Under the first column of page one of the form highlighted above, "Key Responsibilities / Results" (KRRs), list the major responsibilities and results for the employee to accomplish during the work cycle.

Keep the following tips in mind when you write the key responsibilities / results:

• A typical employee averages 3 to 8 KRRs, so the entire workplan is usually one page to one-and-a-half pages in length.
• List the KRRs in order of importance, from most to least important.
• KRRs are four words or less.

Impotant Notes:

• All employees, supervisors, and managers must have a KRR for customer service. See Result Expectations section for a complete explanation of the type of expectations that may be listed under the "customer service" KRR.
• All supervisors and managers must have a KRR for supervision. See Result Expectations section for a complete explanation of the type of expectations that may be listed under the "supervision" KRR.

As you think about creating the KRRs, consider:

• How much does the KRR contribute to reaching your work unit's and/or agency's objectives? (Linking employees' KRRs with the unit's goals helps your employees see a direct connection from their work to the work of the unit. It also helps you track the work unit's success.)
• Consider how each employee's KRRs will compliment the other employees' KRRs to fairly distribute the unit workload.
• How critical is the KRR related to the entire job?
• What percent of time does the employee spend performing this KRR?
• Is the KRR a short-term assignment or does it continue for the entire cycle?
• Does the sum of all KRRs for the employee create a challenging but fair workload?

The following are examples of KRRs for different types of positions:

Detailed Example: Jeffrey works in the Division of Child Development. He provides technical assistance, monitors day care centers, and provides training to licensed day care providers. He works out of his home and uses the phone and e-mail to link back with his supervisor in Raleigh. His workplan KRRs are listed below. While he has a number of tasks to perform to achieve these KRRs, the KRRs listed below are the most significant to his division, and the only ones that the supervisor chose to list on his workplan.

Since his supervisor needs to list the KRRs on the workplan in priority order, she has analyzed the percentage of time that he generally spends in each area. See chart below as an illustration of this percentage:

And this is how the KRRs would be listed on Jeffrey's workplan:

Other examples of KRRs:

Sue is an accountant who reviews agency accounts. One of her KRRs might be:

Elaine is a Public Health Statistician who collects and analyzes various health statistics. She might have one KRR related to her data analysis listed below.

Marcus is another statistician who has 2 KRRs related to data analysis because his work involves more varied data and a larger database.

Rachel is a supervisor in Vocational Rehabilitation. All supervisors and managers must have a KRR to cover their supervisory responsibilities:

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(Or return to Page 1 of this section, "Writing the Original Workplan.")