Executive support team onboarding scorecard
A scorecard for moving new support teammates from observation to safe ownership.
- Define the executive support outcome
- Match role scope to leadership cadence
- Use a structured selection process
Define the role
Score context gathering, written communication, calendar judgment, confidentiality, follow through, and escalation. Use observable work samples instead of general impressions.
Set the operating model
Give the new teammate a narrow workflow first. Review the output, the questions they asked, and the decisions they escalated before expanding access.
Choose with care
At each checkpoint, record evidence and the next capability to practice. A scorecard should make support safer and more inclusive, not turn onboarding into a personality test.
Related resources
Read also: executive support onboarding 30 60 90 and executive assistant scorecard. Source: U.S. Equal Employment Opportunity Commission small business guidance.
FAQ
What should support own?
Support should own recurring coordination and preparation with a clear output, owner, and escalation boundary.
When should support escalate?
Escalate when work creates a new commitment, involves sensitive information, exceeds agreed authority, or has no accountable decision-maker.
How should the workflow improve?
Review real misses and rework, then change one rule, template, or handoff that addresses the evidence.
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