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:

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

  • ObjectiveCollaboratively enhance the robustness of ILT with M&E manager
  • Key ResultOrganize bi-weekly, focused brainstorming sessions with M&E manager to address ILT issues
  • TaskSchedule recurring bi-weekly meetings with the M&E manager
  • TaskPrepare detailed agenda focused on ILT issues for each session
  • TaskFollow up while documenting and implementing proposed solutions after sessions
  • Key ResultAchieve a 25% increase in ILT effectiveness, measured through specific KPIs
  • TaskTrain and develop instructors in advanced teaching methodologies
  • TaskIdentify and implement best practices to enhance ILT approaches
  • TaskRegularly review and update ILT content for improved relevance
  • Key ResultImplement strategically developed improvements in 3 key areas of ILT by quarter's end
  • TaskDevelop effective strategies for improving identified ILT areas
  • TaskImplement the planned strategic improvements in the identified ILT areas
  • TaskIdentify 3 key areas in ILT requiring strategic improvements

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

  • ObjectiveEnhance diversity, equity, and inclusion in our performance evaluation process
  • Key ResultDevelop and implement a new performance review structure that equally emphasizes DEI
  • TaskCreate a draft plan integrating DEI into reviews
  • TaskResearch DEI-focused performance review methods
  • TaskImplement and monitor the new structure
  • Key ResultIncrease the representation of diverse employees in the top performance quartile by 25%
  • TaskPromote diverse employees based on their skills and performance
  • TaskImplement diversity training sessions to team leaders
  • TaskDevelop inclusive hiring strategies targeting diverse talent pools
  • Key ResultTrain 100% of our evaluators on DEI principles and bias elimination techniques
  • TaskDevelop comprehensive DEI training program for evaluators
  • TaskSchedule mandatory training sessions for all evaluators
  • TaskMonitor and track evaluators' progress and understanding

3. OKR to develop a robust vendor management framework

  • ObjectiveDevelop a robust vendor management framework
  • Key ResultTrain 75% of procurement team in using the new vendor management system
  • TaskSchedule vendor management system training sessions
  • TaskIdentify which team members require training
  • TaskEvaluate training effectiveness post-completion
  • Key ResultIdentify and categorize 100% of existing vendors by end of quarter
  • TaskDevelop categorization criteria based on vendor parameters
  • TaskCompile a comprehensive list of all existing vendors
  • TaskSort each vendor into the corresponding categories
  • Key ResultImplement vendor evaluation criteria for 60% of categorized vendors
  • TaskDevelop evaluation criteria based on industry standards
  • TaskApply evaluation criteria and analyze results
  • TaskIdentify top categories for 60% of our vendors

Best practices for managing your Training And Evaluation OKRs

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 πŸ‘‡

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 Insights DashboardTability's audit dashboard will highlight opportunities to improve OKRs

Tip #2: Commit to the weekly 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 Insights DashboardTability'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.

Best way to track your Training And Evaluation OKRs

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.

A strategy map in TabilityTability'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.

Create more examples in our app

You can use Tability to create OKRs with AI – and keep yourself accountable πŸ‘€

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