ML021770142

Performance Review and Development Plan (for Managers and Specialists) for Harvey

ML021770142
Person / Time
Site:	Browns Ferry, Watts Bar, Sequoyah
Issue date:	09/30/1995
From:	Tennessee Valley Authority
To:	NRC/SECY
References
-RFPFR, 50-259-CIVP, 50-260-CIVP, 50-296-CIVP, 50-327-CIVP, 50-328-CIVP, 50-390-CIVP, ASLBP 01-791-01-CIVP, EA-99-234, RAS 3933
Download: ML021770142 (8)

Text

0g PERFORMANCE RE*

DEVELOPMENT PLAN (FOR MANAGE J SPECIALISTS)

(For COO & TYAN Use Only)

Name SAM L. HARVEY III Position Senior Chemistry & Environmental Protection Specialist Review Period 10/1/94 to 9/30/95 Date of Annual Performance Review Exceeds Expectations Meets Expec'tations Meets Some Expectations Unacceptable Social Security Number_

Organization Chemistry & Environmental Protection PERFORMANCE RATINGS DEFINITIONS Individual far exceeds expectations for this objective or expectation.

Frequently makes significant contributions well beyond job responsibilities.

Individual consistently meets expectations for this objective or expectation.

Employee knows and performs the Job well.

hay occasionally exceed expectations in some areas.

Fully competent and valuable employee.

Individual partially meets expectations for this objective or expectation.

Improvement In this area is necessary for the employee to fully meet expectations.

Performance does not Indicate successful completion of all assigned responsibilities.

Individual consistently below expectations and performance is unacceptable for this objective or expectation.

May require more supervision than expected.

Improvement required to meet expectations.

QUARTERLY REVIEW-DISCUSSIONS

!st Maae Employee Initials tW

-- UaDate 0Iscussed

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oC TVA 4535 (1-93)

[2-95] 1..... 3035G "Man er Md InitTcsT Date Discussed H**e3rd,

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Emol oveit Initials Date DiscusseJ 4th S~Employee Initials DatOeiscussed

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I.-

PERFORMANCE OBJECTIVES Establish specific results or goals that th!s employee is expected to achieve during this rating period.

(Additional pages may be used as necessary).

1) Chair and schedule Analytical Working Group meetings.

Target Date:

Quarterly

2) Assist Sequoyah with optimizing condensate polisher regenerations to minimize resin degrada tion and provide for improved secondary chemistry control with ETA, boric acid, and hydrazine while minimizing sodium and sulfate ingress.

Target DatW: 9/30/95

3) Assist the sites In development and Implementation of Chemistry Improvement plans to improve the Chemistry Program at each site.

Target Date:

9/30/95

4) Perform site chemistry oversight, technical support and program guidance as required.

Target Date: 9/30/95

5) Perform two peer reviews a week at SQN, and assist site In correcting Identified deficiencies.

Target Date:

9/30/95

6) Provide short and long term data trending evalua tions and recommendations for 3QN and assist with issuance of a monthly and annual report.

Target Date:

9/30/95

7) Assist SQN in Improving the SQN chemistry program deficiences such as Identified from the last INPO audit.

Target Date:

9/30/95 S... WHNCE IVES PERFORMANCE

SUMMARY

Review performance against each objective.

Discuss results achieved, areas of success, and improvements needed.

Cite examples where appropriate below.

Then mark (X) In the column on the right which best describes the employee's performance.

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I -

I -

I 

W E

I G

H T

X EXPECTATIONS E

X C

E E

0 S

H E

E T

S H

E E

T S

S 0

E

-1 U N

A C

C E

P T

A B

L E

i i

i

- i - I i

Working Group progress was Interrupted due to other site related priorities taking precedent.

Sam supported those tasks shifted to other groups (i.e., QITs, etc.).

Excellent effort; Sam has played a major role In developing the plan and carrying out the various tasks.

He'assumed ownership and is proactive In moving the process forward to completion.

Development of plan/tracking document was completed.

Con tinued followup with the site is needed to keep tasks on track.

Good effort In this area was observed.

Sam has been pro active In assisting the SQN Chemistry.Manager In focusing on critical elements of the program which has befn a key factor In helping the program to improve as acknowledged in several program reviews within and externally of TVA.

Satisfactory peer reviews were performed.

However, Sam's schedule was interrupted In the 4th quarter due to his commitment to SIG chemical cleaning bf Unit 1.

Excellent effort; Sam was the key player In facilitating weekly data reviews by the SQN chemistry staff.

He willingly took the lead In preparing the monthly chemistry reports and has helped establish a sound process in data trending and review.

Sam has worked diligently In helping the SQN site staff in correcting outstanding INPO identified deficiencies.

I~~

11 r!~ 2R L.~.

