ML030900687

TVA - Joint Exhibit 31 - Rec'D 04/30/02: September 18, 1989 Fiser Performance Review

ML030900687
Person / Time
Site:	Browns Ferry, Watts Bar, Sequoyah
Issue date:	09/18/1989
From:	Fiser G, Lagergren W, Vondra C Tennessee Valley Authority
To:	NRC/SECY
Byrdsong A T
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, RAS 6052, TVA-Joint-31
Download: ML030900687 (21)

Text

TENNESSEE VALLEY AUTHORITY EMPLOYEE APPRAISAL FOR MANAGER AND SPECIALIST EMPLOYEES "for Fiscal Year ending September 30, 1989 NAME G. L. jlP__er, ORGANIZATION LEVEL _ _.

SSN SW - - GROUP VP TITL*F* t.-h;-*-TtrX Superintendent/M-9 OPERATON PG '

.-- " . TYPE POSITION (m or a) Manater DIVISION SON

.MANACER W. R. Laaeryren DEPARTMENT Plant

""Sui"ary Statement of employee'e Performsnce Potentidl:

t"r. Fieer's Performance for -Y88 was adequate and improved to solid performance throug~h the first three quarters of MYg9. Through this period he demonstrated 4w

' continued weaknesses in atressiveness and com-iunication skills. Following sp"ecifi discussions and coachint in these areas, I have noted improvements,. .

altbou1.h not to the degree T would have expected. Personnel-related action is "ot taken spontaneously. While actual chemistry results are good. the weak noted last year Persist. Spesses condition improvemento of chemistry Material equipment is not beinx pushed adequately.

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-AND a E 'jjQiCAfTI I CT SIGN"ATURES:"  ?:: Sc*URS, I::

H R WX C. A. Vnr DATE IA-. wq*,- NEXT AIGHER HA*/tV* C. A. Vondra 'DATE .:t

.,.' .OYEE G. L. Flser DAT, rc "-.* '

