2025 KOTRA Dhaka Individual KPI Overview
This report analyzes the individual key performance indicators (KPIs) for each staff member at KOTRA Dhaka Trade Office. It systematically organizes the responsibilities, individual targets, and evaluation criteria for the director, deputy director, and local staff.
Individual KPIs distribute the trade office's overall KPI across staff members, clearly defining individual accountability and performance expectations. Differentiated targets by domain are set for 8 staff members (3 Korean + 5 local), applying a 70% quantitative + 30% qualitative evaluation with 5-tier grades (S–D). Performance is managed through quarterly reviews, with incentives including Korea training and performance bonuses (S grade: 150%) for top performers.
KPI Allocation by Staff Member
| Staff | Position | Primary KPI | Target | Weight |
|---|---|---|---|---|
| Director | Director | Overall management and external cooperation | Achieve total KPI | 100% |
| Deputy Director | Deputy Director | Export support and buyer matching | 80+ consultations | 40% |
| Researcher | Seconded officer | Market research and reports | 25+ reports | 30% |
| DD | Senior local staff | Investment attraction and business support | 20+ consultations | 25% |
| Faruque | Local staff | Buyer research and interpretation | 200+ buyer DB entries | 20% |
| Rahman | Local staff | Market research support | 30+ research support cases | 20% |
| Sakib | Local staff | Exhibition and event management | Operate 5 exhibitions | 15% |
| Zabir | Local staff | Administration, finance, and documents | 95%+ administrative completion | 15% |
Quarterly KPI Targets
Annual KPIs are distributed quarterly to monitor progress. Q2 (April–June) hosts DITF (Dhaka International Trade Fair), concentrating export consultations and B2B matching. Q1 and Q3 focus on market research and report publication, while Q4 focuses on year-end settlement and next-year planning. Quarterly achievement rates are automatically compiled in WMS, enabling real-time monitoring by the director and staff.
| Quarter | Export Consultations | Reports | Investment Consultations | Events | Notes |
|---|---|---|---|---|---|
| Q1 (Jan–Mar) | 30 cases | 6 | 5 cases | 1 | Annual activity plan launched |
| Q2 (Apr–Jun) | 50 cases | 8 | 7 cases | 2 | DITF June concentration |
| Q3 (Jul–Sep) | 40 cases | 8 | 7 cases | 1 | H2 pipeline survey |
| Q4 (Oct–Dec) | 30 cases | 8 | 8 cases | 1 | Year-end settlement and next-year planning |
| Annual Total | 150 cases | 30 | 27 cases | 5 | Overall trade office target |
Evaluation Framework
Grade Results and Incentives
Evaluation Process
Evaluation Flow
The individual KPI framework maximizes overall trade office performance by clearly defining each staff member's roles and performance expectations. The balanced system of WMS-based quantitative evaluation and interview-based qualitative evaluation enables fair and motivating personnel management. The 8-member team organically cooperates to achieve quarterly targets of 150 consultations, 30 reports, and 27 investment consultations.