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Sarah,
How much of your time is devoted to QA and marketing duties? You may also
want to consider adding objectives for these areas in the same proportions.
The same basic rules apply. Saying that it's measurable usually isn't
enough. How are you going to measure? by percentage completed? by cost
savings? by revenue generated? by done/not done? I'm finding that many
companies are actually starting to take their performance measurement
seriously, even though there's still plenty of managers who just arbitrarily
decide whether you deserve a raise, and make up some more bubble wrap to
justify it (thanks for the great term Dan!)
Here are my steps to setting objectives:
1. Find out what the corporate and departmental objectives are.
2. Determine how your work supports those objectives.
3. Figure out how to measure success for your work.
4. Write it down.
5. Verify it with your boss.
6. Track it throughout the year.
7. Revise as needed.
8. Meet with your boss before year-end evals are due.
9. Cross your fingers ;-)
it has taken me as long as a year to set up systems to track and measure
what a doc team does. It will never be complete, and always contains some
element of subjectivity, but you can make it work -- and it's a very
transferable skill if you're looking at a management career path!
Connie P Giordano, M A
Senior Technical Advisor/Technical Writer
Evergreen Investments
704/383-4405
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