ML20247G982
| ML20247G982 | |
| Person / Time | |
|---|---|
| Site: | Seabrook  |
| Issue date: | 04/26/1989 |
| From: | EDS NUCLEAR, INC. |
| To: | |
| References | |
| OL-I-MAG-081A, OL-I-MAG-81A, NUDOCS 8905310130 | |
| Download: ML20247G982 (8) | |
Text
VSENT BY!IMPELL/Lincolnshire,ILi 4-18-89 :10111AM :
3129402021-CCITT G3:s 7
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$cF eldis@ nuclear Performance System Performance Evaluation eldis@ associates NUgE R REGULATORY C'OMMISSION Docket No. fd* 4 4 *' _ Official Exh. No.
in the matter of SMic h it bo N
Staff
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SEr T BY: IMPELL/Ltncolnshire.IL: 4-18-c9 110:11AM 3129402021~ f CCITT 33 8 8 v
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Purpose:
To provide an annual communication between supervisor and employee of the individual's overall performance.
Both supervisor and employee individually complete this form. The employee's self evaluation is l
critical to the Performance Evaluation Process.
==
Description:==
Evaluation of Results This section evaluates the results achieved in relation to the results expected. Refer to the Plannirsg and Review forms prepared during this performance period. List all significant accomplishments, both planned and unplanned. Sort them according to importance. Be specific and make sure you consider the entire review period. It is helpfulif supervisor and employee agree ahead of time on a common format for filling out this section.
Application of Skills and Abilities The focus nere is more on the performer than tne performance. Explore the specific knowledge, skills, attitudes, abilities and work habits of the employee. Note changes in the employee's abillties during thle review period. Deal with strengths and improvements needed as objectively as possible.
Overall Evaluation of Performance From all information available on employee performance during the review period, the supervisor and the employee separately rate the employee's performance on this five point scale:
1 PERFORMANCE CONSISTENTLY SUPERIOR TO EDS STANDARDS: Job performance is clearly exceptional and consistently exceeds expectations as outlined for the position. Employees ruled in this zone reflect performance and contribution which relatively few incumbents would be expected to achieve.
2 PERFORMANCE FREQUENTLY EXCEEDS EDS STANDARDS: Job performance consistently exceeds most of the position requirements and is well above what is defined in the position standards. The employee exceeds the defined performance and by ED8 standards is outstanding in terms of quality, job scope and timing as outlined in the position description or charter.
3 PERFORMANCE CONSISTENTLY MEETS EDS STANDARDS: Job performance consistently meets EDS stardards in all respects as measured against the position specifications. The employee meets the full scope of accountabilities in a competent manner, and la able to consistently exhibit this performance over the entire performance period.
4 PERFORMANCE USUALLY MEETS EDS STANDARDS: Employees rated in this zone are those performing at a generally satisfactory level with some elements of the job requiring further improvements. Performance in this zone may be viewed as developmental and tending toward reaching fully competent performance.
5 PERFORMANCE DOES NOT MEET EDS STANDARDS: Job performance is far below the position requirements and is not acceptable. Employees so rated must immediately apply corrective action to increase performance to an acceptable level. Employees rated in this zone do not qualify for a salary increase.
If either personewants to elaborate on their rating there is.a space provided for a brief comment.
Development Before the discussion, the supervisor and the employee individually note altematives to build employee skills or add new skills. During the discussion, they should agree on what will be done in the next planning period to improve employee performance. Actions can include support from the supervisor as well as employee efforts, it is important that this discussion gets translated into objectives. The Professional, Supervisory and Managerial Checklists are useful supplements to this section.
Comments This section can be used by either person to record additionalinformation appropriate to the evaluation. This might include additional explanations of other sections, notes on how the discussion went. Questions that come up for future consideration, or employee's reaction to the performance Evaluation.
'SENT DY: IMPELL/Lincolnshire.IL: '4-18-89 :10:12AM :
3129402021~
CCITT G3:# 9 4
eds() nuclear Per"ormance Eva uation eds() associates MIlOENML~
Employee Geary W. Sikich Title SE Divialon/ Region SED /MWR Date 12/30/83 supervisor J. Vincent Everett
. Evaluation of Results T:aview the individual's objectives and accomplishments for the period bsing evaluated.