JIL 3%

10%

10%

10%

5%

12%

10%

X X

T 0

T A

L 9

30 30 Ib

'.5, Perto m~

c Ob e ti e

- 70 Pe c nt o 10%a.

e v

'TVA 4535 (1-93) [2-951 Z 14m

'N:E

'ES PERFORMANCE OBJECTIVES Establish specific results or goals that this employee Is expected to achieve during this rating period.

(Additional pages may be used as necessary).

-I

8) Assist SQN in the Implementation of the Chemistry Upgrade project, Raw Water treatment program, molar ratio control project, makeup water program and S/G chemical cleaning program.

Target date:

9/30/95

9) Serve as Dose Assessor In support of the REP.

Target Date:

9/30/95

10) Assist with benchmarkIng of the chemistry program to recommend chemistry goals and best industry practices.

Target Date:

9/30/95 0

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'"a ti It Athi 1 1

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I PERFORMANCE SUJHARY Review performance against each objective.

Discuss results achieved, areas of success, and improvements needed.

Cite examples where appropriate below.

Then mark (X) In the column on the right which best describes the employee's performance.

i Progress has been satisfactory.

However, raw water treatment has been slowed due to budgetary cutbacks.

Satisfactory performance.

Satisfactory performance.

V E

I G

H T

5%

X 2.5%

2.51

(

T 0

T A

L 15 7.5 7.5 X

x X

1 1% qu J* %I-y L -

DJ Performance Objectives -

70 Percent of Total Weight....

ý_

Total

PERFORMAIR BEHAVIORS These behaviors come directly from TVA's workforce mission.

Employee and supervisor jointly decide which of these behaviors specifically apply for the review period.

Choose up to six behaviors, with no behavior receiving a weight of less than 5.

1. High Performance Sets clear goals for self and others; includes the needs of customers In setting these goals; shows persistence and dependability in accomplish Ing goals; looks for ways to make projects successful rather than finding reasons for failure; takes personal responsibility for ensur Ing results are achieved.

Teamtork Shows a team orientation by placing team goals over Individual goals; effectively communicates Information needed for task completion; contri butes actively to group projects and meetings; develops positive and productive relationships with other team members; works to turn conflict Into "win-win" situations; looks for shared goals with other workgroups.

Diversity Seeks and uses a broad range of experiences.

backgrounds, and points of view to achieve organizational goals; treats co-workers with dignity and respect; encourages and supports actions to ensure a representative demographic mix In the workforce.

Innovation Develops original, cost effective, and resource ful approaches to work situations; encourages and recognizes the initiative and creativity of others; takes appropriate levels of action to nat the lob done riaht.

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-a 1

In I

I I

IF I.I y

PERFORMANCE

SUMMARY

Review performance against each behavior.

Discuss results achieved, areas of success, and Improvements needed.

Cite examples where appropriate below.

Then mark (X) in the column on the right which best describes the employee's performance.

Goal setting has been performed.

to help SQN in their achievement.

Continued focus is needed Sam's teamwork has shown Improvement over the review period.

He continues to focus on being a good team player.

Satisfactory results achieved.

X L.

t.

E X

C E

E D

w E

I G

H T

5%

2.

3.

J H

E E

T X

X X

T T

A L

.4-15 15 15 z

H E

E T

S S

0 H

Total I

1IORS U

SJ

PERFORMANC

,IORS BEHAVIORS These behaviors come directly from TVA's workforce mission.

Employee and supervisor jointly decide which of these behaviors specifically apply for the review period.

Choose up to six behav ors, with no behavior receiving a weight of less than 5.

5. Continuous Improvement Determines customer expectations; Identifies strengths and weaknesses In present work methods:

uses Quality problem-solving tools and techniques to develop new and more effective methods; creates a non-blaming atmosphere while exploring past mistakes and future methods changes; evaluates continuous improvement for self, suppliers, and customers by:

determining performance benchmarks, setting explicit, measurable goals, and measuring progress toward goals.

6. Coaching and Developing Sets clear performance expectations with each employee; provides ongoing feedback; works with employees to prepare Individual development plans; provides support and resources for implementation of development plans; evaluates performance based on established expectations.

7.

Leadership Consistently communicates a clear direction for the workgroup; gains commitment and participation by modeling actions necessary to accomplish the direction; implements an organizational or cul tural change that gives action to organizational vision; recognizes and rewards others for their

.contributions.

Communication Sends and receives Information clearly, accu

,rately, thoroughly, and effectively; verbal, written, up, down, lateral, one-to-one, and arnun communication.

I

.RFORMANCE

SUMMARY

Review performance against each behavior.

Discuss results achieved, areas of success, and improvements needed.

Cite examples where appropriate below.

