ML030900713

TVA - Staff Exhibit 65 - Rec'D 06/17/02: Performance Review and Development Plan for SAM L. Harvey, October 1, 1994 to September 30, 1995

ML030900713
Person / Time
Site:	Browns Ferry, Watts Bar, Sequoyah
Issue date:	11/04/1995
From:	Ravi Grover, Harvey H 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, CD000839, RAS 6168, TVA-Staff-65
Download: ML030900713 (9)

Text

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PERFORMANCE RE' DEVELOPMENT PLAN (FOR HANAGER- J SPECIALISTS)

(For COO L TVAN Use Only)

Name SAM L. HARVEY III Social Security Number Position Senlor Chemistry & Environmental Protection Speclallst Organization Chemistry 6 Environmental Protection Review Period 10/1/94 to 9/30/95 Date of Annual Performance Review PERFORMANCE RATINGS DEFINITIQNS Exceeds 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 well. May occasionally exceed expectations In some areas. Fully competent and valuable employee.

Meets Some Expectations 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.

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

QUARTERLY REVIEW DISCUSSIONS 1st Znd 3rd tanager Empl oyee Maagaer Emplovel Haniger E~oe Initials Initial; in tialT Initials W _Date DIscussed Date oicussed Date Discussedi Date DIscussed

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PERFORMANCE OBJECTIYES PERFORHANCE SUHHARY EXPECTATIONS Establish specific results or goals that this Revlew performance against each objective. 4 1 3 1 2 -1 employee is expected to achieve during this Discuss results achieved, areas of success, V E U rating period. (Additional pages may be used and Improvements needed. Cite examples I N as necessary). where approprlate below. Then mark (X) In the G X 11 A column on the right which best describes the H E C T employee's performance. T E C 0 E r E T X S P A C ii T L E E S A E E 0 N 0 T 'I L

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1) Chair and schedule Analytlcal Working Group Working Group progress was Interrupted due to other site 9 meetings. Target Date: Quarterly related priorities taking precedent. Sam supported those tasks shifted to other groups (i.e., QITs. etc.).

2) Assist Sequoyah with optimizing condensate Excellent effort; Sam has played a major role In developing 10% X 40 polisher regenerations to minimise resin degrada- the plan and carrying out the various tasks. Hteastumed tion and provide for Improved secondary chemistry ownership and is proactive In moving the process forward to control with ETA, boric acid, and hydrazlne while completion.

minimizing sodium and sulfate Ingress. Target Date: 9/30/95 30

3) Assist the sites In development and Implementation Development of plan/tracking document was completed. Con- 10%

of Chemistry Improvement plans to improve the tinued followup with the site is needed to keep tasks on Chemistry Program at each site. Target Date: track.

9/30/95

4) Perform site chemistry oversight, technical Good effort In this area was observed. Sam has been pro- 10% 30 support and program guidance as required. Target active In assisting the SQN Chemistry.Manager In focusing on Date: 9/30/95 critical elements of the program which has been a key factor In helping the program to Improve as acknowledged In several program reviews within and externally of TVA.

5) Perform two peer reviews a week at SQN, and assist Satisfactory peer reviews were performed. However, Sam's 5% 15 site In correcting Identified deficiencies. schedule was Interrupted In the 4th quarter due to his Target Date: 9/30/95 coonitment to S/G chemical cleaning bf Unit 1.

6) Provide short and long term data trending evalua- Excellent effort; Sam was the key player In facilitatin 12% X 48 tions and recowniendat ons for SQH and assist with weekly data reviews by the SQN chemistry staff. He wilingly issuance of a monthly and annual report. Target took the lead In preparing the monthly chemistry reports and I

Date: 9/30/95 has helped establish a sound process in data trending and review.

7) Assist SQN in Improving the SQN chemistry program Sam has worked dill gently In helping the SQH site staff In 10% 30 deficiences such as Identified from the last IHPO correcting outstanding INPO Identified deficlencles.

audit. Target Date: 9/30/95 I -- 4 - 4-.&- -I-- 5- I -

1VA 4535 (1-93) L2-95] t Performance Objectives - 70 Percent of Total Weight _ Total JQLi

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PERFORMANCE OBJECTIVES I 'N:E ES PERFORHANCE SUHHARY EXPECTATIONSI7 Establish specific results or goals that this Review performance against each objective. W 73l 2 -1 employee is expected to achieve during this Discuss results achieved, areas of success, E U rating period. (Additional pages may be used and Improvements needed. Cite examples I N as necessary). where appropriate below. Then mark (X) In the G X H A column on the right which best describes the H E C T employee's performance. T E C 0 E T E T X S P A C H T L E E S A E E 0 8 0 T H L I I I. . .X.j _

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8) Assist SQN In the implementation of the Chemistry Progress has been satisfactory. However, raw water treatment X 15 Upgrade project, Raw Water treatment program, has been slowed due to budgetary cutbacks.

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. Satisfactory performance. 2.5t X 7.5 target Date: 9/30/95

10) Asstst with benchmarking of the chemistry program Satisfactory performance. 2.5: x 7.5 to recomiend chemistry goals and best Industry practices. Target Date: 9/30/95 C.'

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I- I PERrORMAN( tlORS C.

