KRA & KPI Examples + Free Appraisal Form

Key takeaways

A KRA is the area someone is responsible for; a KPI is the measure that shows how well they did it.
Keep 4 to 6 KRAs per person, each with a target and a weightage; weightages add up to 100%.
Every KPI should be measurable from data you already have, such as payroll, CRM or ticket reports.
Download the free appraisal form to score KRAs and competencies and record the conversation.

KRA vs KPI: the difference

	KRA (key result area)	KPI (key performance indicator)
What it is	An outcome the role is accountable for	A number that measures that outcome
Example	Collections	90% of invoices collected within 45 days
Changes	Rarely; it comes from the job description	Every year, as targets move
How many	4 to 6 per role	1 or 2 per KRA

How to write KPIs that can be rated

Start from the job, not the person

List what the role exists to deliver. Those become the KRAs.

Make each KPI SMART

Specific, measurable, achievable, relevant and time-bound: “CSAT of 4.5 by March”, not “happy customers”.

Use data you already collect

If nobody tracks a number today, either start tracking it in April or choose another KPI.

Weight what matters most

Give the main outcome 30–40%, and no KRA less than 10%, or it will be ignored.

Agree it, then write it down

Goals the employee helped set are goals they own. Record them in the HR system in April.

KRA and KPI examples for 12 roles

Adapt the targets to your business; the numbers below show the format, not a benchmark.

Role	KRAs	Example KPIs and targets
Sales executive	Revenue; New customers; Collections	Sales of ₹60 lakh a year; 24 new accounts; 90% of invoices collected within 45 days
HR executive	Hiring; Onboarding; Employee queries	Fill 90% of positions within 45 days; documents complete on day 1; queries closed within 2 working days
Payroll executive	Accuracy; Timeliness; Statutory filings	Zero salary errors after release; salaries credited by the 1st; PF, ESI and TDS paid by the due date, every month
Accountant	Books; Payables; GST	Books closed by the 7th; vendors paid on agreed terms; GST returns filed on time with reconciled input credit
Software developer	Delivery; Quality; Learning	90% of sprint commitments delivered; fewer than 2 production bugs a quarter; one certification a year
Customer support	Response; Resolution; Satisfaction	First response within 2 hours; 85% resolved on first contact; CSAT of 4.5 out of 5
Production supervisor	Output; Quality; Safety	98% of the production plan; rejection rate below 1.5%; zero lost-time accidents
Marketing executive	Leads; Content; Cost	300 qualified leads a quarter; 8 blog posts a month; cost per lead below ₹800
Store / warehouse	Stock accuracy; Dispatch; Inventory cost	99% stock accuracy in audits; 95% of orders dispatched same day; slow-moving stock below 5%
Admin executive	Facilities; Vendors; Cost	Facility issues fixed within 24 hours; vendor contracts renewed on time; admin spend within budget
Field service technician	Response; First-time fix; Reports	On site within 4 hours; 85% fixed on first visit; service reports uploaded the same day
Team lead / manager	Team results; People; Retention	Team meets 90% of its KPIs; every member has goals and two check-ins a year; regretted attrition below 10%

Add 1 or 2 behaviour goals

Numbers do not show how someone got the result. Most appraisal forms add a competency section (quality of work, ownership, communication, teamwork, and leadership for managers), usually weighted at 20–30% of the overall score.

Example: scoring with weightage

KRA	Weight	Rating (1–5)	Weighted score
Revenue	35%	4	1.40
Collections	25%	3	0.75
New customers	20%	5	1.00
CRM discipline	10%	3	0.30
Product certification	10%	2	0.20
Total	100%		3.65

A KRA score of 3.65, combined with a competency score of, say, 4.0 at a 70:30 split, gives an overall score of 3.76: a rating of 4 on the scale in our form. Read how ratings turn into increments in our appraisal process guide.

What’s inside the appraisal form

Employee details and review period, for annual, mid-year or probation reviews.
A 5-point rating scale with plain-English definitions.
Part A: KRAs and KPIs with weightage, self and manager ratings and evidence.
Part B: competencies, with what good looks like for each.
Part C: overall score with a score-to-rating table and a calibration note.
Part D and E: achievements, development plan, recommendation and sign-off.

Free download

Performance Appraisal Form (Word)

4 pages, fully editable
Sample KRAs highlighted for you to replace
Works for annual, mid-year and probation reviews
No sign-up needed

Download (.docx)

First page of the GoHRMS performance appraisal form

How GoHRMS helps

Goals and reviews without spreadsheets

KRA and KPI templates per role or team
Self, manager and reviewer ratings with automated reminders
Weighted scores calculated for you
Ratings flow into salary revisions and payroll

See Performance Management

Frequently asked questions

What is the difference between KRA and KPI?

A KRA (key result area) is an outcome a role is responsible for, such as collections. A KPI (key performance indicator) is the measure of how well it was delivered, such as 90% of invoices collected within 45 days.

How many KRAs should an employee have?

Four to six is the usual range. Fewer than four can leave out important work; more than six spreads attention thin and makes each one carry too little weight.

How do you calculate a weighted appraisal score?

Multiply each KRA rating by its weightage and add the results. For example, a rating of 4 on a KRA weighted 35% contributes 1.40. Combine the KRA score with the competency score in the agreed ratio, such as 70:30.

Can KRAs change during the year?

Yes. If the business or the role changes, update the KRAs at the next quarterly check-in and record the change, so the employee is rated against the goals they actually worked on.