Hello ash,

Normally, the President is not given the usual  Performance Evaluation. The President remains based on the trust and confidence  of  the Board of Directors. If your board wants to have some  tools to evaluate the President's performance, I  suggest the  following approach: 
 
Upon appointment as President, he should be given  specific goals or objectives for the next 5 years. These goals and objectives are further broken down into  years and quarters. Generally, the objectives are  financial and profit objectives.  At the end of each year, the Board decides whether the  president and his  team attained the planned objectives and decides how  much  bonus the president will receive.  The Board should establish the performance expectations  and  make sure the President is informed. By the way this  does not  apply if the President is the owner of the company.

Regards

Dr. Jha

Dear Professionals,

Being the COO, his performance can't be measured...simply can't be.  The company should decide the path on which it wants to GROW.  There should be objective numerical related parameter like  Growth of Revenue, Growth of Profit, Specific criteria like Planning and  measurement against Forecasting.  I suggest there should be another OWN COMPETENCY based parameter, where the  decision would be to the President to decide - there various HR parameters  can be taken.. 
 
Welcoming other views...

Cheers

Colin Max

Dear friends,

COO's performance can be measured on parametres like:- 

1. Profits/Business achievements vs. forecast 
2. Market Share/Market growth/Branding 
3. Customer (Internal/External) Satisfaction level 
4. People Productivity 
5. Leadership attributes etc.

debbie