1. KRA Achievements/ Misses
Type: Objective/ Subjective
Keep in mind
Most managers & employees get too hung upon the numerical ratings for each KRA or OKRs. While ratings are a matter of debate on its actual relevance, there are 2 very important things to keep in mind.
a) For each KRA, the employee should be absolutely clear on how the performance will be measured & what the key performance indicators (KPI) are. This discussion between the employee & manager should happen at the beginning of the review period.
b) Root cause qualitative assessment for each KRA performance is the primary necessary & sufficient condition for this aspect of employee evaluation.
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