Individual work achievement archiving system and method and achievement table compilation

Abstract

The present invention relates to a computer-implemented archiving system and method for collecting, verifying and storing individual work performance and generating hierarchical performance tables. Existing corporate and investment systems lack standardized, objective, quantifiable mechanisms to measure individual, team, department, company and portfolio capabilities. The present invention addresses these issues by providing identity anchoring, declaration modules, verification modules, task accounts, record repositories and analysis / comparison / metrics interfaces. Users declare work results through structured templates, complete multi-dimensional data bindings, verify identity and completion times, and are verified by direct supervisors. Verified records are stored in a tamper-proof secure repository and analyzed to generate hierarchical performance tables (individual -> team -> department -> company -> portfolio) for review and comparison.

Description

Technical Field

[0001] This invention belongs to the field of computer information processing technology. Background Technology

[0002] Existing tools generally rely on subjective ratings and recommendations, lacking verifiable records of individual performance and failing to provide identity-linked, supervisor-verified, and tamper-proof evidence of work performance. This results in the long-term concealment of individual performance, a lack of objective protection, data inconsistencies, and blurred organizational hierarchies. Due to the lack of objective, quantifiable mechanisms similar to student report cards, comprehensive performance reports for individuals, teams, departments, companies, and investment portfolios cannot be generated. The existing system can only rely on financial data for evaluation, failing to reflect actual operational capabilities. Summary of the Invention

[0003] This invention provides a system comprising: identity verification, a declaration system, a verification procedure, a substantive work data database, work detail accounts, a work performance database, analysis / ranking / comparison / indicators, and data sharing channels. Users declare substantive work through a designated procedure, providing diverse data (including multiple units of measurement), binding the declaration content, time, and verified identity. After verification by their direct supervisor, the verification status of the stored data is recorded. Through analysis and comparison with individuals, self-selected groups, and self-selected indicators, users can understand their market position globally or in a specific context.

[0004] This invention recognizes that while artificial intelligence can automate many processes, it cannot replace the beauty of genuine human contributions. Therefore, this invention creates a long-missing personal archive to record conscience and inner beauty, preserving aspects that artificial intelligence cannot replace.

[0005] Compared to existing technologies, this invention ensures objectivity (excluding ratings / opinions), verifiability (identity verification and direct supervisor verification), and preserves conscience and inner beauty. Each verified record represents a distinguished identity and a unique personal reputation. Membership identifiers convey a distinguished status, while reputation indices reflect accumulated verification history. Together, they form portable, credible proof. This invention addresses a long-standing gap: without such a system, individuals lack protection not only from internal biases but also from global risks, including lost credit, unjustified accusations, missed job opportunities, blurred roles within companies, confused responsibilities, and unfair hiring. By creating a long-missing, conscience-based, and directly supervisor-verified personal profile, this invention protects individuals from these harms, ensuring the preservation of personal credit, dignity, and inner beauty across industries and across time and space. Attached Figure Description

[0006] Figure 1 This is a flowchart of a method for implementing the content according to this disclosure.

[0007] Figure 2 This is a screenshot of a step in inputting data according to a roadmap in accordance with an implementation of this disclosure.

[0008] Figure 3 This is a screenshot of the “Log” subsection of an implementation of this disclosure: the period (hiring and evaluation).

[0009] Figure 4 This is a screenshot of the title of the “Log” subsection of an implementation of this disclosure.

[0010] Figure 5 This is a screenshot of the pattern from the "Log" subsection of an implementation of this disclosure.

[0011] Figure 6 This is a screenshot of the "Log" subsection of an implementation of this disclosure: projects and tasks.

[0012] Figure 7 This is a screenshot of an implementation of this disclosure, showing a scenario where an actual job is selected from a provided library of actual jobs.

[0013] Figure 8 This is a screenshot of an implementation of this disclosure, showing a further breakdown into managing and executing various business functions.

[0014] Figure 9 This is a screenshot of the "Log" subsection of an implementation of this disclosure: task details and summary.

[0015] Figure 10 This is a "log" subsection of an implementation of this disclosure: Improved Screenshots.

[0016] Figure 11 This is a “log” subsection of an implementation of this disclosure: screenshots of using AI and software as beautification tools.

