Are you asking about KPI of an Analytical laboratory？

Piyal Aravinna

Dear Sir,

HR asked me to write KPI for myself.

That is Lab specialist position

Regards

https://www.rcpath.org/profession/quality-improvement/kpis-for-laboratory-services.html

(here some samples for you)

Dear Ankita

This is not a easy task for you. this should be don by the Management of your laboratory and you can help for them.

However, you can start it,

Before set your KPI, Your organization (laboratory) should have a KPI at organizational level.

Then you have to set your KPI to achieve the organizational KPI

So, what about your organizational KPI ?

Piyal Aravinna

Dear B.K.K.K. Jinadasa Sir,

Thank you for sharing this link.

I will go through it.

Regards

Dear A. G. Piyal Aravinna Sir,

Thank you for replying.

Managers will write KPI for their respective area.

So it will cover Organizational KPI.

I am confused about my KPI report.

Should i write about

1)Task achieved such as Method Validations, PT and all experiments(analysis) which i did in last year, Reviewing Quality Manual and procedures for ISO 17025

or

2) Things which i am planning for next year i.e. Applying for Accreditation.

Regards

Actually, No. this shoud be performance based indicateR. you have to set objective first.

I will write you more regarding this later.

Piyal Aravinna

Thank you A. G. Piyal Aravinna Sir.

These are some inputs which may help you in framing KRI

1. Purpose of your position in the organisation?

2. Define the job to be done ( sample analysis, demonstration, accreditations-any certifications, number of inter laboratory testing participations, ratings, waste disposal management)

2. Lead days/time for sample analysis

3. No of customer complaints and lead days to resolve the same

3. Annual Target to be achieved

4. Annual budget and how much saved on that

5. What new technologies/ innovations introduced by you so as to better the business.

6. Road map for an year, plan for continual improvement.

Hope this helps.

Dear Ankita,

Sriram Balachandran has addressed the most of the points that I wanted to write later. That is correct. Accordant to your position and nature of the works, you can include some research targets also to the job description.

The important thing is your management or your self have to quantify the achievable the targets .

Piyal Aravinna

You may also check the link for some common metrics which can be used to measure and optimize laboratory performance/productivity: http://www.isobudgets.com/7-performance-metrics-to-optimize-laboratory-quality-and-productivity/

Dear Sriram Balachandran Sir,

Thank you for your detailed reply.

I really appreciate it.

But i want to ask you something as my lab is not accredited yet (soon going to apply for ISO 17025) and it is not open to customers yet

How can i write KPI then?

I am doing method validations, Proficiency testing and all other lab work.

Regards

Dear A. G. Piyal Aravinna Sir,

Thank you for your reply.

I would like to ask you: how can i quantify my targets like getting an accreditation for lab.

How can i quantify it?

Regards

You may check the document below if it will be of help.

Thank You @Ayobami for sharing pdf

Hi Ankita,

Once you write your job description which should cover all the activities you suppose to do . Once you do that you can derive 4 or 5 KRA out of that. As you may know when you define KRA go by SMART principle . As an example if one of your target is to get laboratory accreditation for your lab, you need to put timeline for that, like with in an year and hence your KRA may be to get lab accreditation by December 31st of 2019 . Then you need to break up and have target for each month or each quarter etc. to achieve the same. Similarly you can define other measurable KRAs/KPIs . Hope this helps..

Dear Ravindran Sir

Thank you for explaining it with example.

I really appreciate it.

Regards

Hi Ankita Sood ,

you already received a lot of excellent suggestions and advice! Please allow me to add my two cent.

When I had to come up with KPIs, targets, goals (different names for the same game) for my team's members I came to appreciate the SMART rule. Of course it is an abbreviation, which stands for

S_pecific (a good KPI, target, goal needs to be specific in wording and clearly understood)

M_easurable (you need to be able to "count" your achievements. An accreditation can be counted as achieved (Yes = 1) or not achieved (No = 0))

A_greed upon (You and your management need to agree on the specifics and the measures! )

Sometimes the "A" is interpreted as

A_chievable (The specific and measured KPI needs to be achievable).

Realistic (The specific and measures and agreed target/KPI needs to be realistic to be achieved - somewhat the same as the "Achievable" bullet point above).

T_ime line or timed (the specific, measured, realistic and agreed target needs to be defined for a given timeline. And apply the SMART thinking for particularly the timeline as well.)

Think about the good advice given above by other colleagues and apply the SMART guideline. And don't forget, a good target is a target if you have to work hard to achieve it (you have to stretch to achieve it), without breaking you. So, yes, target and KPI setting is an art, that requires the same amount of work, hard thinking and due diligence as planning a set of extremely important experiments.

In other words, don't rush, take your time.

By the way: I always thought that KPIs, targets etc should be set by management, and discussed with the employee...

My two cent, as they say.

All the very best, and good luck with your research and KPI setting

Detlef.