ML030900407
| ML030900407 | |
| Person / Time | |
|---|---|
| Site: | Browns Ferry, Watts Bar, Sequoyah  |
| Issue date: | 10/30/1995 |
| 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 6155, TVA-Staff-47 | |
| Download: ML030900407 (8) | |
Text
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PERFORHANC AND DEVELOPMENT PLAN (FOR CC
.3 AND SPECIALISTS)
(For COO & TVAN Use Only) akff £ /'hf 41 - f Social Security Number Organization Chemistry & Environmental Protection Name GARY L. FISER Position Senior Chemistry & Environmental Specialist Review Period 10/1/94 to 9/30/95 Date of Annual Performance Review PERFORMANCE RATINGS DEFINITIONS Exceeds Expectations Meets Expectations Meets Some Expectations Unacceptable I.,
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.
Nay 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.
OUARTERLY REVIEW DISCUSSIONS Ilit)a Manaer I Q at S
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AGLMR REGULATORY COMMEN ir' 5
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Staff IDENTIFIED D
m I4klnt RECEIVED c-r-r "t~rveno_
REJECTED
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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).
'RANCE TIVES PERFORHANCE
SUMMARY
Review performance against each objective.
Discuss results achieved, areas of success, and Improvements needed. Cite examples where approp Hate below. Then mark (X) In the column on the right which best describes the employee's performance.
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Feet the expectations of the Corporate Chemistry
& Environmental Protection (CgEP) FY95 Business Plan, Management Expectations and Goals as determined by the Corporate CIEP Task List.
- 2) Maintain focus on C&EP/TVAN Top Ton priorities list.
- 3) Support adherence to the FY95 budget requirements
& continually look for effective ways to reduce costs.
- 4) Function as lead chemical engineer In support of WON site startup preparation.
- 5) Visit TVAN sites on a routine basis (consistent with REP responsibilities) and exhibit a high level of support for site activities. Site badging to be accomplished as required.
- 6) Pursue a high level of technical capabilityoby personal development and attendance at appropriate conference/meeting.
Satisfactory results achieved.
Satisfactory results achieved.
Satisfactory results achieved.
Excellent effort; Gary played a key role In assisting the site staff in addressing prog ram deficlencles/solving problems in startup preparation.
Excellent effort: Gary consistently exhibited a high level of support for site activitles. He was a key player n helping to address critical issues at all sites.
Satisfactory results achieved.
Satisfactory results achieved.
The annual chemistry report was completed. Monthly reporting has started, but improvement is still needed to get a complete report Issued by the site staff on a consistent basis.
15%
15%
5%
15%
5%
5%
5%
X x
X X
X X
X x
45 45 15 20 60 15 15 15 r
- 7) Manage Implementation of contract.
- 8) Assist in development of chemistry report for WON reviews.
2, multi-site raw water monthly and annual and perform routine data IVA 4535 (1-93)
(2-951 2 Performance Objectives -
70 Percent of total Weight
- - - Total Z30
l PERFORM"S EHAVIORS
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\\D BEHAVIORS These behaviors come directly from TVA's workforce mission.
Employee and supervisor jointly decide which of these behaviors specifica1ly apply for the review period. Choose up to six behavitorst with no behavior receiving a weight of lest than 5.
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.
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I 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.
- 2. Teamwork Shows a team orientation by placing team goals over Individual goals; effectively communicates Information needed for task completion: contrl-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.
Excellent effort; Gary has been very proactive In this area.
lie consistently takes the lead In finding solutions to problems to make projects/programs successful and assumes personal responsibility.
Excellent effort; Gary Is a superb team player. He interacts well with peers and site counterparts. Ife has worked well at all sites and has been invaluable in keeping key programs moving forward. He has often been asked to step into crisis situations and has always met the challenge.
Excellent effort; Gary always looks for and pursues cost effective and efficient ways to complete tasks.
