ExecutiveSupportStaff Editorial Team | Published
An executive assistant can finish a long task list and still leave the executive with a chaotic week. A useful scorecard starts with the outcomes the role should create: a reliable calendar, prepared decisions, prompt follow-through, and confident stakeholder communication.
Connect each measure to work the assistant can influence. The US Office of Personnel Management recommends breaking broad objectives into actionable goals and using measurable values to track effectiveness in its employee performance measurement guide. The same principle works for executive support when measures leave room for judgment.
Start with reliability: preventable calendar errors, missing meeting details, and overdue actions without an update. Next, measure calendar quality through protected focus time, preparation blocks, and avoidable back-to-back stretches. Our guide to managing an executive calendar explains how those design choices support better decisions.
The third area is communication. Sample drafts for tone and accuracy and ask frequent collaborators whether requests are handled clearly. The fourth is leverage: which recurring decisions can the assistant now make without escalation, and how much attention has returned to higher-value work?
Observe the first four weeks, then agree on two or three improvements for the next quarter. Record exceptions such as a board week or executive absence. A short narrative beside each metric keeps the review grounded in context.
If preparation quality is low, clarify when briefs are due and who supplies inputs. If errors cluster around delegated invitations, review ownership. Pair metrics with examples of good judgment. Teams still defining the role can use our executive assistant job description guide to align expectations.
| Measure | What it reveals | Cadence |
|---|---|---|
| Calendar accuracy | Reliability of meeting logistics | Monthly |
| Action closure | Follow-through after meetings | Monthly |
| Focus time protected | Quality of calendar design | Quarterly |
| Stakeholder feedback | Communication and judgment | Quarterly |
What are the best KPIs for an executive assistant?
Combine service reliability, such as scheduling accuracy and action-item closure, with outcomes such as protected focus time and stakeholder experience. Include qualitative evidence of judgment and executive trust.
How often should an EA scorecard be reviewed?
Review it monthly during onboarding and quarterly once the relationship is stable. Weekly tracking creates noise, while an annual-only review leaves too much time between feedback and correction.
Should an EA be measured on executive productivity?
Only on outcomes the assistant can influence. Meeting readiness and protected focus time are reasonable shared measures; company performance is outside the assistant’s control.