[Scubabear68]

This really depends on the organization and the manager. I have been in orgs where my manager knows very well what I am doing and my impact. A list like this would be fairly useless in that case.

I have worked for bigger corps where my manager has no idea what I do, especially consulting service companies. If I’ve worked with 7 clients over 3 different account groups, I am the only one who knows what those 7 clients are, and what I did for them. In those cases I do document my accomplishments. I have even gone as far as create a brief presentation for when I get a new manager.

This also differs from a CV not only in being more detailed, but also flagging things like “successfully worked with XYZ account manager, who is widely known to be difficult to work with”.

[wenc]

Managers, especially if they have a large span of control (but even if they don't), aren't all uniformly disciplined at recording every instance of impact. To help your manager and reduce variability (i.e. their perception of your performance should be based on data, not vibes), it's to your advantage to keep your own list.

I've had good managers that I keep in the loop with weekly 1:1's but come promo time, even they need help figuring out what I did over the span of a year. (to be honest, if I hadn't written it down, I don't even remember myself)

[flir]

Best way to write a CV: Update it regularly, and when it comes time to use it, take stuff away.

[dandigangi]

As they should. But... you are the driver of your career, not your manager. It's a HUGE risk to rely on your manager only to do it. We get busy and even if were doing that we have a ton of other things were balancing. The risk is that things are missed. Your manager is a support person to your career development.