5%
5%
5%
X x
'C 20 15
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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 S.
PERFORW' IIAVIORS PERrORHANCE SUM*ARY 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.
. _\\ r EXPECTATIONS W
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H T
X Ex C
E E
0 S
2 1 I
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H A E.C E C T
E S
P T
S A 0
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0 T
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- 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.
Excellent effort; Gary always sticks with problems until they are solved. He has the ability to work with site counterparts In getting good solutions/fixes In place. He always strives to seek a win-win situation.
Satisfactory results achieved.
X 20 15
- 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.
C) 0n To
- 8. Comiunication Sends and receives Information clearly, accu-rately, thoroughly, and effectively; verbal, written, up, down, lateral, one-to-one, and group communication. )
5%
X
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]VA 4535 (1-93)
LZ-95J 4 TotalI
PERFORA'
'EIHAVIORS r
C BEHAVIORS These behaviors come directly from TVA s workforce Revl mission.
Employee and supervisor jointly decide Disci which of these behaviors specifically arply for and the review period.
Choose up to six behaviors, wher with no behavior receiving a weight of less than 5.
colur r
K PERFORMANCE
SUMMARY
ew performance against each behavior.
us: results achieved, areas of success, Improvements needed. Cite examples e appropriate below. Then mark (X) In the nin on the right which best describes the Dyee s performance.
I G
T X
empli T0 TA L.
- 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.
- 11. Planning and Organizing Sets goals and develops strategles for meeting goals.
- 12. Technical Shows familiarization and utilization of tools, equipment, concepts, methods, and procedures which are discipline specific and necessary for professional excellence.
Satisfactory results achieved.
5%
X 15
^Performance Behaviors - 30 Percent of Total Weight.._
_ _ _ LTotal 15 OVERALL PERtORMANCE FORfULA RATING Objectives Rating Total "
230 MEETS EXCEEDS MEETS SOME UNACCEPTABLE behaviors Rating total 0
Overall Rating Total 335 Divided by 100 33!5,2 2!7-1 Below g0 0
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" laver:t-xcellent, underttandinm of-sitle oerWtonleh Overall Dey. Needs:
Continue support of the UON startup effort continue to focus on gettin a tComplete WON montbly chemistry report issued on a routine basis: continue to focus on work plannina/timely task comfletion.
CAREER ODirrTTVF (nl -
I weartl Employee's stated Career Objectives:
(Priority order)
(C stry and Environmental-Protection (3)
(2)
(4)
INOIYI UAL DEVElOPMENt PLAN tl TRE 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 perfornance address these development needs.
COMPLETION COMPLETION which need to be develored with an asterisk
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(XI Develop Develop Develop Develop Develop Develop Develop computer computer computer computer computer computer computer based based bated based based based based skills skills skills skills skills skills skills Attend HS Word Processing Trng Attend Lotus Freelance Trng Attend HS Excel I and II Trng Attend HS Project I and It Attend Harvard Graphics Trng Attend HS Access Database Trng Attend HS Power Point Trng TOD TOO TOD TOD TOD TOD T7o Items could not be completed due to work scheduling changet affected by the loss of 2 group members this review period.
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I' lVA 4535 (1-93) [2-95] 6
L overall oerformance continues to be very aood. His aagrf aooroach toward his Aob his been evident In the chemist(
f irun
,round at both WON and SON. He has worked verv well Aith al'-site staffs and Is very degendable In the followup of Items they request of him.
lilt Indeoth knowledan and understandino of site onerational chemistrv has oroven to be a kev attribute for our staff In actiing the sites.,
EHPLOYEE ACKNOMLEDGEMENT: (My signature means that I have been advised of my performance)
Employee's Comments:
SUPERVISOR SIGNATURE:
ER&D REVIEW:
NEXT LEVEL SUPERVISOR REVIEW AND ENDORSEHENT:
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CD, IVA 4535 (1-93) (2-951 7