ML030900400

TVA - Staff Exhibit 46 - Rec'D 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 -- Social Security Number _

';Position Progrm Manager Organization Cheoifstry Review Poriod 43 to - 2Li0194 /

Oate of Annual Performance Rev Iow

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PERtMRHANCE RATINGS DEFINITIONS IExceeds Expectations Individual far exceeds expectations for this objective or expectation. Frequently makes significant contributions well beyond job responsibilities.

Meets Expectations 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.

iMeets Some Expectations 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.

Unacceptable Individual consistently below expectations and performance Isunacceptable for this objective or expectation. May require more supervision than expected. Improvement required to meet expectations.

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WUARTERLY REVIEW QISCUSSIONS I 1st 2nd _ th Maae Emolg~ee Hanaqer Employr - 'anager Employee ,1_1 o Emolgvee Initials Initials Initials I initials I) . -

i1. I Date Discussed -Date DlsIttus sed r Date Discussed "te lscussed I , "i

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-UIAR REGULATORY COMMz!!,wUN l m 3A Official Exh. NoS6 Intormof 1YA-Stff _l/ IDENTIFIED Applicnt _RECEIVED_

Inlrvenor REJECTED mn =O Oth _ WITHDRAWN _ C)MZC  :

C DATE _5_______ Witness___ F = ,  ::a-C C)

Clerk __ f )>-1 C 2?D CC=

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PERFORPMICE OBJECTIVES PERFORMHCE SUMMRY Establish specific results or goals that this Review performance against each objective.

employee is expected to achieve during this Discuss results achieved, areas of success, rating period. (Additional pages may be used I and improvements needed. Cite examples as necessary). 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 Excellent effort: Gary hat made a significant contribution the WON site chemistry program with primary in getting the program ready for operations. This has been emphasis on startup preparations. acknowledged by the NRC. ORR teams.

2. Renew/manage multi-site contracts as required. All expectations were met satisfactorily.

3. Assist in developing an effective FY 1995 Business Plan for Chemistry. Put forth an excellent effort in this area, and the product was delivered on schedule.

4. Coordinate the development of an FY 1995 Satisfactory performance to date.

Chemistry Improvement Plan for WON (as applicable).

5. Assist in the development of an Improved CDI Satisfactory performance to date.

System at WBN, consistent with other sites.

¢ ~~Perfonrance Objectives - 70 Percent of lotal Weight______

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i PERrORMIACE BEH4AVIOR

.EMAVIORS PERFOP'iWNKE SUWARY EXPECTATIONS These behaviors cmeodirectly from TVA's workforce Review performance against each behavior. A 4 3 2 -l 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 N the review period. Choose up to six behaviors, where appropriate below. Then mark (X) in the E X H A with no behavior receiving a weight of less than 5. column on the right which best describes the I E C I employee's performance. G E C 0 H E T E T T x S P A C M T L E E S A E E O B 0 T M L S S E t

1. Ifigh Performance Gary established clear goals

- n T1reLtion for his program l0o X 40 at WON. He assumes personal responsibility for chemistry Sets clear goals for self and others; includes program performance.

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.

2. Teamwork Excellent effort; Gary works very hard at establishing and X 20 I maintaining a team approach and spirit with his counterparts Shows a team orientation by placing team goals at the sites (example: Operational Chemistry Package over individual goals: effectively communicates developed for WON).

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 I.I mix in the workforce.

4. Innovation Excellent effort; Gary's primary focus in this area has been X a to help develop a Chemistry Program at WON that gets the job Develops original, cost effective, and resource- done right with input from all available resources.

ful approaches to work situations; encourages and recognizes the initiative and creativity of I

others; takes appropriate levels of action to

• get the job done right.

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.  ; PERFORIWlCEbflMAVIORSi' ... I 1ElIAVIORS PERMFORKWE SlJMRY EXPECTATIONS.

I These behaviors comea directly from TVA's workforce Reviev performance against each behavior. 4 3 2 -1 mission. Employee and supervisor Jointly decide Discuss results achieved, areas of success. U I. 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 X N A with no behavior receiving a weight of less than S. colunn on the right which best describes the I E C T employee s performance. H E C 0 H E T E T I!,_ T X S P A C K T L

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

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

uset Quality problem-solving tools and techniques t,

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.

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setting explicit measurable goals, and measuring V 8J.

progress toward goals.

6. Coaching and Developing Sets clear performance expectations with each Ii. 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 commtitment and participation hv. -ndal4nn arlnne nr~ eets fn r th tnleh direction; implements an organizational or cul-tural change that gives action to organizational vision; recognizes and rewards others for their contributions.

S. Comrn nication Very good communicator, interacts well with all levels of 3% X 12 .-.,

>j nanagement of the sites.

'Sends and receives Information clearly, accu- vL '

rately, thoroughly, and effectively; verbal.

written, up, down, lateral, one-to-one, and fS roua co niatiton _

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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 E C T erployee t porforr nte. t X E C T H E T E T T X S P A ': a Cin T L

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3. 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 3J4 l' y 130.1 3.5/2.6 2.1.2. I and  :

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

.I CARttQ OBJECTIVES (Q - 3 veartl I Employee's stated Career Objettiwvs: (Priority order)

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(1) Coraorate Chemistry tianautr (3)

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(2)

AREAS FOR DEVELOPMENT List specific knowledges, skills, and behaviors to be (4)

List steps which can and vill be taken to developed. Indicate areas of turrent performance address these developrent n"eds.

%,hich need-- tn

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I Develop computer skills 1. Windows Depends Completed Item #I:

2. H.S. Word

3. Freelance on Iothers could not be I

4. Excell S. H.S. Project course completed due to

6. Harvard Graphics

7. Access schedule budget constraints k1 8. Po-er Point

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OtiAL; SUMWARY Of PERFORMANCE:.; , j.. .. .. . . .

da~ s overall perform ncj has be d d reoortina oerlod.

thisver 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 rhasetnF 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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