KRA Performance Appraisal
KRA Performance Appraisal
Prepared by: [YOUR NAME]
Email: [YOUR EMAIL]
Company: [YOUR COMPANY NAME]
Date: February 15, 2050
I. Overview
This KRA Performance Appraisal has been carefully designed to evaluate the employee’s contributions, pinpoint strengths, and identify areas for further development. With clear Key Result Areas (KRAs) aligned to the organization’s strategic goals, this document serves as a focused approach to ensure that individual efforts align with the larger objectives of [YOUR COMPANY NAME].
II. Employee Performance Evaluation
This section assesses the employee’s performance relative to their core KRAs. It is designed to give a clear and objective view of their effectiveness in meeting outlined responsibilities.
|
KRA Area |
Performance Metric |
Target Outcome |
Actual Outcome |
Evaluation Date |
|---|---|---|---|---|
|
Customer Satisfaction |
Customer Feedback Scores (1-10) |
≥ 8 |
8.5 |
February 15, 2050 |
|
Task Efficiency |
Project Completion Time |
≤ 30 days per project |
28 days |
February 20, 2050 |
|
Quality Assurance |
Error-Free Work Rate |
≥ 95% accuracy |
93% |
March 1, 2050 |
|
Cross-Department Collaboration |
Number of Collaborative Projects |
≥ 2 |
3 |
March 15, 2050 |
III. Identifying Development Needs
This section identifies specific skills or knowledge areas where the employee could benefit from further training. It provides a roadmap for professional growth within [YOUR COMPANY NAME].
-
Skill Enhancement: Increase proficiency in project management tools to improve overall efficiency by July 1, 2050.
-
Technical Training: Attend Quality Assurance and Process Improvement workshops to boost accuracy in quality assurance tasks by August 1, 2050.
IV. Setting Objectives and Goals
Setting clear objectives in alignment with the employee’s KRAs ensures that personal achievements contribute to broader organizational goals. These objectives are revised semi-annually.
-
Objective 1: Increase customer feedback score to ≥ 9 by December 1, 2050.
-
Objective 2: Reduce project completion time to ≤ 25 days per project by November 1, 2050.
-
Objective 3: Collaborate with two additional departments by October 15, 2050 to foster knowledge sharing.
V. Compensation and Rewards Decisions
Compensation and rewards reflect the employee’s ability to meet or exceed their KRAs. The following decisions are based on the successful completion of key objectives:
-
Bonus Eligibility: A performance bonus may be awarded if customer satisfaction and efficiency targets are met by December 31, 2050.
-
Salary Review: Consideration for a salary increase if quality assurance metrics are consistently above 95% by November 30, 2050.
VI. Succession Planning and Talent Management
Based on the KRA results, the employee’s potential for growth and leadership is evaluated. High performance in the following areas will indicate readiness for succession opportunities.
|
Succession Criteria |
Current Rating (1-5) |
Target Rating (1-5) |
Review Date |
|---|---|---|---|
|
Leadership Potential |
3 |
4 |
September 1, 2050 |
|
Adaptability |
4 |
5 |
September 1, 2050 |
|
Communication Skills |
4 |
5 |
September 1, 2050 |
This KRA Performance Appraisal will serve as a foundational tool for continuous growth and success within [YOUR COMPANY NAME]. By focusing on clearly defined objectives, employees are empowered to contribute meaningfully to both their personal and the company’s overall achievements, ensuring shared success.