[0017] Figures 12a-12f This is a screenshot of the "Generate Grade Sheet: Personal Profile" implementation content according to this disclosure.

[0018] Figure 13 This is a screenshot of the "Generate Grade Sheet: Archive" implementation content according to this disclosure.

[0019] Figure 14 This is a screenshot of the "Generate Grade Sheet: Trends" screen, which is part of an implementation of this disclosure.

[0020] Figure 15 This is a screenshot of the "Declaration and Verification" section of an implementation of this disclosure.

[0021] Figure 16 This is a "shared" screenshot of an implementation of this disclosure.

[0022] Figure 17 This is a screenshot of the "Represent Your Company" step in an implementation of this disclosure.

[0023] Figure 18 This is a screenshot of a "verification score sheet" from one of the implementation details disclosed herein, referring to the verification of personal information.

[0024] Figure 19 This is a screenshot of a "verification results sheet" from one of the implementation details disclosed herein, referring to the verification archive.

[0025] Figure 20 The screenshot shows the "Assign Actual Work" function of one implementation of this disclosure.

[0026] Figure 21 The screenshot shows a "View User Performance Sheet" function according to one implementation of this disclosure, which is used to view other users' profiles, save data, and activity.

[0027] Figure 22 The screenshot shows a "comparison and pointer comparison" function according to one implementation of this disclosure.

[0028] Figure 23 For illustration purposes, a user filter provided in one implementation of this disclosure is shown.

[0029] Figure 24a and Figure 24b The screenshot shows a "Compare by Profile, Saved Data, and Activity" function according to one implementation of this disclosure. Figure 24c This is a structural diagram of the tiered grade table. Detailed Implementation

[0030] This invention belongs to the field of computer information processing technology. First, it needs to be clarified that this invention is not a business method. Work performance itself is not a business method, but a natural fact. When individuals perform work, performance is inevitably produced. The technical objective of this invention is to digitize and quantify this natural fact, not to define any business rules. Because it is a natural fact, it naturally applies to the 3.3 billion working people worldwide.

[0031] Secondly, it should be clarified that this invention is not a human resource management tool and does not involve recruitment policies or competency assessments.

[0032] Its core lies in using a computer system to digitally report, verify, and store the individual work performance of employees, forming an objective, quantifiable, and scalable performance report. The system is designed for personal use, helping employees establish their personal standing and achieve self-distinguishing based on quantifiable work performance; simultaneously, the system supports use by different roles (such as supervisors, department heads, company management, board members, investors, and recruiters), enabling data sharing and comparison at all levels.

[0033] Its technical effect is to transform subjective and fragmented evaluations into objective, quantifiable, and verifiable results, thereby achieving data repeatability, identity-linked credibility, and cross-level scalability. The technical solution of this invention is based on the natural fact of work results, using the laws of computer operation to achieve digital collection, verification, and storage. It is a purely IT technical solution, not a commercial method. Since work results are ubiquitous among working professionals worldwide, this system is applicable to approximately 3.3 billion working professionals globally, helping them establish their personal status and achieve self-distinction based on quantifiable work performance. Simultaneously, the system supports use under different roles, such as supervisors, department heads, company management, boards of directors, investors, and recruiters, enabling data sharing and comparison at all levels, ensuring industrial applicability and universality.

[0034] The shortcomings of the existing system are:

[0035] The company's results are consolidated data: company performance is the only data collected, while individual work performance, which comes from daily actual work and work details, is not fully collected, thus permanently obscuring individual performance.

[0036] Supervisors can delegate work indefinitely: It is a global phenomenon that management can delegate work indefinitely. However, team achievements, such as company revenue and profits, which are composed of the work performance of countless individuals, are all attributed to individual managers without being clearly attributed to each person. This results in the permanent concealment of individual work performance.

[0037] The large-scale promotion of artificial intelligence: The media is flooded with false reports about artificial intelligence, concealing the fact that artificial intelligence is just software and can never be separated from computer machines, playing the role of a tool for humans to enhance their appearance, which further seriously obscures individual work achievements.

