5-7 metric scorecards by function with sample targets.
August: Q4 is a different operating environment. Scorecards should reflect that.
Refreshes on the 1st of every month
Some functions need Q4-specific metrics: holiday on-time rate, peak-season error rate, seasonal labor productivity. Add them now and remove them in January.
| Metric | Sample target | Why it matters |
|---|---|---|
| Qualified meetings booked / week | ≥ 12 | Earliest leading indicator |
| Pipeline coverage (3-month) | ≥ 3.0x quota | Predicts hitting plan |
| Win rate (qualified opps) | ≥ 25% | Quality of pipeline |
| Average deal size | Trend up | Pricing discipline |
| Sales cycle (days) | Trend down | Process maturity |
| Bookings vs. plan (MTD) | 100% | Lagging confirmation |
| Metric | Sample target | Why it matters |
|---|---|---|
| On-time delivery % | ≥ 95% | Customer experience |
| Quality escapes / 1k units | ≤ 5 | Cost of poor quality |
| Utilization % | 75-85% | Below = waste, above = burnout |
| Cost per unit vs. standard | ≤ +2% | Margin protection |
| Backlog (weeks) | 4-8 | Capacity planning signal |
| Metric | Sample target | Why it matters |
|---|---|---|
| Days to monthly close | ≤ 10 | Decision velocity |
| AR > 60 days % | ≤ 5% | Cash quality |
| DSO (days sales outstanding) | Industry median | Working capital |
| Gross margin by line | Within band | Pricing/cost drift |
| Cash days on hand | ≥ 60 | Resilience |
| Forecast accuracy (revenue) | ±5% | Planning credibility |
| Metric | Sample target | Why it matters |
|---|---|---|
| Voluntary turnover (annualized) | ≤ industry median | Engagement signal |
| 90-day new-hire retention | ≥ 90% | Hiring/onboarding quality |
| Open roles aging > 60 days | 0 | Recruiting capacity |
| % with current scorecard + role description | 100% | Clarity of seat |