How can you document your performance effectively?

I always start the year by communicating my objectives for the year. Ar the end of the year, I communicate the same list but showing the done, not done and what is in progress ... adding everything else that was accomplished by the team. It is so simple process but it works.

Performance on the job is determined in relation to a job description, so you must work within an organizational rubric. That said, no matter what your function in the library, you have key tasks that are measurable. Those tasks will generally fluctuate and you can find mechanisms within the organization that measure production in the areas mentioned above.

Define Clear Criteria: Identify specific criteria aligned with your job description, professional competencies, and performance standards. Job Description Alignment: Ensure that the criteria directly relate to the responsibilities outlined in your job description. Professional Competencies: Incorporate competencies relevant to your profession, such as communication, collaboration, leadership, and technical skills. Performance Standards: Align criteria with established performance standards within your organization or industry. Supervisor or Team Objectives: Consider any objectives, outcomes, or indicators agreed upon with your supervisor or team. Continuous improvement

Documenting performance criteria also means setting SMART goals. Meaning those criteria should be specific, measurable, achievable, realistic and time bound. Then you can put a percentage completion score against each criteria. These will help you track and monitor your performance progress.

To quote Stephen Covey “Start with the End in mind”. Use the Company, BU, Department or Team Goals of what to focus on, by when. Derive your personal goals by applying SMART (please note the R in SMART is not realistic, but Relevant). Then understand what good looks like & what great looks like (very important with quantifiable criteria). Then understand what Poor looks like. With SMART Goals further clarified into the 3 performance thresholds of poor, good & great you are well on the way to success , especially if you receive coaching from your leader on a regular basis (every two weeks or on a monthly) and provide regular coaching to your subordinates. In this regard I highly recommend the Blanchard Situational Leadership 2 model.

Developing a brief narrative of your fluctuating tasks and how they relate to the organization may or may not impact a job evaluation but it generally gives you a way to measure your progress… and that can make the difference if you go through a rough or dull patch when you would not otherwise remember that you are a valuable part of a team.

Objective Setting: Regular Updates: Year-End Review: Comprehensive Overview: Reflect on Learning: Feedback and Recognition: Future Goals:

I am a collector and list maker, so I utilize spreadsheets for my tasks and outcomes for data to show strengths, weakness, and growth. This also allows for me to create data visualizations as well. I collect and organize certifications, proof of trainings and continuing education, documentation of customer/researcher feedback, and other tangibles.

Collecting the evidence is done on a daily basis, and really as each request arrives. Track what the task is, what was requested and the outcome of that request.

Dans la mesure où j'établis des critères qui s achoppent, je vais aussi construire une double documentation elle même contradictoire

Performance evaluations should always be used only to offer employees scaffolding, but “life happens.” Always go into a review with evidence and be the first to reflect on areas where you need improvement and identify professional development training that can help you or ask for guidance on opportunities available through the organization. Reviews are that time to ask for professional development especially if you are given new tasks which happens in libraries during economic downturns.

I agree 100% with the above. Having set clear criteria, analyzing performance over time by self, becomes easier and objective. In a work setting, it makes quarterly, biannual or annual performance reviews less cumbersome and emotional as the facts are clearly to both the direct report and manager.

Given that performance discussions are linked to annual reward I have found too many people are trying to put their absolute best foot forward, that they cross the line into spin and don’t consider any areas of growth. Performance Feedback is a critical time for self reflection and review which should be substantiated by facts, not feelings. Then when you have your feedback session with your line manager you listen attentively to hear your line manager’s perspective on the same facts (and facts you may have missed) with the goal of enhancing strengths that boosted performance and addressing weaknesses that hindered performance. Long term: adopting the critical self review approach will boost your career far more than the spin approach.

Using ongoing data from tracking, compiled evidentiary artifacts (reviews, documentation of training, etc.), I am able to write out a narrative that provides storytelling to further clarify my outcomes, allows me to reflect on additions needed, where I am succeeding and struggling, as well as additional external factors impeding or bolstering my abilities.

Tracking the evidence on a spreadsheet makes it easy to get the numbers needed for analysis. Based on the analysis, I can say, for example, that I continue to receive requests from all our office locations around the world and that such-and-such type of request is 'trending' or popular. e.g. Books in print are in as much demand as digital copies.

Speaking up about our own achievements can be difficult, and cultural or upbringing factors might even lead some to view it as inappropriate. However, supervisors overseeing multiple staff members might not always notice individual hard work and accomplishments. To ensure your efforts are recognized, it's important to advocate for yourself by sharing your successes. Additionally, incorporating self-reflection will bring value to your journey that can serve as a resource to your supervisor. Going a step further, you can guide others towards achieving similar results and contribute to the growth of your team simply by sharing your journey/achivement.