[0038] Individual competence evaluations are entirely subjective: Apart from company results, all evaluations of an individual's "competence" (such as teamwork, attitude, leadership, learning ability, morale drive, etc.), as well as comments from peers or "friends," are 100% subjective and lack objective, quantifiable evidence.

[0039] The disappearance of global-level capabilities: Due to the lack of quantitative records of individual work performance, team results, departmental results, company results, and investment results have completely disappeared at the "capability" level, making it impossible to form any objective capability measurement system on a global scale.

[0040] The system was abused: management could arbitrarily appropriate team results, leading to data distortion and role confusion.

[0041] The purpose of this invention is:

[0042] For the first time, it enables the quantification of the work performance of employees, preventing company results and the promotion of AI from obscuring individual achievements.

[0043] Provide an objective, quantifiable, and verifiable work performance archiving system.

[0044] Data credibility is ensured through identity verification and supervisor confirmation.

[0045] Ensure data security through tamper-proof storage.

[0046] By using tiered grade sheets, cross-level applications can be achieved.

[0047] At the same time, it is the first time that the achievements of artificial intelligence work have been quantified and verified.

[0048] Detailed description

[0049] The technical solutions of the embodiments disclosed herein will be clearly and completely described below with reference to the accompanying drawings. Obviously, the described embodiments are only a portion of the embodiments disclosed herein, not all of them. All other embodiments that can be obtained by a person of ordinary ability without creative effort based on the embodiments disclosed herein are within the scope of this disclosure.

[0050] Referring to the schematic diagram submitted in the applicant's original specification, this diagram illustrates the system architecture of the present invention: identity locking; a reporting mechanism (based on actual work and work details); a ledger of actual work and work details; a verification module; a record database; analysis, ranking, comparison, and indicator comparison; and a discovery interface. Arrows indicate the operational sequence from reporting to verification, storage, analysis, and discovery.

[0051] The accompanying drawings submitted in the applicant's original specification illustrate the system architecture of this invention: identity verification; a reporting mechanism (based on actual work and work details); accounts of actual work and work details; a verification procedure; a work performance database; analysis, ranking, comparison, and indicators; and data sharing channels. Arrows indicate the sequence from reporting to verification, storage, analysis, and data sharing.

[0052] Operating procedures:

[0053] Select a standard function (standard functions include sales, finance, human resources, R&D, etc.).

[0054] Record sample data (overall completion time, number of results, employer background, job information, work mode, market, software usage, etc.).

[0055] Identification and the time of occurrence are recorded.

[0056] Verification by the direct supervisor.

[0057] Store in the logbook and mark the verification status.

[0058] Analyze, rank, and compare against metrics to quantify improvements, and compare yourself, your users, custom groups, and custom metrics.

[0059] Detailed description

[0060] The technical solutions in the embodiments of this disclosure will be clearly and completely described below with reference to the accompanying drawings. Obviously, the described embodiments are only a part of the embodiments of this disclosure, not all of them. All other embodiments that can be obtained by those skilled in the art based on the embodiments of this disclosure without creative effort are within the scope of this disclosure.

[0061] Referring to the schematic diagram submitted in the applicant's original specification, this diagram illustrates the system architecture of the present invention: identity anchor; claim engine (by details of performed and salable tasks); time ledger; verification module; record library; analysis, ranking, comparison, and benchmarking engine; discovery interface. Arrows indicate the order of operations from claim to verification, storage, analysis, and discovery.

[0062] The submitted schematic diagram illustrates the system architecture of this invention: identity anchor; claim engine (by details of executed and salable tasks); time ledger; verification module; record library; analysis, ranking, comparison, and benchmarking engine; discovery interface. Arrows indicate the order of operations from claim to verification, storage, analysis, and discovery.

[0063] Operating procedures:

[0064] 1. Select a template that corresponds to the standardized functions (sixteen functions, such as sales, finance, human resources, IT, R&D, marketing, and supply chain).

[0065] 2. Complete seventeen types of metadata (time, number of results, employer background, market, software used, related parties, etc.).

[0066] 3. Identity binding and timestamp addition.

[0067] 4. Verification shall be conducted solely by the direct supervisor or designated personnel.

[0068] 5. Store the data along with the verification status in the record library.

[0069] 6. Conduct analysis, ranking, and metric testing to quantify improvements and enable comparisons between yourself, users, custom groups, and custom metrics.

