Re: TechCom skills competency grid or matrix

["Dana Worley (MVP/JB)" <dana -at- campbellsci -dot- com>]

I don't think a matrix of skills is useful after the hiring process. To 
evaluate job performance I take a more holistic view:

    * The employee's goals for a period and how well those goals were
      achieved
    * The number and complexity of projects completed
    * The value added to the product because of the employee's skills
    * The employee's level of responsibility and commitment
    * The level of independence in getting the job done
    * The employee's interaction with other members of the team


I can readily make a case for a salary increase if I have a person who 
accomplishes a significant amount of work, who always takes on the 
toughest projects and makes them look easy, and who is passionate about 
getting the work done (and who doesn't drive me crazy in the process ;-) ).

Dana W.

On 1/24/2011 12:00 AM, techwr-l-request -at- lists -dot- techwr-l -dot- com wrote:
> All that aside, I am hunting for wheels so that I don't have to
> reinvent them. Would anyone be willing to share a list of essential
> skills for a Technical Communicator that could be used to (gasp)
> influence
> an employee's salary increase?

-- 
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Campbell Scientific, Inc.
Marketing Software Product Manager
*************************************
Microsoft Help MVP 2002-2011
*************************************
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http://www.jestersbaubles.com
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