ML030900400

TVA - Staff Exhibit 46 - Recd 05/08/02: Performance Review and Development Plan for Gary L. Fiser, October 1, 1993 to September 30, 1994

ML030900400
Person / Time
Site:	Browns Ferry, Watts Bar, Sequoyah
Issue date:	10/24/1994
From:	Fiser G Tennessee Valley Authority
To:	NRC/SECY
Byrdsong A T
References
+adjud/ruledam200506, -RFPFR, 50-259-CIVP, 50-260-CIVP, 50-296-CIVP, 50-327-CIVP, 50-328-CIVP, 50-390-CIVP, ASLBP 01-791-01-CIVP, RAS 6154, TVA-Staff-46
Download: ML030900400 (8)

Text

REVIEV AND N1e-iAY L. FISER

';Position Progrm Manager Review Poriod 43 Oate of Annual Performance Rev IExceeds Expectations Meets Expectations iMeets Some Expectations to -

2Li0194 I ow Social Security Number _

Organization Cheoifstry

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PERtMRHANCE 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 vell. Play 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 enployee 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.

Unacceptable J.

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1st Maae Emolg~ee Initials Date Discussed 2nd Hanaqer Employr Initials

-Date DlsIttus sed WUARTERLY REVIEW QISCUSSIONS

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IDENTIFIED Applicnt _RECEIVED_

Inlrvenor REJECTED Oth WITHDRAWN _

DATE

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PERFORPMICE OBJECTIVES PERFORMHCE SUMMRY Establish specific results or goals that this employee is expected to achieve during this rating period.

(Additional pages may be used as necessary).

I Review performance against each objective.

Discuss results achieved, areas of success, and improvements needed. Cite examples vhere appropriate below. Then mark (X) in the column on the right which best describes the employee's performance.

1. Function as lead chemical engineer in support of the WON site chemistry program with primary emphasis on startup preparations.

Excellent effort: Gary hat made a significant in getting the program ready for operations.

acknowledged by the NRC. ORR teams.

contribution This has been 2.

3.

Renew/manage multi-site contracts as required.

All expectations were met satisfactorily.

Assist in developing an effective FY 1995 Business Plan for Chemistry.

Put forth an excellent effort in this was delivered on schedule.

area, and the product

4. Coordinate the development of an FY 1995 Chemistry Improvement Plan for WON (as applicable).

Satisfactory performance to date.

5. Assist in the development of an Improved CDI System at WBN, consistent with other sites.

Satisfactory performance to date.

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~~Perfonrance Objectives -

70 Percent of lotal Weight______

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i PERrORMIACE BEH4AVIOR

.EMAVIORS PERFOP

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'iWNKE SUWARY These behaviors cmeo 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. Ifigh 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.

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.

Gary established clear goals n T1reLtion for his program at WON.

He assumes personal responsibility for chemistry program performance.

Excellent effort; Gary works very hard at establishing and maintaining a team approach and spirit with his counterparts at the sites (example:

Operational Chemistry Package developed for WON).

Excellent effort; Gary's primary focus in this area has been to help develop a Chemistry Program at WON that gets the job done right with input from all available resources.

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EXPECTATIONS 4

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2. Teamwork X

20 I 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.

3. 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.

4. 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

• get the job done right.

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1ElIAVIORS PERMFORKWE SlJMRY EXPECTATIONS.

These behaviors comea directly from TVA's workforce Reviev performance against each behavior.

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2 -1 mission. Employee and supervisor Jointly decide Discuss results achieved, areas of success.

U which of these behaviors specifically apply for and improvements needed.

Cite examples U

H the review period.

Choose up to six behaviors.

where appropriate below. Then mark (X) In the E

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colunn on the right which best describes the I

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LonLinuous improvement 6Lcellent elfort, very good proble solver, strives to perform a task correctly and delivers a complete product.

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6.

Determines customer expectations; Identifies strengths and weaknesses in present work methods:

uset 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.

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.

Leadership Consistently communicates a clear direction for the workgroup; gains commtitment and participation hv. -ndal4nn arlnne nr~

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direction; implements an organizational or cul-tural change that gives action to organizational vision; recognizes and rewards others for their contributions.

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Comrn nication Very good communicator, interacts well with all levels of 3%

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anagement of the sites.

' Sends and receives Information clearly, accu-rately, thoroughly, and effectively; verbal.

written, up, down, lateral, one-to-one, and fS roua co niatiton IVA 4535 (GG 1-93) t2-93J 4

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BEDIAVIORS PERrORMIANCE SUtHf EXPECTATIOffS These behaviors come directly fro TVA's workfore.

Review performance agalnst each behavior.

4 2 -1 mission. Employee and supervisor jointly decide Discuss results achieved, areas of success, U

vhich of these behaviors specifically apply for and lIprovements needed. Cite examples W

N the review period.

Choose up to six behaviors, where appropriate below. Then mark (X) In the E X n

A with no behavior receiving a weight of lost than 5.

column on the right which best describes the I

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Interpersonal Skills Excellent effort as stated previously.

X Interacts with others In ways that enhance understanding and respect.

10. Judgement and Decision taking Hakes sound and well thought out decisions.

Oiscusses Issues 3X X

12 with all affected parties prior to formulating a response/

Shows readiness to take action based on factual solution to an Issue (good Judgement).

information and logical assumptions.

11. Planning.nd Organizing Vill Sets goals and develops strategies for meeting goals.

12. Technical t

Shows familiarization and utilization of tools,.

equipment, concepts, methods, and procedures which are discipline specific and necessary for professional excellence.

4 TPerformance Behaviors

• 30 Percent of Total Weight --

Total OVERALL PERFORMANCE tORHULA RATING 474 Objectives Rating Total a 240 NEETS EXCEEDS MlEETS SOlE UNACCEPTABLE i

v Bshaviors Rating Total

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Overall Rating Total 340 Divided by 10 3J 4 l'

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i JI Frea forcon~vue ttustloroeeen: cntlnue to Dlpl e MhISIS on Mgr% 1planning, lChedulIng and it~l ekQoeln Overall Dev. Needs:

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CARttQ OBJECTIVES (Q - 3 veartl Employee's stated Career Objettiwvs:

(Priority order)

(1) Coraorate Chemistry tianautr (3)

(2)

(4)

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I AREAS FOR DEVELOPMENT List specific knowledges, skills, and behaviors to be developed. Indicate areas of turrent performance

%,hich need tn be davelonnd with % att rltsc (*)

List steps which can and vill be taken to address these developrent n"eds.

Develop computer skills

1. Windows

2. H.S. Word

3.

Freelance

4.

Excell S.

H.S. Project

6. Harvard Graphics

7.

Access

8.

Po-er Point Depends on course schedule I

Completed Item #I:

others could not be completed due to budget constraints k1 S...

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OtiAL; SUMWARY Of PERFORMANCE:.;,

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da~ s overall perform ncj has be d

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reoortina oerlod.

f11t hiqh level of Involvement with the VBH chemistrv ornoram hat hben a kev faetnr In lIt rerent mnrnvinan trend. Ile hat rade a tignIfIrant eontrbuttInn duirna a crItIral rhaset nF I peerational readiness.

HIe his been very Involved In working with the technicians and chemistry staff Personnel on a personal basis to iiprove performance, EHPLOYEE ACKNcOLEDGEHENI:

(My signature means that I have been advised of my performance)

Employee's Comments:

A APPROVALS:

- S SUPERVISOR SIGNATURE:

ERID REVIEW:

NEXT LEVEL SUPERVISOR REVIEW AND ENDORSEMENT:

-v____

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