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Setting KRA’s
Completion requirements
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Start by identifying the Key Result (Performance) Areas. Please note that these must be outcomes/results based. Group specific tasks together in bigger categories. For example: In the case of a secretary - filing, typing, answering the telephone, taking messages, managing diary, etc. can all be grouped together as ‘Administrative support’.
Depending on their level, an individual staff member should have no more than three to seven KRA's. Make sure that all job functions and responsibilities are covered under the agreed KRA's.
The next step is to formulate performance objectives that will lead to the achievement of the agreed KRA's. For each KRA you could potentially have between three and eight performance objectives.
Remember to set SMART objectives!
| S = Specific | What is the exact scope of the objective? What is included and what is not? What might be thought to be included but is being done by someone else? What must be done with the outputs? |
| M = Measurable | What measures will be used to know that the objective has truly been reached? When and how often will the process be measured? What measurement tools can be used to determine success? What format must the output take? |
| A = Achievable | Is the objective feasible? If not feasible, are we willing to change to make it feasible? |
| R = Realistic | Is the task realistic given the level and skills of the individual? Have you considered all variables when setting timelines? |
| T = Time bound | Have you set a timeline for all objectives that all involved agreed with? |