Thursday, 12 January 2012



“Key Result Areas” or KRAs refer to general areas of outputs or outcomes for which the department’s role is responsible.
Key Result Area in simple Terms may be defined as Primary responsibilities of an Individual, the core area which each person is accountable.

Others definition of performance appraisal
• 90 degree = one person review (self or another, the boss)
• 180 degree = two person review (self and boss/manager)
• 270 degree = three person review (self, boss, and peers or direct reports)
• 360 degree = four person review (self, boss, peers, and direct reports)
Importance of KRAs.
• Set goals and objectives
• Prioritise their activities, and therefore improve their time/work management
• Make value-added decisions
• Clarify roles of department or individual
• Focus on results rather than activities
• Align their roles to the organization’s business or strategic plan
• Communicate their role’s purposes to others
 Conditions of KRAs
• Key result areas (KRAs) capture about 80% of the department’s work role. The remainders are usually devoted to areas of shared responsibility.
• Each KRA should capture at least 5 % of work role

1. Quality of work
2. Quantity of work
3. Teamwork

4. Job knowledge
5. Initiative
6. Interpersonal relations

7. Communications abilities
8. Planning and organising 
9. Problem analysis and decision making
10. Dependability

  • Performance reviews are not about the forms. They are about the discussion and the shared understanding.
    Whatever process you use to do performance reviews with your employees, you need to have it documented, shared and understood by your employees.
  • Forms are just to summarise the discussion and the outcomes. 

         Key Responsibility Areas
Employee Comments
Manager  Comments
Achievement of said objectives within the time frame

Productivity, Quality of Work and Quantity of work

Planning and Organising


Team work / Interpersonal relations 

Adhering to decisions and implementation of management

Updating your Job knowledge , Skills– Technology management, Degree of technical competence

Problem Analysis and Decision making / Solving – Individually resolved or need help

Communication within the team , with superiors and organization


Additional Responsibilities (If any)


We can use scales as follows for this performance appraisal form.
1. Unsatisfactory: Major improvements needed.
2. Needs Improvement: Less than Satisfactory, could be doing better.
3. Meets Expectations: Performing duties as directed with minimal Supervision.
4. Excellent: Performing all duties in a cost-effective manner with positive, measurable results.
5. Outstanding: Performing at a level above and beyond the duties of the current position’s requirements.
SSkills & Attributes
Result Orientation

Planning & Organising



Decision Making


Impact & Influence

Suggested development Plan
Areas of Development
Plan of action
Target date for Completion

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