[0070] Detailed description of preferred embodiments

[0071] Reference Figure 1 , Figure 1 This is a flowchart illustrating the method for implementing the content of this disclosure.

[0072] Transcripts demonstrate an individual's objective, quantifiable, and comprehensive performance at work, extending beyond single employer relationships to encompass all employer relationships and all countries. Since teams, departments, companies, and portfolios are all composed of individuals, individual transcripts become fundamental building blocks for team, department, company, and portfolio performance within a business environment. Individual transcripts objectively and quantitatively differentiate individual capabilities; similarly, transcripts objectively and quantitatively differentiate the capabilities of teams, departments, companies, and portfolios within a business environment.

[0073] According to the preferred embodiment, the method disclosed herein includes at least:

[0074] ● Assign member IDs and credibility indices;

[0075] ● Enter data via a roadmap, including personal profiles and logs;

[0076] ● Generate a report, including personal information, archives, and activity tracking;

[0077] ● Report and verify during internal performance evaluations;

[0078] ●Enable internal and external sharing;

[0079] ● Represent the company as a supervisor, department head, company management, investor, or recruiter;

[0080] ● And comparisons and benchmarks of users, custom groups, and custom metrics.

[0081] A member ID is automatically generated upon successful registration. The member ID consists of 11 digits, with the first few digits representing a credibility index. The credibility index is calculated based on the number of recent consecutive verifications a user has received, ranging from 01 to 10. 01 indicates that the user has only received verification for the most recent data period; 10 indicates that the user has received verification for data from the past ten years.

[0082] Reference Figure 2 , Figure 2This is a screenshot of the data input route map steps. In the route map input data, the profile is a structured input of raw information and living information. Raw information includes English name, Chinese name, native spoken language, native written language, and home location. Living information includes current residence, other spoken languages, and other written languages.

[0083] Optionally, the roadmap input data also includes a log sub-section, which consists of the following sub-sections: cycle (hiring and evaluation), job letter, work pattern, projects and actual work, actual work details and summaries, improvements, and the use of artificial intelligence and software as "beautification tools".

[0084] More specifically, the periodic sub-section of the log (hiring and evaluation) includes the hiring cycle and the evaluation cycle (see...). Figure 3 , Figure 3 (Screenshot of the "Period (Employment and Evaluation)" log subsection of this disclosure). Users must define periods to input data. Employment periods are defined by a start date and an end date (if applicable). Each employment period contains several evaluation periods. Each evaluation period is defined by a start date and an end date and may not exceed twelve months unless it coincides with the employment start or end date. If user input violates the above conditions, the system will display an error message.

[0085] For the current employment cycle, the system automatically subdivides it into the current assessment cycle, the previous assessment cycle, and other cycles. The current assessment cycle must be verified within three months of its end; the previous assessment cycle must also be verified within three months of its end. If the entered date is more than three months after the end of the cycle, the system will skip defining the previous assessment cycle. Other cycles will then become permanently unverifiable. Any assessment cycle that fails to be verified within three months of its end will become permanently unverifiable.

[0086] For past employment cycles, the current and previous evaluation cycles cannot be set; the entire employment cycle is set as another cycle. For future employment cycles, no evaluation cycle will be set before future employment begins. The intervals between employment periods are automatically marked as rest periods by the system. The system will display the time series of employment as a bar chart.

[0087] Reference Figure 4 , Figure 4 This is a screenshot of the "Log Sub-section: Professional Title" of the implementation content of this disclosure. Professional title information in the Log Sub-section is entered periodically. The structure of the professional title information includes: selecting a standardized industry, selecting a standardized company type, entering the product / service brand, entering the job title, entering the name of the company to which the job belongs, and entering the geographical information of the job. To save input time, professional title information from one period can be carried over to another period.

[0088] Reference Figure 5 , Figure 5 This is a screenshot of the "Log Sub-section: Pattern" of the implementation content of this disclosure. Pattern information is entered periodically. The structure of pattern information includes: entering the work location, selecting full-time or part-time, entering the number of days working from home per week, entering the number of direct reports under the organizational structure, entering the number of direct reports under the project, entering the training name, and entering the training duration by training name. To save input time, pattern information from one period can be carried over to another period.

