ML030920194
| ML030920194 | |
| Person / Time | |
|---|---|
| Site: | Browns Ferry, Watts Bar, Sequoyah  |
| Issue date: | 01/17/1996 |
| From: | 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 6220, TVA-Staff-102 | |
| Download: ML030920194 (8) | |
Text
.. I P. C RAS
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PEArOR*WACE REVIEW AND DEVELOPMENT PLAN Name WILSON C. HcARTHUR Social Security Numbs Position Manaaer. Radiological Control Organization Radiological Control Review Period 10/1/94 . to 9/30/95 Date of Annual Performance Review PERFORMANE TINGS DEFINITIONS Exceeds Expectations Individual far exceeds expectations for this objective or expectation. Frequently makes significant contributions well beyond job responsibilities.
Msets Expectations Individual consistently meets expectations for this objective or expectation. Employee knows and performs the job well. HMy occasonally 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 e ployee to fully moet expectations. Performance does not Indicate successful completion ofall assigned responsibillties.
Unacceptable Individual consistently below expectations and performnce Is unacceptable for this objective or expectation. Kay require more supervision than expected. Improvement required to meet expectations.
QUARIERLY REVIEW DISCUSSIONS 12i DiManager 2nd 3rd Eis~iive 4th
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PERL HNCE OBJECTIVES PERFORMANCE OBJECTIVES PERFORMANCE
SUMMARY
EXPECTATIONS Establish specific results or goals that this Review performance against each objective. W T 3i 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 N as necessary). where appropriate below. Then mark (X) In the G X N A colunn on the right which best describes the H E C T employee's performance. T E C 0 C 5 T A X S P A E ES A
- 1. The Incumbent will meet the expectations of the 10% x 30 Operations Services (Radcon) Business Plan.
Corporate Radcon Expectations and Goals as determined by the Corporate Radcon Task List.
Attention to safety standards and good house-keeping practices will be maintained. Meet management expectations as described by the General Hanager, Operations Services.
- 2. Maintain focus on the top priorities listed for 10% x 40 TVAN and the Top Priorities listed for Operations Services and Corporate Radcon.
- 3. Meet budget requirements for FY95 and continually 10% x 30 look for effective ways to reduce costs.
- 4. Support the TVAN standardization effort by 10% x 30 providing review of standardization documents and Involvement In process reviews as required.
S. Visit the sites on a routine basis and exhibit a high level of support for the activities at the sites.
- 6. Maintain emphasis on the principal responsibl- 10% x 40 lities of Operations Services:
- Progranmatic activities
- Long-standing problems
- Industry Initiatives
. _ Performance Oblectives
- 10 Percent of Iotal Weloht _T u
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PERFORHANCE OBJECTIVES PERFORMANCE OBJECTIVES PERFORMANCE
SUMMARY
EXPECTATIONS Establish specific results or goals that this Review performance against each objective. U i4 3 2 -l 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 6 X H A column on the right which best describes the H I C T employee's performance. T C C 0 C T E T
% X S PA C N I L C E S A E I O B
- 7. Maintain a high level of productivity and 5% x 20 effectiveness In all areas of Radcon. Works aggressively to Instill a competitive spirit and to recognize that we must continuously evaluate our resources to be the best we can be.
- 8. Support professlonally the functions of the WON 5% x 20 and BF NSR8 sub-comaittee responsibilities.
- 9. Resolve the Interface problems with the Resource 5% x 20
. Group.
- 10. Pursue a high level of technical cpabillty by 5% x 1S personal development and attendance at approprlate conferences/meetings.
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I r PERFORHANCE BEHAVIORS BEHAVIORS PERFORMANCE
SUMMARY
EXPECTATIONS These behaviors come directly from TVA's workforce Review performance against each behavior. *3 2 -
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 I 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 I C T employee's performance. G E C 0 H C E S T CCE E SAO B MT H L
- 1. High Performance 5% x 20 Sets clear ooals for self and others; includes the needs o 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 ensuring results are achieved.
- 2. Teamwork S% x 20 Shows a team orientation by placing team oals 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. Continuous Improvement 5% x t5 Determines customer expectations; Identifies strengths and weaknesses inpresent 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.
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- i-PERFORMANCE BEHAVIORS BEHAVIORS PERFORMANCE
SUMMARY
EXPECTATIONS These behaviors come directly from TVA's workforce Review performance against each behavior. ' 2 -
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 V N the review period. Choose up to six behaviors' where appropriate below. Then mark (X) In the I X H A with no behavior receiving a weight of less than S. column on the right which best describes the I I C T employee's performance. 6 I C 0 H C T I T T X S P A C N T L X E I S A D TH B
- 4. Coaching and Developing _ x E -
Sets clear performance expectations with each employee; provides ongoing feedback; works with employees to prepare individual development plans; provides support and resources for Implenmentation of development plansi evaluates performance based on established expectations.
- 5. Leadership 5S x 20 Consistently comnunicates 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.
- 6. Planning and Organizing 5X x 15 Sets goals and develops strategies for meeting
- Performance Behaviors
- 30 Percent of Total Weight . . . . - Total SO OVERALL PERFORMANCE EORHULA RATING Objectives Rating Total - 245 MEETS EXCEEDS HEETS SOHE UNACCEPTABLE Behaviors Rating Total a 105 i Overall Rating Total
- 350 Divided by 100
- 3.50 I I X l-I l
47i.-6 3.5/2 6 2.S7
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e.-rE.vuenrurmnnlUrUTAI uCrnc IV. hk. -fnlattd hu eitnarvitnr with SWtnI,.m Inout 1 Overall Excellent backoround Inboth education and experience. Knows TVA systems and processes well - He ts well connected Inthe Strengths:
Strenths:Industry and draws on other operating experience to locrove TWAN Radcon performance.
Overall Continue to follow new methods & techni'ues within the Industry relative to Radcon. Expand his Inout to areas outside the Radcon Dev. Needs:
arena. I believe he can take on more resoonsibilIty inthe chemistry and environmental area as well as training and other technical exPertise.
CAREER OBJECTIVES (O - 3 vearsl Employee's stated Career ObJectives: (Priority order)
(1) Radcon Chemistry "anager (3)
(2) Operations Supoort General Manager (4)
IIDIV jDUAL"EVELOPMENT PLAN AREAS POR OEVELOPMENT ACTION TARGET List specific knowledges, skills, and behaviors to be List steps which can and will be taken to DAYE FOR developed. Indicate areas of current performance address these development needs. COMPLETION COMPLETION which need to be develooed with in asterisk MI. 12-18 mo.) (XI
- 1. Continue to develop technical capabilities. 1)Attend PEP courses at the Annual Health July 1995 Physics Society Meeting
- 2) Take a technical course Inradwaste September 1995
- 2. Increase ability to make timely decisions Take a management skills course inmanaging September 1995 regarding employees. employees
OVERALL SUHMARY OF PERFORMANCE; Performfnce has been excellent throuahout Fy 95. Wilson his dealt with [!anv chanlng orioritles and handled these well In utilization of resources both In manoower and dollars. He has contributed sianificantlv to the standardization effort and been heavily involved In resolving
.roblems. Exaroles are REX errors. consolidation of TLO facilities. Interface with resource orouo and SCAR resolution. He had demonstrated nood leadershia. sets an excellent examoe. and always looks for a guality product.