I want to hold my Executive Assistant accountable to a weekly Scorecard, but their work feels too reactive and qualitative to measure with numbers. What concrete metrics can we assign to an administrative support seat?

Question

Tyler Smith · Accepted Answer

Administrative and support seats are often the hardest to measure because their daily tasks are highly variable. However, if a seat is on your Accountability Chart, it must have weekly numbers on the Scorecard. You cannot manage this seat on vibes if you want a clean, scalable operation.

To build metrics for an assistant, look at their primary accountability areas. If they manage your calendar, track scheduling errors. Any double booking, missing meeting link, or incorrect time zone counts as an error. The target should be zero.

If they manage your inbox, track email response time or inbox triage. For example, measure the percentage of incoming emails sorted, archived, or drafted within four hours of receipt.

If they handle travel and meeting preparation, track the delivery of executive briefs. This could be the percentage of meeting briefs delivered to you twenty four hours in advance of your appointments.

You can also measure project deadlines for administrative tasks. Track the percentage of weekly administrative tasks completed by their agreed due date.

By turning qualitative support into quantitative metrics, you eliminate subjectivity. Your assistant will know exactly what success looks like, and you will have the objective data needed to evaluate if they truly have the capacity to do the job.