Note what was accomplished (and what was not), how well it was completed and how Important it was.
Please see attached sheet i
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SENT cY:IMPELL/Lincolnshiro,IL: 4-18-89 :10:12AM :
3129402021-CCITT G3:tr10
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4 Application of Skills and Abilities Comment on the employee's effectiveness in using his or her skills and abilities in the j
accomplishment of task responsibilities and objectives.
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Please see attached sheet i
PERFORMANCE I
PERFORMANCE, PERFORMANCE PERFoRMA.4CE PERFORMANCE CONSISTENTLY l
DOES NoT MEET USUALLY MEETB CONSISTENTLY MEETS FREoVENTLY EXCEEDS SUPERIOR To 1
EDS STANDARDS EDS STANDARDS EDS STANCARDS EDS STANDARDS EDS STANDARDS 1
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comments on the Rating:
I This is Geary's 6 month evaluation and reflects what is normally a learning I
period for new employees. Geary has come up to speed quickly and consistently meets the standards expected of a Senior Engineer, 1
Development Areas j
Describe the specific areas in which development is required.
Please see attached sheet Comments:
The connents above all reflect the newness of Geary to the organization and are part of the nonnal growth process We have reviewed this form together. We both know its contents will be used by the Company in
. con etion with sa ry m)i istraptn and employee placement and promotion.
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RissW Employee' ature '
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Oate Supervisors Signature Date Second Level Supervisor's Comments:
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J SENT DY:l'IMPELL/Linco l nshire4 IL t-O-18-80 110:13AM i 3139408021*
CCITT G3:311 a
Professional Checklist b
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Date Employee
' Think about the person's Needs to Needs to current abilities and '
respond only to the,
improve in.
Improve in
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following statements Does this :
this for this for that are relevant:
well now current job future jobs e
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- t. Completes work assignments accurately,
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thoroughly and neatly.
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- 2. Meets time schedules for work assignments under varying pressures.
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3, Compiles with EDS ar.d division po!!cles and
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j procedures.
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- 4. Defines priorities properly and makes j
efficient utilization of resources In
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completing all responsibilities.
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- 5. Decisions within the scope et responsibility are executed correctly and those beyond the scope of responsibility are appropriately t
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' referred to nigher levels.
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- 6. Verbal presentations are concise, relevant
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and understandable.
- 7. Documentation of work la readable, understandable, logically sequenced and j
j complete.
- 8. Quality written documents are produced that require ilttle if any editing or
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rewnting.
- 9. Communicates and works effectively with j
cilents, both on the telephone and during
, meetings and presentations.
- 10. Anticipates and fulfills expected needs of j
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supervisor and/or division.
- 11. Solves difficult technical problems
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effectively and correctly, given a minimum -
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_ amount of guldance.
- 12. Generates and implements eMective new
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Ideas and suggestions, and recommends
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solutions for problem solving situations.
- 13. Sets and meets high performance f
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standards.
- 14. Works cooperatively with aciociates and supervisor, and accepts assignments j
wittingly.
- 15. Adjusts effectively to new or changing y
' situations.
- 16. Increases knowledge of field or work and keeps current with associated changes.
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- 17. Seeks assistance when needed to stay on j
' direct solution path.-
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- 18. Maintains high performance standards in
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8 the absence of the supervisor.
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- 19. Demonstrates knowl edge and
'ff implementation of QA requirements V
q appropriate to work.
SENT BYtIMPELL/Lincolnsnico.IL: 4-10-89 110:14AM 3129402021-CCITT G3:s12 e
Su:>ervisory Checklist Date Employee Think about the person's Needs to Needs to current abilities and respond only to the' improve in improve in following statements Does this this for this for that are relevsnt:
well now current job future jobs
- 1. Selects effective employees and motivates g
people to utilize their abilities fully.
- 2. Develops, analyzes and evaluates effective operating procedures.
- 3. Able to develop and maintain buoget 2.
targets.
- 4. Able to develop and maintain work
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schedules.
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- 5. Supports and equitably applies EDS policles and procedures relative to divisional goals and personal responsibilities.
- 6. Supports Affirmative Action policles and goats, and treats employees equitably with regard to promotion, salary increases, and
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selection for training.
