Separate responsibilities from contributions
A responsibility explains what you were expected to do; a contribution shows something you completed or improved. Both can be relevant. Look for problems you solved, processes you organised, work you delivered or knowledge you shared. A meaningful outcome does not always need a percentage.
Use action, context and outcome
Begin with a specific verb, add enough context and finish with the observed outcome. Fictional example: “Organised common enquiries into an internal guide that the team used to answer recurring questions.” This describes an action and a verifiable use without inventing a numerical improvement.
- Action: prepared, coordinated, analysed, designed or resolved.
- Context: process, team, tools or scope.
- Outcome: a completed delivery, resolved issue or documented change.
Use numbers only when you can support them
Choose figures you remember accurately or can verify in records you are authorised to use. Explain the relevant period and your part in the result. For team achievements, use wording such as “contributed to” or “worked with the team”.
Without reliable data, describe a qualitative outcome. Do not turn a general impression into a percentage or disclose confidential information about clients or employers.
Select what matters for the role
Choose two or three relevant contributions for each position rather than listing every task. Avoid repeating an identical achievement throughout the document. Read your statements aloud and check that you could explain the context in an interview without overstating your responsibility.