[0089] Reference Figure 6 , Figure 6 This is a screenshot of the "Log Sub-section: Projects and Tasks" of the implementation of this disclosure. Project and task information is entered periodically. This invention provides four project types for users to choose from: Improvement, Problem Solving, Regular, and Other. For Improvement, Problem Solving, and Other types of projects, a project description must be entered; for Regular type projects, no project description is required.

[0090] Reference Figure 7 , Figure 7 The screenshot shown illustrates an embodiment of this disclosure, illustrating that the tasks are selected from a task library provided by the invention. Preferably, the tasks are selected from the task library provided by the invention. This task library is constructed from core business operations and industry best practices. The task library is categorized into 15 business functions, including but not limited to: after-sales service, board of directors, company secretary, ethics and compliance, finance, government affairs, human resources, information technology, investor relations, marketing, office administration, profit and loss, research and development, sales and sales support, and supply chain.

[0091] Preferably, each business function is further subdivided into management and execution. Management and execution are further subdivided into sub-functional tasks. Each sub-functional task has one or more units of measurement for the quantity of results. The invention automatically calculates the percentage of users who have completed the selected actual work. Users can add actual work and units of measurement for the quantity of results by business function, management or execution, and sub-function. The actual work added by the user will be evaluated by the invention's backend to determine whether the actual work is included in the actual work library and shared with other users (see [link to documentation]). Figure 8 , Figure 8 The screenshot shows the implementation details of this public disclosure, illustrating how each business function is further subdivided into management and execution.

[0092] Reference Figure 9 , Figure 9The screenshot shows the "Log Subsection: Actual Work Details and Summary." Task details and summaries are entered by period and task. For each actual task, the user must enter data entries, including date, number of results, market, time spent, and other details. The summary is compiled from all data entries for the selected actual task within the selected period. This allows users to share only the summary without having to share all data entries externally.

[0093] Reference Figure 10 , Figure 10 The screenshot shows the "Log Sub-section: Improvements" of this disclosure. Improvements are entered by cycle and actual work. For each selected actual work, the invention provides five types of improvements: increased revenue, cost savings, increased productivity, improved quality, and others. For each implemented improvement, the user must enter the quantity and details.

[0094] Reference Figure 11 , Figure 11 The screenshot shows the "Log Subsection: Use of Artificial Intelligence and Software as Beautification Tools." The use of artificial intelligence and software as beautification tools is entered periodically and for specific tasks. For each selected task, the user must enter the name and details of the artificial intelligence or software used.

[0095] Refer to Figure 12. Figures 12a-12f The screenshot shown is of the implementation of this disclosure, displaying "Grade Sheet Generation: Overview". Based on the data input from the roadmap (personal information and log sections), the invention generates a grade sheet overview categorized by personal characteristics, job title, work pattern, actual work, and work details.

[0096] Reference Figure 13 , Figure 13 The screenshot shows "Grade Sheet Generation: Archive" of the implementation of this disclosure. Based on the data input from the roadmap (personal information and log sections), the invention generates an archived grade sheet. To facilitate viewing the archived information, the system provides an archive filter to filter the content. In addition, a pop-up window is provided to view the job description, work mode, actual work details, summary, improvements, and the use of artificial intelligence and software as beautification tools for the selected actual job.

[0097] Reference Figure 14 , Figure 14 The screenshot shown is of the implementation content of this disclosure, displaying "Grade Sheet Generation: Trends". Based on the data input into the roadmap (personal profile and log sections), the invention provides five defined trend types: Artificial Intelligence as a Beautification Tool, Job Application, Work Mode, Actual Work, and Work Details. Under each trend, users can select different trend options.

[0098] Reference Figure 15 , Figure 15 The screenshot shows the "Declaration and Verification" section, which is used by users to declare and verify grade sheets during internal performance evaluations. Verification must be completed by the immediate supervisor and can be done offline or online. Users need to enter the supervisor's email address and name to begin verification. For offline verification, users can download the grade sheet for the relevant period, incorporate it into the internal performance evaluation, and upload the completed performance evaluation as proof of verification completion. After uploading, users need to select either "Clean" or "Exception" for the verification result. If it is an exception, users need to enter the exception details. For online verification, users need to download the standard template for supervisor verification and upload the completed verification. Once the immediate supervisor completes the online verification, the system will display the verification result.

