Choose four observable dimensions
A new executive assistant can look strong in the first week and struggle when the principal travels, a board cycle starts, and three requests collide. A trial scorecard makes the review about observable work rather than impressions.
Write criteria you can see
Define four dimensions: accuracy, judgment, communication, and access discipline. Accuracy covers calendar, travel, and documents. Judgment covers escalation and prioritization. Communication covers timeliness and clarity. Access discipline covers permissions and confidentiality.
Review at 30 and 60 days
Score each dimension with three or four observable criteria. For example, accuracy might include zero double bookings, correct time zones, and documents sent in the approved version. Keep the list short enough to review weekly.
Correct one behavior at a time
Hold a 30-day and a 60-day review with examples. Ask the assistant to self-assess first, then compare. Correct one or two behaviors at a time; a long list of corrections usually means the role brief was unclear.
Decide at 90 days
At 90 days, decide whether to confirm the role, extend the trial with a specific plan, or end it. Record the evidence and the decision. A scorecard without a decision is just paperwork.
Frequently asked questions
Should the scorecard be shared with the assistant?
Yes. The role brief and the criteria should be shared at the start, and the reviews should reference the same document.
What if the principal is the source of the missed deadlines?
Record it. A scorecard that ignores principal behavior produces a false conclusion about the assistant's performance.
Ready to define the role?
Use a recent leadership week to scope the support that would make the biggest difference. The consultation is a working conversation, not a generic pitch.
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