This answer may be off track to your questions but if you consider OKR=Objectives and Key Results to be the same as a Strategic Plan with KPI’s Key Performance Indicators I will proceed. I have mention two books previously, Rythm and The Rockefeller Habits that have contributed to how a reasonable structure can be assembled at the department level and for review.
- Set up a project OKR in each department/team with rights and privileges to who you deem.
- Use a prefix on the project to identify the team, ie Finance, FIN| OKR.
- Create a custom field called Status with Green-Yellow-Red dropdown at the executable task level. Probably don’t even need Green as you will learn later.
- Use the Advanced Search feature to create Company-wide OKR by selecting the OKR project you set up in each department. The Saved Favorite will essential act as a corporate overlay versus a separate team of OCR (There would not be one). When you run the search your whole OCR will come up to sort in any many you desire.
- Add additional Advanced Searches for the custom Status Field for only yellow and red or if you want separate, do so accordingly. Tell you Team leaders there is no reason to identify a status as Green as they are on track without any Stucks. Only change to yellow or red to identify need for management focus at periodic meetings.
In the end you will have a system that you have your entire OKR Plan in an advanced search, combined with a system to focus on yellow-red problem areas that should be focused on corporately.
As far as statistical data as far as I know you you can only use attachments or custom fields with such things as percentage of complete etc.
My approach is not as comprehensive but I thought I would share my thoughts.