3 customisable OKR examples for Training And Evaluation

What are Training And Evaluation OKRs?

The Objective and Key Results (OKR) framework is a simple goal-setting methodology that was introduced at Intel by Andy Grove in the 70s. It became popular after John Doerr introduced it to Google in the 90s, and it's now used by teams of all sizes to set and track ambitious goals at scale.

How you write your OKRs can make a huge difference on the impact that your team will have at the end of the quarter. But, it's not always easy to write a quarterly plan that focuses on outcomes instead of projects.

We've tailored a list of OKRs examples for Training And Evaluation to help you. You can look at any of the templates below to get some inspiration for your own goals.

If you want to learn more about the framework, you can read our OKR guide online.

Building your own Training And Evaluation OKRs with AI

While we have some examples available, it's likely that you'll have specific scenarios that aren't covered here. You can use our free AI generator below or our more complete goal-setting system to generate your own OKRs.

Feel free to explore our tools:

Use our free OKR generator
Use Tability, a complete platform to set and track OKRs and initiatives, including a GPT-4 powered goal generator

Our customisable Training And Evaluation OKRs examples

We've added many examples of Training And Evaluation Objectives and Key Results, but we did not stop there. Understanding the difference between OKRs and projects is important, so we also added examples of strategic initiatives that relate to the OKRs.

Hope you'll find this helpful!

1. OKRs to collaboratively enhance the robustness of ILT with M&E manager

Collaboratively enhance the robustness of ILT with M&E manager
Organize bi-weekly, focused brainstorming sessions with M&E manager to address ILT issues
Schedule recurring bi-weekly meetings with the M&E manager
Prepare detailed agenda focused on ILT issues for each session
Follow up while documenting and implementing proposed solutions after sessions
Achieve a 25% increase in ILT effectiveness, measured through specific KPIs
Train and develop instructors in advanced teaching methodologies
Identify and implement best practices to enhance ILT approaches
Regularly review and update ILT content for improved relevance
Implement strategically developed improvements in 3 key areas of ILT by quarter's end
Develop effective strategies for improving identified ILT areas
Implement the planned strategic improvements in the identified ILT areas
Identify 3 key areas in ILT requiring strategic improvements

instructor-led-training strategic-improvements m&e-(monitoring-and-evaluation)-manager training-instructors monitoring-and-evaluation-team training-and-development-team

Implement this OKR

2. OKRs to enhance diversity, equity, and inclusion in our performance evaluation process

Enhance diversity, equity, and inclusion in our performance evaluation process
Develop and implement a new performance review structure that equally emphasizes DEI
Create a draft plan integrating DEI into reviews
Research DEI-focused performance review methods
Implement and monitor the new structure
Increase the representation of diverse employees in the top performance quartile by 25%
Promote diverse employees based on their skills and performance
Implement diversity training sessions to team leaders
Develop inclusive hiring strategies targeting diverse talent pools
Train 100% of our evaluators on DEI principles and bias elimination techniques
Develop comprehensive DEI training program for evaluators
Schedule mandatory training sessions for all evaluators
Monitor and track evaluators' progress and understanding

diversity performance-evaluation-process performance-evaluator dei-training-program-developer hr-team training-and-development-team

Implement this OKR

3. OKRs to develop a robust vendor management framework

Develop a robust vendor management framework
Train 75% of procurement team in using the new vendor management system
Schedule vendor management system training sessions
Identify which team members require training
Evaluate training effectiveness post-completion
Identify and categorize 100% of existing vendors by end of quarter
Develop categorization criteria based on vendor parameters
Compile a comprehensive list of all existing vendors
Sort each vendor into the corresponding categories
Implement vendor evaluation criteria for 60% of categorized vendors
Develop evaluation criteria based on industry standards
Apply evaluation criteria and analyze results
Identify top categories for 60% of our vendors

vendor-management training-and-evaluation procurement-manager vendor-management-specialist procurement-team vendor-management-team

Implement this OKR

Training And Evaluation OKR best practices to boost success

Generally speaking, your objectives should be ambitious yet achievable, and your key results should be measurable and time-bound (using the SMART framework can be helpful). It is also recommended to list strategic initiatives under your key results, as it'll help you avoid the common mistake of listing projects in your KRs.

Here are a couple of best practices extracted from our OKR implementation guide 👇

Tip #1: Limit the number of key results

Having too many OKRs is the #1 mistake that teams make when adopting the framework. The problem with tracking too many competing goals is that it will be hard for your team to know what really matters.

We recommend having 3-4 objectives, and 3-4 key results per objective. A platform like Tability can run audits on your data to help you identify the plans that have too many goals.

Tability's audit dashboard will highlight opportunities to improve OKRs

Tip #2: Commit to weekly OKR check-ins

Setting good goals can be challenging, but without regular check-ins, your team will struggle to make progress. We recommend that you track your OKRs weekly to get the full benefits from the framework.

Being able to see trends for your key results will also keep yourself honest.

Tability's check-ins will save you hours and increase transparency

Tip #3: No more than 2 yellow statuses in a row

Yes, this is another tip for goal-tracking instead of goal-setting (but you'll get plenty of OKR examples above). But, once you have your goals defined, it will be your ability to keep the right sense of urgency that will make the difference.

As a rule of thumb, it's best to avoid having more than 2 yellow/at risk statuses in a row.

Make a call on the 3rd update. You should be either back on track, or off track. This sounds harsh but it's the best way to signal risks early enough to fix things.

How to turn your Training And Evaluation OKRs in a strategy map

Quarterly OKRs should have weekly updates to get all the benefits from the framework. Reviewing progress periodically has several advantages:

It brings the goals back to the top of the mind
It will highlight poorly set OKRs
It will surface execution risks
It improves transparency and accountability

Spreadsheets are enough to get started. Then, once you need to scale you can use a proper OKR platform to make things easier.

Tability's Strategy Map makes it easy to see all your org's OKRs

If you're not yet set on a tool, you can check out the 5 best OKR tracking templates guide to find the best way to monitor progress during the quarter.

More Training And Evaluation OKR templates

We have more templates to help you draft your team goals and OKRs.

OKRs resources

Here are a list of resources to help you adopt the Objectives and Key Results framework.

To learn: What is the meaning of OKRs
Blog posts: ODT Blog
Success metrics: KPIs examples

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You can use Tability to create OKRs with AI – and keep yourself accountable 👀

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