- 7. Delegates appropriate responsibility to
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others.
- 3. Ascertains matters of importance and N
utilizes resources effectively and efficiently.
- 9. Develops the potential of subordinates
'd through appropriate tralning and coaching.
- 10. Ensures quality in the work performed by N
subordinates.
- 11. Communicates effectively with subordinates and manager, and provides
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timely and accurate information.
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- 12. Provides effective and appropriate assistance willingly to other sections / divisions.
- 13. Looks beyond what is required by the
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V immediate task.
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SEN BY: IMPELL/LincolnshireJILt 4-16-89 110:14AM :
3129402021-CCI*T G33813 l.
Evaluation of Results l
L This is Geary's first performance evaluation with Impe11. Geary joined Impell i
and was sent to Texas as part of the emergency planning team at the Commanche Peak Plant (TUGCo). Geary's position on the project team presented a unique set of problems and opportunities. Long tern, TUGCo is a WR client that is currently being serviced by the WR. Geary was asked to integrate into the 1
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project in a' manner that would enhance the WR position and provide for a l
higher level of project organization and control. Geary was successful in f
achieving both objectives.
Geary adapted quickly and was considered an asset to the success of the overall program.. He has received high praise from both the Impe11 and TUGCo' personnel for the quality of. work and the ability to meet schedules.
Geary did not have the opportunity to function as a Project Engineer during his assignment in Texas. However, Geary has exhibited, through self motivation and initiative, the desired traits for a Porject Engineer. With the potential workload over the next year in emergency planning, the opportunity for Geary to b.e utilized as an Project Engineer is high.
It is felt that an assignment as a project engineer is a key to Geary's continued development.
Geary has also shown a very aggressive marketing attitude and has taken his own initiative to follow up leads. This attitude is connendable and desirable for an Impe11 employee.
Geary does have some areas where improvement can be made. Geary.needs to relate his >ast experiences in more general terns. Most utilities don't like to be told low things are done at another utility. These comparisons are good in showing you have the background and experience but not effective when comparing two different power plants by name. Geary has strong technical knowledge in the areas to include other SED work scopes. This will also be an asset when marketing.
Geary should go more with his own instincts even if they conflict with a client.
Our clients can perceive when contractors are telling them what they want to hear as opposed to what they need to know.
Even if it is painful, long term the client knows you've leveled with him. Finally, Geary needs to develop his ability to manage projects. This will include supervising a group of people, controlling budgets and schedules, and producing a quality product. This can better be evaluated at his one year progress evaluation.
.Through continued interaction with clients and the opportunity to function as a project angineer, these areas will strengthen.
Geary's desire to work hard and progress in the company should be reinforced and opportunities will be provided for this growth.
'SENT.BY:IMPELL/Lincolnshire.ILi 4-18-8B 110:15AM 3129402021~
OCITT 03te14 Application of Skills and Abilities The following areas art identified as strong points of Geary:
Strong Point!t 1.
Hard worker willing to put in the extra hours to produce a quality l
document.
2.
Very flexible and adapts to the clients needs.
3.
Good initiative and functions well as an independent worker requiring minimal supervf s!on.
4.
Does not delay projects..pe to not having all of the information needed, but completes as A,.ch of the project as he can, 5.
Has received good connents from both the client and the NRC on the quality of work.
6.
Has shown good planning and organization but needs to keep short tern and long ters priorities in perspective.
7.
Exhibits good verbal and written skills but sometimes drags conversations ~ on too long.
8.
Is open in discussions and expresses feelings of concern or doubt openly and listens to feedback.
Development Areas The following areas were identified as constructive comments to help Geary imprvve as an Impe11 employee:
1.
Refers too of ten to how things were done at FERNI which tends to irritate some people.
2.
Needs to broaden technical background 3.
Has 5 tendency to try to read the client and tell him what he wants to hear instead of his own ideas.
4.
Needs to work hard on interpersonnel skills to get along with people even if they don't want to get along with him. Patients with less knowledgeable people and a supportive attitude as opposed to an intimidating less patient attitude should be exhibited.
5.
Weeds to be conscious and sensitive to how others perteived him as willing to be a team player. Avoid the perception of being superior to other co-workers.
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