[0099] Reference Figure 16 , Figure 16 This screenshot shows the "Sharing" feature. Sharing allows users to share transcripts internally and externally within the system. For each sharing, users can grant supervisors Verification and Assignment Rights (SVA) and / or Viewing Rights. For SVA rights, the sharing period is three months after the end of the previous evaluation cycle; the actual work assignment period extends to the end of the current evaluation cycle; the sharing scope is limited to an overview and archive of the previous evaluation cycle. For Viewing Rights, users can set the sharing scope and expiration date. Users must declare compliance with all confidentiality agreements and agree to provide copies of transcripts to all employers.

[0100] Reference Figure 17 , Figure 17 This screenshot shows the "Representing the Company" step, which is used by users to represent the company as supervisors, department heads, company management, board members, investors, and recruiters. In this section, users can verify performance records, assign actual work, and view other users' performance records. The system provides user filtering functions, including filtering by addition date, name, email address, permissions, and reference number.

[0101] Reference Figure 18 , Figure 18 The screenshot shows the "Verification Results Sheet". The Verification Results Sheet includes a verification overview and a verification archive.

[0102] Verification Overview: ... Verification Archive: ...

[0103] Reference Figure 19 , Figure 19 The screenshot shows the "Verification of Results Sheet" indicating that the record has been verified.

[0104] Reference Figure 20 , Figure 20The screenshot shows the implementation content of this disclosure, displaying "Assigning Actual Work". Assigning actual work refers to assigning actual work to users within the current evaluation period, as detailed below:……………….

[0105] Reference Figure 21 , Figure 21 The screenshot shows the "View User Performance Report" option, which allows users to view other users' dashboards, archives, and trends. The User Performance Report includes the following: hiring sources by years of service, hiring history by years of service, standardized industries by years of service, standardized company types by years of service, consumer / industrial brands by years of service, and job titles and affiliations by years of service.

[0106] Reference Figure 22 , Figure 22 The screenshot shows the "Comparison and Indicator Comparison" feature. This function allows users to perform self-comparison, inter-user comparison, custom group comparison, and custom indicator comparison. Users can start a comparison by setting comparison goals and can directly view the performance reports of selected individual users, groups, and indicators.

[0107] To facilitate user selection, the system offers filtering functions based on personal characteristics, job title, work mode, project, actual work, and work details (see [link]). Figure 23 , Figure 23 This is a schematic diagram illustrating an embodiment of this disclosure, showing the provided user filter.

[0108] Reference Figure 24a and Figure 24b , Figure 24a and Figure 24b The screenshots show the implementation details of this disclosure, comparing them through overview, archive, and progress.

[0109] Reference Figure 24c This is a structural diagram of the tiered grade table.

[0110] Industrial applicability

[0111] This invention is applicable to any scenario requiring verified, task-anchored performance evidence. It lends credibility and accountability to individuals, independent of organizational structure. Individuals, whether in supervisory roles, hiring managers, senior executives, or investors, can bring their verified records to company use. The target audience of this invention is individuals, not companies, just as consumer technologies like smartphones were initially designed for personal use but naturally extended into the corporate environment.

[0112] The embodiments of this disclosure have been described in conjunction with the accompanying drawings. However, this disclosure is not limited to the specific embodiments described above. The specific embodiments described above are illustrative only and not restrictive. Those skilled in the art can make many other modifications under the guidance of this disclosure without departing from the spirit and scope of the claims, all of which are within the scope of this disclosure.