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-- :UHm C. L. ga3r - IL/GChem superintend;nt/H-9.'. DATE.______

~~~PAR? 7.A' Performance Standards~~ T opee tL.b~ni ~ ~ -..  ;.

k7:.;'.-~ Iscal year) Stt te'=ajoL* accountabilities.' specificcprojects and/orL{ -. '" .

~3Zauz~~nt~gon which'the em~ployee will be evaluat~ed t~hroughout tb. fisc~alyes.ar i:. V

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EMLYEAPPRAISaL-: page 2.~~~~

I. ~TITLE/PC 7~e Chem. Superintendent,/M-KDA 7,-:~

PAR?'.APefr-aneSt-a~ndaida '(To be to--plet~ed at. Lh"O beginnirnS of seual. year) St~ate the =ajor accountabilities, specific projects and/or.,.., :

a~signzents on which, the employee will be evaluated throu&hout the fis cal year.

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WZ.OYEE APAIL pae2b . -..  :.

KAE F ge ' TITLE/PG chem. Superintendent/H-9 DATE PART 1.13 Performance Standards Annual 3uýary - (To be completed at the end

£ of the fiscal year) State the e~mployees accomplishm.ents relative to the sajor accuntbiltie, seciicprojects and/or assig~nments listed Ln Part I.  ;.

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.. PART II *-. Behavioral Standards - (To be revised at the beginning of the fiscal ..

year and evaluated at the end of the fiscal yeer) The following list those .- r r-

• ':...*1 - behavioral standards against which each employee should be evaluated. The -.

extentFLEXIBIL to which they :ITY are used will vary depending on the nature of the " * " , . -

4K." position of the employee and the type of organization. Others may be added as low . . .. ...

appropriate. *

""' ' " "high

. "*** I Co==ents Tends to follow rather than lead, therefore appears to be Quite

" "-f l e x i b l e . W a s n ot a ctu a ll y in P e r s o n n e l a r e a s a s s o c i a t e d w it h R I F process.

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. DECI SI ON- MAKA I U1 G f h i g ho ký ..-. 23. DEPEN I fee l th at I h ave to h ave p romW d ec is ion nakin x .

Co e=m n te *DABILITY low / t,.. *

• high Coeonts Meets work schedule as assitned.

4. SELF-MOTIVATION low Co~ ents - *

-' 5. INFLUENCING OTHERS Co=ents

,*..-6. . PROBLEH SOLVING AND ANALYSIS Cc.-nts vc1 ...

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-7. TECIINICAL/PROFESSIONAL COMPETENCE low X high L*"':

-, .* Co -e nts Technically very competent. ..

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" * -.- S"9 . INNOVATING low X high . v;-

"". ' C o. r -en ORAL ts Not a r isk t ak er .

COMMUNICATIONS low I

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/high .;:*:*

- Corents Is not assertive and tend. to talk around subleet. . .

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. EPLOYEE APPRAISAL

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. . . . , . .  : ." *. . .. , .;- J . . ..- ,  ;. - .. " ; "4 NAME C. L. Fiser' .TITLE/PG Chem Superintendent/M-9 DATE "_."__ .

4- -. .. t*.. "*-0. .¢ 7'1. WRITTEW CO*U3*UICATIONS '.low I *hi.

co=ment,

• .- .'.11. SUPERVISZING "*""low'l". high *:

Corentz IRelies almost exclusively on power of position. Does not spend

. sufficient time with RLA L"%

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, *.".  :. "12. TE-MORK low - J high .. .

Cor-ents Is a team player. Concerned primarily with chemistry, but

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.-j"- 13. PLI-YING AND ORGANIZING low I / /I / I high v 1

-:.": Co~rnents p*.-.... 4-v,:

. 14. SUPERVISORY IMPARTIALITY low I / I xI / high

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15. SUBORDINATE DEVELOPMENT low I / /- /..... high Con:nents Has not prepared a subordinate to assume his position.

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16. ORGANIZATIONAL KNOWLEDGE low I l/ I l/ high

... Coents

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- 17. EMPLOYEE COMMUNICATION low / I__X-/_ , high 4D&'4 Co~ents Does not get nesscae over clearly. Tends not to answer "questions directly.

18. RESOURCE MANAGEMENT low / 1/ 1_/ high

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NAME G. L. Yiser TITLE/PG Chem. Superintendent/M-9 DATE .1__ I.9',

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• * . . . I.* . * , ..

)". PART E I1I Employee Appraisal - (To be completed at *the end of each quarter)

-- Summary state.zent of the employee's perforranco during each quarter of the -.

• fiscal year as noted by the manager and discussed with the employee...

FIRST QUARTER ' " - ".a

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-7 SECOND QUARTER * .* -

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SIGNATURES: I".

MANAGER DATE -

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2: .. . APPRAISAL

. L. Ti TITLE/PG Chem. rintendent.,9 DATE -.

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• ."..* P*ART 'II Employee Appralsal.- (To be completed at. the end of each quarter) * '-' ,-.

Sur-ary statement of the employee's performance during,each quarter of the .-.

,,.. fiscal year as noted by the manager and diucuised witb the employee.:A. . . I THIRD QUARTER .

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. SIGNATURES:

MANZAGER DATE

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EMPL.OYEE DATE

... FOURTH QUARTER "*"&" Mr. Tger

-- has iroved in this quarter. A.reg Iveness and .  :, -,

hands-on mranaxement of personnel problems-ts still not where it should be for a -i superintendent. He did perform well with a technical problem that arose this r quarter_(DC fuel aid samplinx). I need to see a Tnore can-do attitude and

