KRAs - Job Evaluation

Hi All,
This is karuna here...i am working with a pharma company since last 2 months ....I do not have much experience in job evaluation and designing of 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 made for every position but the key result areas are not defined ....for sales and other target oriented positons it is easy to make measurable KRAs ..but I am facing some difficulty in making KRAs for the clerical positions..can anyone help me in deciding as to 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 defines their uniqueness in the organisation. More so 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 and you will have a list of KRA's for them.
I know it wn't help in you in terms of giving you data for ready reference however just a note in case.
Rajnish

What abt put down SLA on their KRA. It is measurable and will improve the turn on time for the company.