 |
 |
I've always assumed that if they don't clarify specifically what they mean, then you can talk about anything that fits, as long as it really does fit. If I had to choose then I'd go for organisational performance measurement seeing as it's in the organisational context section. But as the words they have chosen - performance measurement - can be applied to various situations, I don't see why you shouldn't discuss individual's performance measurement as well. They can't very well turn round and say "we didn't mean that!" Same with section 4 that everyone's having kittens about, international context and information transfer. As we saw from the varied responses, people understand it to mean all kinds of different things, and in my opinion there's nothing to say that one is more fitting than the other. Best wishes Laura ------------------------------- Laura Tassoni Information Adviser Sheffield Hallam University Learning Centre, Adsetts Centre -----Original Message----- From: Alana Macmillan [mailto:[log in to unmask]] Sent: 04 August 2003 16:50 To: [log in to unmask] Subject: 2002 regs query Hi folks I wonder if somone could clarify a small point for me. In the 2002 Chartership regulations, in Section 2 'Information Management and Organisational Context', under 2.5, is the 'performance assessment' referred to personal performance assessment, or the performance of the library/information service? My training and development plan takes the view that it is the performance of the organisation, but I have seen others that seem to suggest it is the performance of the candidate which should be assessed. Many thanks in anticipation, Alana Alana Macmillan Information Officer i-documentsystems Tontine House 8 Gordon Street Glasgow G1 3PL Tel: 0141 574 1934 Fax: 0141 248 9433 email: [log in to unmask] url: www.i-documentsystems.com