Custom KPI Framework
Performance indicators specific to each role: calculation formula, target, frequency and data source. Ready to use from the very first evaluation.
Too many indicators, measured wrongly, pulling in opposite directions
Business success doesn't come from overloading people with objectives, but from a few clear, aligned indicators.
Many KPIs are copied from a generic template or imposed from above with no link to the role. Some cannot be measured; others rely on data nobody trusts.
Worse, one department's indicators end up working against another's. Sales are rewarded for volume and promised deadlines, logistics for low costs, the technical team for zero defects. Everyone hits their target, and the client is left waiting.
A good KPI Framework starts from the role profile and the workflow: it measures what matters for the shared result, not just for one department.
What's included
Concrete, ready-to-use deliverables, adapted to the reality of your organization.
- Role-specific indicatorsA small number of relevant KPIs, directly tied to the responsibilities in the role profile.
- Calculation formulaExactly how each indicator is calculated, so there is no room for interpretation.
- Target and thresholdsWhat counts as expected, above expectations and below expectations.
- Measurement frequencyMonthly, quarterly or yearly, depending on the real pace of the work.
- Data sourceWhere the number comes from: ERP, CRM, internal reports or existing records.
- Alignment checkWe make sure one department's indicators don't push another department the opposite way.
How we work
A clear process, with your team validating every stage.
Start from the role profiles
For every key responsibility we ask: how do we know it was fulfilled?
Identify existing data
We use what you already measure before proposing any new reporting.
Set formula, target and weight
We decide how much each indicator counts in the role's final score.
Test on real data
We calculate the indicators for a past period to check that the result makes sense.
What changes in the company
The result isn't one more document, but a clearer way of working for everyone.
- Clear, realistic objectivesPeople know from day one what they will be evaluated on.
- Departments pulling in the same directionIndicators support the shared workflow instead of breaking it apart.
- Conversations based on data, not impressionsPerformance becomes visible and verifiable.
- Less pointless reportingYou measure what matters and drop what helps no one.
Where it fits in the ERS system
Each service can be contracted on its own, but the greatest value appears when the pieces connect, just like roles in a production workflow.
Custom KPI Framework
Measurable indicators for every role
Frequently asked questions
Do we need special software?
No. We build the indicators on the data and tools you already use. If an important piece of information is missing, we propose the simplest way to collect it.
What about roles that are hard to measure in numbers?
We combine quantitative indicators with behavioural criteria clearly described for each level, so support roles can be evaluated objectively too.
How many KPIs should a role have?
As few as possible, but enough to cover what matters. A role with too many indicators ends up truly tracking none of them.