BEHAVIORS PERIORMANCE

SUMMARY

EXPECTATIONS These behaviors come directly from TVA's workforce Review performance against each behavior. 4 3 2 -1 mission. Employee and supervisor jointly decide Discuss results achieved, areas of success, which of these behaviors specifically apply for and Improvements needed. Cite examples V H the review period. Choose up to six behaviors, where appropriate below. TIen 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 T employee's performance. G E C E T EL T T x S P A L

E E S A E E 098 D T M L I- S S E - E - -

1. High Performance Goal setting has been performed. Continued focus Is needed 15 to help SQN In their achievement.

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. Teamwiork Sam's teamwork has shown Improvement over the review period. 5% 1s He continues to focus on being a good team player.

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.

I.. Innovation Satisfactory results achieved. 5% i5 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 not the Mb done riaht. a I - - J-. 4 I Total

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PERrOR.iAHC- 'lons up CC S-BEHAVIORS tRFORHANCE SUHMARY These behaviors come directly from TVA's workforee Review performance against each behavior. 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 H H the review period. Choose up to six behaviors, where approprlate 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 T employee's performance. G E C 0 H E T E T T x S P A C H T L E E S A E E 0 a D T H L 444X 4 .. X. I .k 4 r 4-I-

S. Continuous Improvement Satisfactory results achieved. 5% X 15 Determines customer expectations: Identifies strengths and weaknesses In present work methods; uses Quallty 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 ongolng feedback: works with employees to prepare individual development plans; provides support and resources for implementation of development plans; evaluates performance based on established expectations.

1. Leadership Consistently cowmunicates a clear direction for the workgroup; gains cowmitment and participation by modeling actions necessary to accomplish the di rection: implements an organizational or cul-tural change that gives action to organizational vision; recognizes And rewards others for their contributions.

Conmunication I

Sends and receives Information clearly, accu-trately, thoroughly, and effectively; verbal, written, up. down, lateral, one-to-one, and nronin rncmunication.

IVA 4535 (1-93) EZ-95 4 Total 15

. J( PERFORM( IORS 1 -

DEIAVIORS PERtORMANCE

SUMMARY

Thesc behaviors come directly from TVA's workforce Review performance against each behavior. 4 3 2 mission. Employee and supervisor jointly decide Discuss results achieved, areas of success, which of these behaviors specifically ap1 for and Improvements needed. Cite examples W the revIew period. Choose up to six behavilors, where appropriate below. Then mark (X) In the E X H with no behavior receiving a weight of less than 5. column on the right which best describes the I E T employee's performance. G E 0 E T T T X S A C H L E E S E E 0 0 T HI r

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9. Interpersonal Skills Interacts with others In ways that enhance understanding and respect.

10. Judgement and Decision Making Sam has shown Improved decIsion making. He takes a more 5% X 15 proactive approach toward finding solutions to problems.

Shows readiness to take action based on factual Information and logical assumptions.

11. PlanriIng and Organizing Sets goals and develops strategies for meeting goals.

12. Technical Satisfactory results achieved. 5% X 15 Shows familiarization and utilization of tools, equipment, concepts, methods, and procedures which reo disciplIne specific and necessary for professional excellence.

• Performance Behaviors - 30 Percent of Total Weight -- - - - - Total 30 OVERALL PERFORMAKCE FORHULA RATING Objectives Rating Total - 232 . MEETS EXCEEDS MEETS SOME UNACCEPTABLE Behaviors Rating Total - 90..

Overall Rating Total - 322 Divided by 100 - _.12L.. b1A Below IVA 4535 (1-93) (2-95] 5

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- nEVELOPHENTAL HEEDS (To be completed by supervisor wIthS sTpchnical deotlt In stkam aenerator/balance of olant c nout.)

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• Willinoness to support site chemistry staffs Overall Continue improvement In the area of teamwork: continue to helo facilitate getting raw water/makguo water treatment implementkd t Dev. Needs:

SON after Unit S/G chemical cleaninq is complete: continue to steer key SQN chemistry ororgams/olan to comoletion Ui.e.. secondary rhemltdrv nntimliatlinn.

CAREER OBJECTIVES (0 - 3 Years)

Employee's stated Career Objectives: (Priority order)

(1) Site Chemistry Manager (3)

(2) Site Rod/Chem Hanager )

INDIVIDUAL DEVELOPMENT P __AN____

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 on asterisk (0. 112-18 mo. ( X)

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

2) Attend radlochemistry 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 Supervisory development 01/96

7) INPO Attend IHPJ peer evaluator training b perfonn 01/97 an audit with INPO as a peer

8) Plant programs Plant program review 01/96

9) Rotate assignments Rotational assignments 01/97 0

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%c s ml, Adentified In FY94. lie excilled Inlhis overalL supoort-of the SONl chmistr-y-program and olaved-t-key role Inthme Program Improvement #$_

reflected In the last INPO review. He his helved the Site to reestablish kev fundamental orocesses such as'routine data trending and review.

fie has been the kev chemistry reoresentative for the SIG chemical cleaning task for Unit 1. liII lead role In the secondary chemistry 9pti~zaionprogam R-te-god as wr..een ellnotd.-Kep n

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