I set goals at the start of the year. As the year goes on, I track what's done, what's in progress, and what's not done. At the end of the year, I share the list, highlighting what we achieved and what's still going on. It's more than a list—it's a story of our team's journey, with wins and lessons, ready to reflect on and celebrate.

The fourth step is to communicate your performance to your intended audience, such as your supervisor, team, or peers. Depending on the purpose and format of your communication, you may need to write a self-evaluation report, create a presentation, or have a conversation. You should tailor your communication to suit your audience's needs, preferences, and expectations, and use clear, concise, and professional language. You should also emphasize your achievements, impact, and value, as well as your areas for improvement, challenges, and learning goals.

I communicate my wins/losses throughout the year, to emphasize that my services are in demand. It is important to communicate wins and losses, because a loss is not necessarily a negative outcome. Sometimes, after all possible channels have been exhausted on a particular request, it can be said that all that could be done, (for the time being), has been done. That is still a win!

C est la partie la plus difficile. Le choix du regard contradicteur nuance la notion de performance, la trouble au risque que la performance ne soit pas saisie. Parfois un retour vers une communication sur ce qui motive le choix de double critères est necessaire

Throughout a given period, especially every quarter, the statistics are tallied and reported. It is a measure not only of tasks carried out, but of the breadth of queries that have come my way. This also gives me the opportunity to report on new initiatives that I have been undertaken as a result of 'gaps' that have come to light.

Update your performance tracker regularly, especially as each milestone is achieved. Adjust as circumstances change and note the rationale for each adjustment until all set objectives have been successfully completed. Do not forget to reward yourself at every task completed, as this serves as a motivation to keep going even when it gets tougher along the way.

Mettre a jour est un processus a court et moyen terme. Une adaptation permanente sur la forme et un retour au point zéro de temps en temps. Je fais le ménage des acquis en passant par la deconstruction. Ce qui se reconstruit est a la fois un dépoussiérage des acquis et une création partielle. Défaire pour refaire. Le processus nettoie au niveau cognitif

Maintain a performance journal to document achievements, challenges, and specific contributions regularly. Quantify results whenever possible, emphasizing key metrics and project outcomes. Align your accomplishments with organizational goals and objectives. Request feedback from peers and supervisors to incorporate diverse perspectives. Use this comprehensive documentation to update your performance during regular evaluations, showcasing your growth, impact, and commitment to continuous improvement.

Sometimes your line manager may score you higher than you have rated yourself, do not just accept the higher rating. Have a discussion, find out why your line manager has rated you higher than you rated yourself. You need to determine if you were being too harsh on yourself (and adjust going forward) or does your line manager need to correct their rating on that dimension downwards to match your rating based on the facts. In my career I have had two times where I challenged a higher rating & then still had to make a persuasive case to be down rated. In both these cases my managers were amazed that a sub-ordinate would fight for a lower rating. But in both cases trust between my managers and me was increased & I received better coaching.

In my experience, celebrating those who reach the desired level of performance bring value to the team as those who did well tend to reach higher levels while those who haven't been there, are motivated.

Here's few important guidelines how to do it: 1. Align with Expectations: Regularly assess your performance in relation to your job role and management's expectations. 2. Quantify Impact: Whenever possible, quantify the value of your performance in financial or tangible terms to demonstrate your contributions. 3. Seek Recognition: Engage with management to ensure that your performance is recognized and attributed to you, as sometimes credit may be given to others for various reasons. 4. Maintain Records: Keep detailed records of your major tasks and achievements to provide concrete evidence of your performance. By following these steps, you may increase your chances of recognition and advancement.

How does your company or industry or profession measure performance? If you are a quarterback it’s relatively easy to measure. As a self-employed professional I can measure my profits or I may prefer to measure happy or satisfied customers. I guess we can set goals vs industry performance standards and if we reach or succeed we are performing.

In effectively documenting your performance the steps to follow include: To identify specific indicators of activities carried out within a specific timeframe; review the highlights on the whether the goal,and specific objectives were achieved ; the problems encountered, achievements recorded, and opportunities that enabled you to overcome the obstacles including your motivations . Indicating various recognitions,quality and innovations made,and highlights of various feedbacks received on your performances. In conclusion ,also document the outcome of the entire processes within the timeline with evidences in form of supportive data,analysis ,and documentary evidences.