ML030900713
| 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) | |
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PERFORMANCE RE' DEVELOPMENT PLAN (FOR HANAGER-J SPECIALISTS)
(For COO L TVAN Use Only)
Name SAM L. HARVEY III Position Senlor Chemistry & Environmental Protection Speclallst Review Period 10/1/94 to 9/30/95 Date of Annual Performance Review Social Security Number Organization Chemistry 6 Environmental Protection Exceeds Expectations Meets Expectations Meets Some Expectations Unacceptable PERFORMANCE RATINGS DEFINITIQNS 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. May 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 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 Initials W
_Date DIscussed 00..
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% W Znd tanager Empl oyee Initial; Date oicussed 3rd Maagaer Emplovel in tialT Date Discussedi Haniger E~oe Initials Date DIscussed IVA 4535 (1-93) [2-951 1.3035G T nMplA IQ-t O
oOCKETED USNIC 2a3HAR1 I Aii II48 OFFICE D-- iK. SEJc(LIARY RUDICAT~iOHS STAND
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.: 0 PERFORMANCE OBJECTIYES Establish specific results or goals that this employee is expected to achieve during this rating period. (Additional pages may be used as necessary).
f MAHACE IVES PERFORHANCE SUHHARY Revlew performance against each objective.
Discuss results achieved, areas of success, and Improvements needed.
Cite examples where approprlate below. Then mark (X) In the column on the right which best describes the employee's performance.
I EXPECTATIONS r
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- 1) Chair and schedule Analytlcal Working Group meetings. Target Date: Quarterly
- 2) Assist Sequoyah with optimizing condensate polisher regenerations to minimise resin degrada-tion and provide for Improved secondary chemistry control with ETA, boric acid, and hydrazlne while minimizing sodium and sulfate Ingress. Target Date:
9/30/95
- 3) Assist the sites In development and Implementation of Chemistry Improvement plans to improve the Chemistry Program at each site. Target Date:
9/30/95
- 4) Perform site chemistry oversight, technical support and program guidance as required. Target Date: 9/30/95
- 5) Perform two peer reviews a week at SQN, and assist site In correcting Identified deficiencies.
Target Date: 9/30/95
- 6) Provide short and long term data trending evalua-tions and recowniendat ons for SQH and assist with issuance of a monthly and annual report. Target Date: 9/30/95
- 7) Assist SQN in Improving the SQN chemistry program deficiences such as Identified from the last IHPO audit. Target Date:
9/30/95 Working Group progress was Interrupted due to other site related priorities taking precedent. Sam supported those tasks shifted to other groups (i.e., QITs. etc.).
Excellent effort; Sam has played a major role In developing the plan and carrying out the various tasks. Hteastumed ownership and is proactive In moving the process forward to completion.
Development of plan/tracking document was completed. Con-tinued followup with the site is needed to keep tasks on track.
Good effort In this area was observed.
Sam has been pro-active In assisting the SQN Chemistry.Manager In focusing on 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.
Satisfactory peer reviews were performed.
However, Sam's schedule was Interrupted In the 4th quarter due to his coonitment to S/G chemical cleaning bf Unit 1.
Excellent effort; Sam was the key player In facilitatin weekly data reviews by the SQN chemistry staff. He wilingly took the lead In preparing the monthly chemistry reports and has helped establish a sound process in data trending and review.
Sam has worked dill gently In helping the SQH site staff In correcting outstanding INPO Identified deficlencles.
10%
10%
10%
5%
12%
10%
X X
9 40 30 30 15 48 30 I
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1VA 4535 (1-93) L2-95] t Performance Objectives -
70 Percent of Total Weight
_ Total JQLi
a C
/
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).
I
'N:E ES PERFORHANCE SUHHARY Review performance against each objective.
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.
EXPECTATIONSI7 W
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G H
T X
E X
C E
E 0
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T 2 -1 U
N H A E C E C T
E S P T
S A 0
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- 8) Assist SQN In the implementation of the Chemistry Upgrade project, Raw Water treatment program, 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.
target Date: 9/30/95
- 10) Asstst with benchmarking of the chemistry program to recomiend chemistry goals and best Industry practices. Target Date: 9/30/95 C.'
0 O0 0)
Progress has been satisfactory. However, raw water treatment has been slowed due to budgetary cutbacks.
Satisfactory performance.
Satisfactory performance.
X 15 7.5 7.5
- 2.
5t X
x 2.5:
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.e f r a c _ b. e c t i v e..0 P e c n o T o a W e i _ t T o l IVA 4535 (1-93)
IZ-95J Z Performance Objectives -
70 Percent of Total Weight..
.L 1otal
I-I PERrORMAN(
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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 5.
PERIORMANCE
SUMMARY
Review performance against each behavior.
Discuss results achieved, areas of success, and Improvements needed. Cite examples where appropriate below. TIen mark (X) In the column on the right which best describes the employee's performance.
V E
I G
T X
EXPECTATIONS 4
3 2 -1 H
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EL x
S P E E S A
E E 098 D T M L S S E E
T TA L
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- 1. High Performance 2.
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.
Teamwiork 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.
Goal setting has been performed. Continued focus Is needed to help SQN In their achievement.
Sam's teamwork has shown Improvement over the review period.
He continues to focus on being a good team player.
Satisfactory results achieved.
5%
5%
15 1s i5
- 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 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.
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(VA 453(i-93) (2-9513 Total1 Totair
BEHAVIORS These behaviors come directly from TVA's workforee 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.
PERrOR.iAHC-
'lons tRFORHANCE SUHMARY Review performance against each behavior.
DIscuss results achieved, areas of success, and Improvements needed. Cite examples where approprlate below.
Then mark (X) In the column on the right which best describes the employee's performance.
H E
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H T
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S. Continuous Improvement 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 Satisfactory results achieved.
5%
X 15 1.
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.
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 Sends and receives Information clearly, accu-trately, thoroughly, and effectively; verbal, written, up. down, lateral, one-to-one, and nronin rncmunication.
I IVA 4535 (1-93) EZ-95 4 Total 15
. J(
DEIAVIORS Thesc behaviors come directly from TVA's workforce mission.
Employee and supervisor jointly decide which of these behaviors specifically ap1 for the revIew period. Choose up to six behavilors, with no behavior receiving a weight of less than 5.
PERFORM(
IORS
1 PERtORMANCE
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.
W E
I G
T X
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T S
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T A
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- 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. PlanriIng and Organizing Sets goals and develops strategies for meeting goals.
- 12. Technical Shows familiarization and utilization of tools, equipment, concepts, methods, and procedures which reo disciplIne specific and necessary for professional excellence.
Sam has shown Improved decIsion making. He takes a more proactive approach toward finding solutions to problems.
Satisfactory results achieved.
5%
5%
X X
15 15
- 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
.. 0 4-Ove' Stre
- nEVELOPHENTAL HEEDS (To be completed by supervisor wIthS sTpchnical deotlt In stkam aenerator/balance of olant c nout.)
ry.
I 5:
- Willinoness to support site chemistry staffs Overall Dev. Needs:
Continue improvement In the area of teamwork: continue to helo facilitate getting raw water/makguo water treatment implementkd t 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
- 8) Plant programs Plant program review 01/96
- 9) Rotate assignments Rotational assignments 01/97 0
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Adentified In FY94. lie excilled In lhis overalL supoort-of the SONl chmistr-y-program and olaved-t-key role In thme 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 as een ellnotd.-Kep R-te-god wr..
n 00 0'
TVA 4535 (1-93) (2-95) 7