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.- 4 v'."". ~. active decision rnalcint. in the future.

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• :* 1Wote: ,. The irforimetonrreueute on thLEPCC uptional.t'-' It 15 iltenkdd toDT e is serve as an aid Li identIfyincareer, and developmental opportunities which'.

• v,--..% -, -. are in line wIt.h both the goals.of.the e=Ipoyee and the needs of,.tha :"-,*:,':'*;*;*...

'*'..-*. oranization.'. Your.vupervisorIs "to add his/her comhents i" discuss-thi3*.:*.-,.,,

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information i with you'" sugest..a development plan" (as appropriite)8:and fovard o-c' M -t this information to L~e next'level.of supervision. -:You will havean~ .J'.~

opportunity to update this information once a year, or you may roqusat that it.*"\r be updated any tLme you desire during the course of the year...: .

CAREER INTER.ESTS Z

.4-Al' Describe your career Interests and goals. both short- and long-term.'

t-.p QUALIFICATIONS

2. Describe your main strengths which support your career itrss

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DEVELOPMENJT ACTIVITIES *  :....-

3. Plaedescribe ayactivities you have undertaken to develop your knowledge, skills, or abilities so that you are better prepared to pursue .: .**,6

• .'.,: * .. . your career goals. 6 f:. ...-.. ". ... . '.. *. .. ,:*:

SPERVISOR'S COOH!UTS

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".EHU'LOY'EE APPRAISAL -page 5& .A Jc AIME 0. L. riser TITLE/PG Chem. Supezintendent/M-9 DATE (OBE COMPLETED BY MANAGER) i SDEVELOPHMEN PLANS coidr the nesof bohcurrent a~nd potential future s ~

k AJrea To Be Developed £ Actions Axtressiveneso E Arear of weakn~ess can only be E corrected.. in aline management Co-n-uni cation vertically £ position with Increased coaching/

E counseling by myself.

E Hore active involvement from ma.

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, ,. TENNESSEE VALLEY AUTHORITY EMPLOYEE APPRAISAL FOR MANACER AND SPECIALIST EMPLOYEES for Fiscal Year ending September 30, 1989 -:'r" NAME G.__ ___r______ ORGANIZATION LEVEL _"

SSW GROUP UP"

• TITLE'p-Ct e.-t,"trX Superintendent/M-9 OPERATION NPG

-- TYPE POSITION (m or a) Hanaxer DIVISION sow MANAGER W. R. Lagergren DEPARTMENT Plant SSuT=. ary Statement of er'loyeeee Performance Potentisl:

"Er. Fsler's Performance for F*Y88 was adequate and improved to solid performance through the first three quarterv of FY89. Through this period he demonstrated continued weaknesses in attressiveness and cor*-niction skills. Following specific discussions and coachin. in thebse areas, I have noted improvements, althou~h not to the dexree I would have expected. Pervonnel-related action is "not taken spontaneously. While actual chemistry results ara tood, the weak

""esses noted last year iervist. Material condition inprovamanto of chemistry equipment is not being pushed adequatel,.

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• . -- " / A W. R. Lager&ren DATE

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C., NEXT HIGHER HA'Tv C. A. Vondra

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G. L. FLier DATE 4 .**-. '

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- (indication of understandint the performance standards (ci' t.ho

• - - next 12 months and that they may be a.ended at anytime): .. . . ...

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EMLOYEE A.PPBAISAL,-ý page 2i. ,*~. .... '~r:~*"

~ A~ . .Floer . TITLE/PC Chem. Super Intend ent./H-9 DATE' PART T-A "Performance St~andards; '(To be completed at. th~i be'tinning of the

'-( fiscal year) St-ate the major ac countabili tie o, vp9c If it proj aets and/or:...

nment~s on which the employe, will be evaluated throughout the fiscal YeAr.>

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EMPOYE G.L ivrDT 8741

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MLOYEE APPRAISAL pag 2b  : 7;~

CL MU vrTTEP Chem. Superintendent/H-9 DATE ____

PART TLB Perform.ance St~andards Annual Sil-ary - (To be com~plet~ed at. the and .

~ of the fiscal year) Et-ate the employees accomplishments relative to the major **i

?... accountabilities, specific projectsu and/or assignments listed in Part X.L. ~

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. -,- PLOYEE APPR.AIMSL - pass 3 RPM-E C. L. Flser TITLE/PG Chem. SuperintendentlM-9 DATE _ -.

PART 1I Behavioral Standards - (To be revised at the eginning of the fis.c

• --z'-: "year and evaluated at the end of the fiscal year) The following list those .: ,.,.

- behavioral standards against which each employee should be evaluated. The - 7 1

- extent to which they are used will vary depending on the nature of the . ' .

position of the employee and the type of organization. Others may be added a. .

..\-:- appreopriate. *" . .. .. * . . ," . .,

.-  :., 1. FLEXIBILITY low II.I ' L . high ""'

Comments Tends to follow rather than lead. therefore - p-ears to be Quite .- ". 1" flexible. Was not actually in personnel creas associated with RI? .5.,

process. .

2. DECISIOn-MAKIUG low hih "Comments I feel that T have to have promrt decision makin*. ",.

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3. DEPENDABILITY low X hih Co-ents Meets work schedule as assisned.

4. SELF-MOTIVATION low / c h/ g.

Coaents .,P. A

5. INFLUENCING OTHERS low X hih .4 Comments  : "

