---
title: How to Create KPA/KPI Templates for Job Titles
description: "In HRSimplified, managers can create **KPA/KPI templates** tailored to each job title. These templates link **Key Performance Areas (KPAs)** with measurable **Key Performance Indicators (KPIs)** and ensure alignment with the company’s **OKRs (Objectives and Key Results)**. Here’s how to set…"
url: "https://hrsimplified.org/docs/how-to-create-kpa-kpi-templates-for-job-titles/"
updated: "2024-10-08"
category: Performance Management
---

# How to Create KPA/KPI Templates for Job Titles

In HRSimplified, managers can create **KPA/KPI templates** tailored to each job title. These templates link **Key Performance Areas (KPAs)** with measurable **Key Performance Indicators (KPIs)** and ensure alignment with the company’s **OKRs (Objectives and Key Results)**. Here’s how to set up these templates step-by-step.

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## Steps to Create KPA/KPI Templates for Job Titles

![HRSimplified Performance management section where templates are being created and managed ](https://hrsimplified.org/wp-content/uploads/2024/10/image-29-1024x576.png)

### 1. Access the Template Section

- Log in to HRSimplified and navigate to the **Performance Management** module.
- Click on **Templates** in the left-hand menu to access the **performance template management** section.

### 2. Create a New Template

- Click **Create New Template** to begin building a new performance review template.
- Select the **Job Title** for which you’re creating the template. This ensures the template is aligned with the responsibilities of that specific role.

### 3. Select KPAs for the Template

- **KPAs (Key Performance Areas)**: From the dropdown list, select the **KPAs** that are relevant to the job role. These KPAs will form the core performance areas on which the employee will be evaluated.
  - **Example**: For a Sales Manager, you might select KPAs like “Customer Acquisition” or “Revenue Generation.”

### 4. Pair KPAs with KPIs

- **KPIs (Key Performance Indicators)**: For each KPA, manually define the **KPI** that will measure success in that performance area. KPIs should be specific, measurable, and directly tied to the KPA.
  - **Example**: For the “Revenue Generation” KPA, a KPI might be “Achieve a monthly sales target of $50,000.”

![HRSimplified, setting up Templates with KPA/KPI combinations. ](https://hrsimplified.org/wp-content/uploads/2024/10/image-30-1024x576.png)

### 5. Link KPAs/KPIs to OKRs

- **OKRs (Objectives and Key Results)**: Next, link the KPA/KPI combination to one of the company’s strategic **OKRs**. This ensures that the employee’s performance directly contributes to achieving the company’s broader objectives.
  - **Example**: Link the KPI “Achieve a monthly sales target of $50,000” to the OKR “Increase company revenue by 20% by the end of the year.”

### 6. Assign Weight to Each KPA/KPI Combination

- **Assign Weights**: For each **KPA/KPI** pair, assign a **weight** that reflects the importance of that performance area in the overall review. Weights should add up to 100% across all KPAs.
  - **Example**: You might assign 40% of the weight to “Customer Acquisition” and 60% to “Revenue Generation,” depending on the priority of each area.

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## Additional Template Features

### 1. Adding Open-Ended Questions

- **Open-Ended Questions**: After creating the KPA/KPI combinations, you can add **open-ended questions** to the template. These questions allow managers to gather qualitative feedback from employees.
  - **Example**: “How do you feel about your performance in customer acquisition this quarter?”

![HRSimplified Adding open ended questions to the Performance review template](https://hrsimplified.org/wp-content/uploads/2024/10/image-31-1024x576.png)

### 2. Adding Peer Review Questions

- **Peer Review Questions**: You can also add peer review questions to the template. HRSimplified includes **preloaded peer review questions**, which you can edit or remove as necessary.
  - Example peer review question: “How effectively does your colleague collaborate with team members?”

![HRSimplified adding peer review questions to a assessment template.](https://hrsimplified.org/wp-content/uploads/2024/10/image-32-1024x576.png)

### 3. Set Template Duration

- **Review Duration**: Set the review period for the template, such as **Annual**, **Half-Yearly**, **Quarterly**, **Monthly**, or **Weekly**. The review schedule will determine when employees can start their self-assessments based on the chosen duration.

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## Assigning the Template to Employees

Once the template is complete, it can be assigned to an employee or group of employees. When assigning the template, you can also select which **peers** should participate in the review process, allowing for a **360-degree performance review**.

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## Important Notes:

- **Customizable for Each Role**: Templates are job-specific, ensuring that performance evaluations are tailored to the responsibilities of the role.
- **Align with Strategy**: By linking KPIs to company OKRs, you ensure that individual performance aligns with the company’s long-term strategic goals.
- **Balanced Weighting**: Ensure that the weights assigned to each KPA reflect the actual priorities of the role to give a balanced performance review.