Measuring analysts’ performance exclusively based on task performance has the drawback of ignoring other aspects of human performance. Other aspects of an analyst’s performance, such as absenteeism, collaboration/team engagement, thoroughness of their work, and improper job completion, may need to be measured in order to assess their overall performance. Indeed, in certain situations, it may be necessary to measure performance from these dimensions, as these areas could negatively impact the performance of the security operations centers (SOCs).

This article offers an overview of a variety of different dimensions for measuring an analyst’s performance.