1.6. PROEM SOLVIWG AND ANALYSIS low X hi.b Cc.*-nt

- ' 7. TECI[NICAL/PROFESSIONAL COMPETENCE low IX/Il high Comments Technically very competent.

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8. INNOVATING low I X *high..

-

• Cor-ients Vot a risk taker.

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', .. 9 ORAL COMMUNICATIONS lowl....... high "

Co-ents Ts. .. not .. . . . . ..

assertive and .

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talk .

around sublect.

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~~ ~EMLOYEE ALPPRAISALL - page 3a .:- -! ".

NAME,. , . . . ,. DATE

• :, . G.

NAHE. ... L. Fieer " -TITLE/PG Chem Superintendent/K-9 DATE ,_..__

"t - .'-I:- , " ;47 . 5

,--.-:. 10. WRITTEN CO"."U`VICATIONS " ' low Ih * ...

12. low .W 4.. .. *,4 T. oT' * .- "- "..7 * , . ... 7.. ,,.-,.r

!-::*-' Cowentu Relies almost exclusively on power of position. Does not spend *'<'$.

i-.-.sufiettime with RLAL. .

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• • . I, 13.: UPELVNNING 4....SUPTEARWORY I ORGAIZIN "N low low Ihh lx.l*X ___' high "'"*"

"*-- ,*"' "" Co=ents Is a team player Concerned srimrily with chemistry, but helps tea

-. put Ti context. ., .

.*.-;""- 13. PLANN~ING MND ORG.ANIZING low / / I X I I high *""

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• Y-," 14. SUPERVISORY IMPARTIALITY low I I / X I. h..

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15. SUBORDINATE DEVELOPMENT low / / I / I / high Coements H-Pas not Prepared a subordinate to assume his position.

16. ORGAN1ZATIONAL KNOWLEDGE low I / /I l l high Comments

.. , 17. EMPLOYEE COMMUNICATION low I .'__1__/_ / high Co=entu Does not Ket ressare over clearly. Tends not to answer

' . uestions directly.

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18. RESOURCE MANAGEMENT low / I/ / /_ high Coments

.. 19. _._._1_.__./._.1high low

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-* EPLOYEE APPRAISAL-EM. page 4 " " "

.:.:._ *WAKE G. L. Viser TITLE/PG Chem. Superintendent/H-9 DATE .'-.-__

PART 11 Eployee Appraisal - (To be completed'at the end of each quarter)

,--"'-'.-. Su ry state..ent of the employee's perfor=a.nco during each quarter of the

• ,*-.- ..:. fiscal year as noted by the m=anager and discussed with the employee. . * .

FIRST QUARTE.R a~.

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SICNATURES:

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• I EMPLOYEE f,, ,  :'.- DATE ....

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SECOND QUARTER

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.E3LOYEE APPRAISAL - page 4a & . . - .- ,

'w:' C.  ?"eerTITLE/PG Chem Supeirintendent/H-9 DATE

* :-. J.: S.-.D.-. **L..'* .1""...r ,U-; -, **.- .,* * .

'PART I.. Employee Appraisal".- (To be completed at the end of each quarter) " ",

• Su= ary statement of the employee's performance during,each quarter of the fiscal year as noted by the =.nager and diucu sed with.the employee."' .,

THIRD QUARTER / .""-' ., .:.,.-' .

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K"JAGER DATE

"-;EPLOYEE DATE "FOURTH QUARTER 'Hr. Ficer has irmroved in this quarter. Aggressiveness and hands-on management of personnel problems io still not where it should be for a superintendent. Be did perform well with a technical rroblem that arose thni s 7::.'  :- uarter (DG fuel aid sampling). I need to see a more can-do attitude and

'7 active decision mrakinx in the future. '

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• EMPLOYEE APPRAISAL; page %JvJ4A*

"; NAME C.L. riser". TITLE/PG Chem. Superintendent/H-9 . DATEK-_*

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• E BE COMPLETED EMPLOYEE BEING SSE-.,.--,,..._ .. .

- .ote:~. The info tntaon*requested on this psge Is optionalV. a i.s Intended to".*c

.{.2serve as an aid ii idenLifyin*'career..and developmental opportunities h '."

-;"are in line wlth'both the goais.of,tbe e*ployeo and tbo'needs of,.h' -- '

• .. ortanization..'-Your. supervisor: is *to add his/her comments i discus i-this "

'in.formation with you'.' suggest.'. development pla." (ag appropriite)*.'and "foard'.,,

'..:: this information to the next'level.6f supervision.:- You will have.an" ' ,.

opportunity to update this information once a year,* or you may request that ..

4,'-. >e updated any time you desire during the course of the year.,",.

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CAREER INTERESTSB. -"" /" ":":"-"T' 7 " " " . .. . "-,

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QUALIFICATIONS ' " 3 -'4

2. Describe your main strengths which support your career Lntesrests. .j a.'.-.

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"" DEVELOPHENT ACTIVITIES "

3. Please describe any activities you have undertaken to develop your

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. knowledge, skills, or abilities so that you are better prepared to pursue *4*.

-. your career goals.

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EKLOE APRIA page 5a EAX C.L. riser TITLE/PG Chemn. Superintendent/H-9 DATE ____

(TO BE COMPLETED BY MAA1iGER)

~~* EVELOPMEST PLANiS (concidered the needs of both current and pot~ent~ial future

~~ e6uignmantsw) r-%L6kA Area To Be Developed E Actions E

Ai.re;1vneuf Arear of w.eekness can only be E corrected in a line management Comnunieation vertically E position with increased coachinit E counseling by m~yself.

-E M ore active involvezent from me.

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