Examples of Measurable Tasks for Performance Evaluations

by Sherrie Scott, Demand Media
Managers conduct performance evaluations to measure productivity.

Managers conduct performance evaluations to measure productivity.

sales person making an appointment image by Peter Baxter from Fotolia.com

A performance evaluation examines how well an employee performs his job duties. The purpose of the evaluation is to manage career development and determine the strengths and opportunity areas of an employee. The evaluation helps the employer identify training and development opportunities as well as reward star performers. Evaluation criteria focus on tasks that are objective and measurable.


Sales representatives are evaluated on the number of sales they close. Representatives typically have sales objectives they must meet to receive bonus pay and other rewards. Sales objectives ensure workers create profits for the business. During a performance evaluation, sales are measured by comparing the number of sales made by the expected sales goals. The manager can effectively determine if the worker has met the goal, exceeded the goal or did not achieve the goal.


The number of calls a worker sends or receives is a measurable task for performance evaluations. Organizations such as call centers, customer service centers and sales centers rely on the speed and accuracy of employee phone interactions with clients. In most cases, workers are expected to make or answer a specific number of calls during their shift, a metric that employers can measure. Employers can also measure how long an employee was on each work-related call.


Organizations typically have quality assurance teams that measure how well an employee performs her job respective to what the employer expects in terms of customer service, accuracy and completion. The performance evaluation reviews quality assurance scores and measures them against what the employer considers acceptable.


Attendance is measured by reviewing payroll information and other time-reporting records. How well an employee adheres to his schedule is also measurable. For example, the evaluation may review if the worker took breaks and lunches at designated times and if he returned from breaks and lunches on time.

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