A KRA, Key Result Area, is a broad area of responsibility a role owns. A KPI, Key Performance Indicator, is the specific, measurable metric behind the rating used to track performance within that area. KRAs are set first, defining the scope of the job; KPIs are built on top to measure success within that scope.

A clean example

For a customer support role, a KRA might be “customer satisfaction,” a broad, qualitative area of ownership. The KPI measuring it would be something concrete like “average CSAT score” or “average resolution time.” For a sales role, the KRA might be “revenue generation,” with “monthly sales growth percentage” as the KPI. A single KRA can carry several KPIs; the KRA rarely changes much across cycles, while the specific KPI targets often do, revisited each appraisal cycle as priorities shift.

Frequently asked questions

Are KRA and KPI interchangeable?

No, though they’re frequently used that way in casual conversation. KRA answers “what area am I responsible for.” KPI answers “how is my success in that area actually measured.”

Can one KRA have multiple KPIs?

Yes, that’s the normal setup, a single broad responsibility area is usually measured by more than one specific metric.

How does this relate to OKR?

OKR is a separate goal-setting framework, more stretch-target oriented, while KRA/KPI describes ongoing role responsibilities and their routine measurement.

See how this feeds a performance appraisal and a broader competency framework.