THE MOST COMMON FINDINGS OF A CEO EVALUATION IS THE NEED FOR A BOARD EVALUATION.

CEO performance is dependent on the Board executing its role. The Board’s role is to identify risk and set a strategic direction for achieving the organization’s mission. The Board engages the CEO to execute this strategic direction. Unfortunately, many Boards struggle with this role. As a result, improving CEO performance is impossible if the Board doesn’t get its act together. A formal, objective Board evaluation is often the only way for the Board to overcome this hurdle. Boardroom Metrics can help. We work with public, private and not-for-profit organizations of all sizes, helping them get their Board’s act together. Email [email protected] for more information.

CEO Performance and Board Governance Audit

It is the Board’s responsibility to hire, retain and performance manage the CEO. Common opportunities most Boards have to perform this part of their role more effectively include: job description; performance criteria; contract and terms; evaluation frequency; feedback and insight; and, coaching and training. 

For Boards seeking greater governance and CEO leadership effectiveness, the Boardroom Metrics Governance Audit provides practical, useful insight and improvement recommendations.

CEO Performance Coaching and Mentoring

For Boards or CEO’s seeking insight on CEO performance and how to improve it, engaging the services of an experienced CEO coach can be an important investment.  A CEO coach helps the CEO understand their role and responsibilities and what actions they can implement to perform at a higher level. Boardroom Metrics CEO coaching is provided to Boards, HR Departments and interested, performance-oriented CEO’s.

How to Conduct a Board Governance Audit
Inquire About CEO Coaching and Mentoring

Evaluating the CEO

The CEO Performance Evaluation is the primary and most formal process the Board has for measuring CEO performance. Regularly measuring performance is important because the Board delegates responsibility for day to day management of the business to the CEO.  From a governance point of view, the Board MUST take steps to ensure they know how well the CEO is carrying out their mandate.

Feedback from the CEO performance evaluation process is important to the CEO as well as the Board.  Through the evaluation process the CEO gains a clear understanding of the Board’s goals, receives  well-deserved and positive feedback on accomplishments,  and gets an opportunity to clarify the Board’s expectations around performance of the CEO role.

Here are the key goals of the CEO performance evaluation process:

  • Objectively measure CEO performance vs. the goals and expectations of the Board
  • Reinforce and strengthen as necessary the alignment between the CEO’s priorities and performance, and the mission, vision and goals of the organization
  • Define and establish the criteria, process and expectations for CEO growth and development opportunities
  • Build a stronger more productive relationship between the Board and the CEO
  • Fulfill a primary Board governance duty to ensure that organization is well lead and if not, to provide a legitimate basis for terminating the CEO