Claims

1. A system comprising: The system allows users to input data via roadmaps, compile performance reports (overview, archive, and progress tracking), submit and verify overview and archived documents in internal performance evaluations, and provide SVA (Statistical Values) permissions and viewing rights to internal and external parties. Users can log in as individuals, supervisors, department heads, management, investors, and recruiters to view structured work performance reports submitted and verified according to actual work and work procedures. The system includes: a) Application Mechanism This process is used to lock in data and submit internal performance evaluations within three months after the end of the internal performance evaluation period; the user, as the primary data source, enters all data into the system while it is still fresh in their mind; the system uses this data to compile overview and archive documents for submission of internal performance evaluations; b) Identity Lockout The system first identifies users through verified email addresses; in the future, identity verification will be expanded to other methods, such as mobile phone numbers, addresses, facial recognition, palm print recognition, etc. c) Actual working ledgers The actual work ledger contains quantifiable results recorded by date, calculated based on one or more units of measurement, market coverage, time spent, and other details; in addition, it records a summary of actual work details, revenue, costs, improvements in quality and productivity, and the use of artificial intelligence and software; d) Verification mechanism This is a mechanism whereby the user's direct supervisor verifies all data; the direct supervisor will verify the overview and archive the file line by line and sign it for confirmation; the direct supervisor can record detailed information on verification exceptions; the direct supervisor can assign actual tasks to the user; e) Actual working library The Actual Work Library is a list of actual work items organized based on the company's core operations and industry best practices; the Actual Work Library will be continuously updated by adding new actual work items in a structured manner based on market conditions and user feedback; the Actual Work Library is categorized by business function, management or execution, and sub-function; f) Work Performance Database This is an online cloud storage of all data entered by the user in accordance with the structured method provided by this invention; the structured method includes data input in the "Personal Profile" and "Log" sections; the "Personal Profile" contains data categorized by credit, source, work, and life; the "Log" requires data input by time period, job title, work mode, projects and actual work, work details and summaries, improvement status of categories, and the use of artificial intelligence and software as beautification tools; g) Analysis, comparison, and comparison with indicators Based on user-provided structured data, this invention analyzes all data and compiles overview, archive, and trend documents; this invention provides a structured user filter, offering custom groups and custom indicators; this invention provides self-comparison, user comparison, group comparison, indicator comparison, or combined comparison. h) Exclude opinions, ratings, or subjective endorsements of user capabilities. This invention records quantifiable results and ranks them according to quantifiable results, such as actual work volume and actual work with the highest cumulative score; all results provided by this invention need to be verified by the direct supervisor in the internal performance evaluation; therefore, this invention is not an opinion or subjective endorsement.

2. The system according to claim 1, wherein each application includes seventeen work details, including whether artificial intelligence or software is used.

3. The system of claim 1, wherein the substantive work is classified into at least sixteen standard functions.

4. The system according to claim 1, wherein the number of scores includes numerical values ​​and units from a predefined unit library.

5. The system according to claim 4, wherein the number of scores includes different units.

6. The system according to claim 5, wherein the units of measurement for performance include sales revenue, sales volume, contract term, acquisition of new customers, reduction of errors, saving time, and saving of costs; different units of measurement for performance may be applicable to the same substantive work or different substantive work.

7. The system according to claim 1, wherein the functions of analysis, ranking, comparison and comparison with indicators include counting the number of times work performance has increased, revenue has increased, costs have decreased and quality has improved, and allowing users to compare with selected groups and indicators.

8. The system according to claim 1, wherein the work performance database stores verified and unverified declarations, including declarations that have expired and cannot be verified and those awaiting verification, and marks the verification status.

9. The system according to claim 1, wherein the membership status includes a credit index representing the number of verified periods obtained, reflecting the user's sealed work performance and personal prestigious status; the membership status also represents that the user has substantial work details, which can be ranked, compared and compared with indicators at any time.

10. The system of claim 1, wherein the verification procedure accepts verification only from the immediate supervisor and excludes verification from colleagues or unrelated persons.

11. The system of claim 1, wherein the verified records are portable and can be used across companies, and are applicable to job seeking, supervision, recruitment, management or investment decisions.

12. The system according to claim 1, wherein the declaration and verification are based on human conscience and subjective confirmation, thereby preserving the genuine human contributions that artificial intelligence cannot replace.

13. A method for generating verified work performance, comprising: reporting substantive work, providing multi-source data, identifying the individual, having the work performance verified by a direct supervisor, storing the work performance, and analyzing, comparing, and contrasting it with indicators.

14. The system of claim 1, wherein the analysis, comparison and benchmarking functions provide user-selected groups, user-selected metrics and rankings with other users based on verified performance to see market position in a global or specific context.

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