Free download · Excel workbook · No email required
KRA and KPI Template for Indian Businesses
An eight-sheet Excel workbook with worked key result areas and indicators for six common roles, plus a blank sheet and a one-page guide on how to fill it in without repeating the usual mistakes.
What is inside
Start Here
Eight working rules for filling the sheets in, and a five-question checklist to run against every role before you finalise it.
Six worked role sheets
Production supervisor, welder, quality inspector, field sales executive, accounts and collections, and HR and admin manager — each with result areas, indicators and where the data comes from.
A blank sheet
The same structure, empty, for the roles specific to your organisation.
A data source column
The column most templates leave out, and the one that decides whether a system survives. Every measure has to be traceable to a record you already keep.
Sample rows from the workbook
These are the kind of entries the template contains. They are starting points to argue with, not a format to copy across every role.
Production supervisor
| Key Result Area | Key Performance Indicator | Source of data | Why it works |
|---|---|---|---|
| Line output | Units per shift against plan | Shift production sheet | Directly controlled by the role and already recorded |
| Line quality | In-process rejection rate | Inspection log | Counterweights output, so speed does not create rework |
| Equipment availability | Unplanned downtime hours | Downtime book | Captures the hidden cost behind an output number |
| Manning and capability | Manning vs roster; skill matrix coverage | Attendance; skill matrix | Absence and skill gaps stop a line before anything else does |
| Safety | Reportable incidents; PPE observations | Safety register | Individually attributable and non negotiable |
Welder
| Key Result Area | Key Performance Indicator | Source of data | Why it works |
|---|---|---|---|
| Workmanship quality | Weld rejections as a share of joints presented | Inspection log | Measures what the role actually controls |
| Rework | Rework hours as a share of hours booked | Job cards | Shows the cost of quality, not just the rate |
| Throughput to standard | Job cards closed within standard time | Job cards | Balances the two quality measures above |
Field sales executive
| Key Result Area | Key Performance Indicator | Source of data | Why it works |
|---|---|---|---|
| Revenue | Value achieved against target | Sales MIS | The outcome measure |
| Coverage | Productive calls as a share of planned calls | Beat plan or DSR | The leading activity behind the outcome |
| Collections | Outstanding beyond agreed credit days | Receivables ageing | Revenue is not revenue until it is collected |
| New business | New accounts activated and repeat ordering | Sales MIS | Prevents the territory living off its existing base |
Four rules that decide whether it works
- 1 Only measure what the role can move. If someone can have an excellent month and still score badly because of a decision made three departments away, the measure is wrong.
- 2 Only use data you already collect. A measure that needs a new register will be filled in for six weeks and abandoned by month three.
- 3 Set measures in pairs. Output without a quality counterweight produces rework. Quality without a throughput counterweight produces missed dispatches.
- 4 Do not attach money in the first cycle. Untested measures plus incentive pay produces gaming and grievances. Run one cycle, correct what the data exposes, then connect it to reward.
Frequently Asked Questions
Is the template really free?
Yes. It downloads directly, with no email required. The judgement about which result areas fit your roles is the part that needs a conversation; the format itself is not worth gating.
What format is it in?
A Microsoft Excel workbook with eight sheets. It opens in Excel, Google Sheets, LibreOffice and Numbers.
Can I use one sheet for the whole company?
You can, but it is the most common way these exercises fail. Roles differ in what they control, so their result areas must differ. The workbook is built as one sheet per role for that reason.
How many result areas should each role have?
Four to six for most roles, up to seven for a supervisor. If your list runs past eight, the role has usually not been defined and the list is standing in for a decision nobody has made.
Should I put weightages against each item?
Yes, and concentrate them. Eight items at five per cent each guarantees none of them changes anyone's behaviour. Put weight where the role genuinely matters.
Can I edit and reuse it inside my company?
Yes. Use it, adapt it and circulate it internally as you wish.
The template is the easy part
Deciding which result areas genuinely fit your roles, and getting your managers able to run the reviews, is where these projects succeed or fail. If you are building this for a real organisation, it is worth a conversation.
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Free KRA and KPI Template
An eight-sheet Excel workbook with worked result areas for six common roles, plus a blank template. No email required.