Then mark (X) in the column on the right which best describes the employee's performance.

-t i-i-I-,-,-

Satisfactory results achieved.

I IVA 4535 U-93) LZ-95i 4 Total X

0 W

E I

G H

T 14 E

X C

E E

D S

H E

E T

S S

0 H

E H

E E

T S

T 0

T A

L 15 5%.

X TVA 435 (193) [-951 Total 3

.9 PERFORMAHCr R

BEHAVIORS These behaviors come directly from TVA's workforce mission.

Employee and supervisor Jointly decide which of these behaviors specifically apply for the review period.

Choose up to six behaviors, with no behavior receiving a weight of less than 5.

9.

Interpersonal Skills Interacts with others In ways understanding and respect.

that enhance

10. Judgement and Decision Making Shows readiness to take action based on factual Information and logical assumptions.

II. Planhing and Organizing Sets goals and develops strategies for meeting goals.

12. Technical Shows familiarization and utilization of tools, equipment, concepts, methods, and procedures whIch are discl Ine specific and necessary for professional excellence.

PERFORMANCE

SUMMARY

Review performance against each behavior.

Discuss results achieved, areas of success, and improvements needed.

Cite examples where appropriate below.

Then mark (X) In the column on the right which best describes the employee's performance.

Sam has shown improved decision making. He takes a more 4-4-4

-

4K

4 --

Sam has shown Improved decision making.

Ile takes a more proactive approach toward finding solutions to problems.

Satisfactory results achieved.

W E

I G

H T

X 4

E X

C E

E 0

3 H

E E

T 2

-1 It H

E E

T S

S 0

H F

5%

5%

X X

• Performance Behaviors - 30 Percent of Total Weight Total 30 OVERALL PERFORMANCE FORMULA RATING Objectives Rating Total -

23Z MEETS 31iehavlors Rating Total -

90 EXCEEDS MEETS SOME UNACCEPTABLE Overall Rating Total 322 Divided by 100 3.Z" Below IVA 4535 (I-93) [Z-95] 5 T

0 T

A L

15 15 "ORS

ZI.BENGTV' 'nEVELOPMENTAL NEEDS (To be completed by-supervisor with emps1 mJnfpjt.1 eTechnigal-deeth In steam-aenerator/bal-ance-of slat

• Wi1i1nnot nei ~ tunnnrt tit&.rhMittlry etaffe Overall Dev. Needs:

ContinUe Improvement In-the area of teamw ork: continue to help facli~tate getting raw water/maicluo water treatment Implemented at SON after Unit S/6 chemical cleanina Is complete: continue to steer key--SON chemistry orograms/olan-to completion (i.e., secondary

-chemistry optimization).

CAREER_ qBJECT IVES (9

- 3 years)

I Employee's stated Career Objectives: (Priority order)

(1) Site Chemistry Manager (3) ____________________________

(2) Site Rad/Chem ManAger (4)________________ ______________

INDIVIDUAL DEVELOPMENT PLAN AREAS FOR DEVELOPMENT ACTION.

TARGET List specific knowledges, skills. and behaviors to be List steps which can and will be taken to DATE FOR developed. Indicate areas of current performance address these development needs.

COMPLETION COMPLETION

.which need to be developed with an asterisk (*).

_____1____________1_______

Mo~tj

.)..

W

1) Systems training course Attend SQN plant systems training 01/96

2) Attend radiochemistry course 09/95- - -not completed due to work

3) Attend high temperature S/G corrosion course 09/95-

-schedule changes (loss of

-group personnel this

-review period)

4) Spend increased time onsite at SQN to become more 09/95 COMPLETE familiar with day-to-day system chemistry

5) Attend environmental courses on hazardous Obtain Hazardous Materials certification 06/96 materials, clean air act, and clean water act; Obtain Hazardous Material Certification

6) Supervisor development course SupervisIory development 01/96

7) INPO Attend INPO peer evaluator training &perform 01/97 an audit with INPO a~s a peer

8) Plant programs Plant proTram review 01/96

9) Rotate assignments Rotationa assignments 01/97 TVA 4535 (1-93) (2-95] 6 7 -1

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AVLOWUL Jfl~l n

ui He has been--the key chemistry representative for the S/6 chemical cleaning task for Unit 1. His lead role In the secondary -chemistry ootimlzatign Program has been well noted. Keep Me the good work!

n 0

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0)TVA 4535 (1-93) (2-951 7 Identified In FY94. Ili gcgclled Inh~s overall support of the SON cbemilstrv Rrooran a

-nd played a key role in the Program ImorovpmpnIt as M

rIRY OF1 PERFURtVANCE:

-call perfonnance has buen cood t very ocood-this Period, hu..s made good 2tri-des In Imorovina his nerfarmance In hey &;