Struggling to Define KRAs for Clerical Roles in Pharma? Let's Brainstorm Together

Hi all, This is Karuna here. I am working with a pharma company for the last 2 months. I do not have much experience in job evaluation and designing a performance management system for this industry. I am currently working on designing the Key Result Areas of every position in my organization. Though there are job descriptions for every position, the key result areas are not defined. It is easy to make measurable KRAs for sales and other target-oriented positions, but I am facing some difficulty in making KRAs for clerical positions. Can anyone help me in deciding how I should fix the KRAs for such positions?

Thanks and regards,
Karuna Ahuja

Karuna, it shouldn't be difficult; I am sure they have certain skills that define their uniqueness in the organization. Moreover, they are employed to perform a set of jobs. The best thing would be to sit with your clerical staff and do a small exercise; you will then have a list of KRAs for them. I know it won't help you in terms of providing you data for ready reference; however, just a note in case.

Rajnish

What about putting down SLAs on their KRAs? It is measurable and will improve the turnaround time for the company.