RE: Measuring TW Performance (was Documentation Estimates)

["Johnson, Joyce" <JJohnson -at- abc-sg -dot- com>]

Thanks Gene!  This is more along the lines of my initial inquiry.

To provide a little background, I need to tell you that we have a company-wide initiative to track (and display) key performance indicators.  For example, our shipping department may track the number of packages shipped on time; our HR department may track the amount of time spent to recruit and hire people; our QA department may track the number of escalated service calls and their timely resolution.  I believe one reason for this task is the theory that people whose jobs are monitored perform better.

So, I am hoping for some input from this group as to key performance indicators for tech writers.  Thanks to all those who have responded so far. Any other ideas?

Joyce


 

-----Original Message-----
From: techwr-l-bounces+jjohnson=abc-sg -dot- com -at- lists -dot- techwr-l -dot- com
[mailto:techwr-l-bounces+jjohnson=abc-sg -dot- com -at- lists -dot- techwr-l -dot- com]On
Behalf Of Gene Kim-Eng
Sent: Wednesday, December 13, 2006 2:15 PM
To: techwr-l -at- lists -dot- techwr-l -dot- com
Subject: Re: Measuring TW Performance (was Documentation Estimates)


Measuring the performance of an individual writer is a different
kettle of fish compared to the top-level discussion that has been
going on about demonstrating the value of having the writer
(perhaps we have all been going off on a tangent?).  For one
thing, the writer's objectives are predefined and the "value to
organization" of the writer's position is not under discussion
while the ability of the writer to satisfy objectives is.

I establish a default set of objectives for writers to work toward
on each project, namely:

1.  Establish a document plan and schedule that define the
     content and completion required by the product manager
     and get them signed off by that manager.

2.  While rearching and writing the document, provide regular
     status updates, and any time circumstances require it, update
     the plan and schedule to reflect actual conditions and get the
     updates signed off.

3.  Complete the document according to the plan and schedule.

Then I track how well the writer meets these goals, the number
of document projects successfully completed and their level
of complexity to arrive at a rating for the individual.

Gene Kim-Eng



----- Original Message ----- 
From: <stevefjong -at- comcast -dot- net>
> By your metric, which of your writers is the most valuable? Who is 
> poerforming well, and who is performing poorly? Like it or not, every 
> manager in every job function has to be prepared to answer that 
> question, and back it up.

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