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Enron Mail |
Charlene: Outlined below are the points I promised to send you before our
meeting on Wednesday morning. I don't know your agenda for the meeting, so it may or may not be appropriate to discuss all of these items tomorrow. Background: As a long-time supporter of the analyst program, I became concerned over the last several months as frustration emerged from other supporters of the program. Many of those expressing frustration are heavily involved in the recruiting process. It is their commitment to both recruiting and providing analyst rotations that has been key in attracting talented candidates to what has been the Merchant Services Analyst Program. I initiated a meeting, announced at Rick Causey's staff meeting, that would bring us together so that we could consolidate our concerns and then discuss them with you in a constructive manner. Our intent is continued support and improvement of the program. The meeting took place on March 28 and included the following: Brenda Herod ENA - Energy Operations Executive Lead - LSU Brent Price ENA - Energy Operations Executive Lead - UT Jeff Sommers CALME Executive Lead - Univsersity of Florida Ed Coats Corp. Tax Core Team Member - UT, A&M, LSU and University of Florida Sally Beck ENA - Energy Operations Executive Lead - UT and OU Carolyn Barrett EBS Howard Selzer Enron Global E&P Summary of Concerns and Discussion Points: One program, or two: Prior to campus recruiting in the fall 1999, an announcement was made that there would be one analyst program. Not much materialized from that point to clarify what that meant or how that would be managed. In fact, those of us involved heavily in the recruiting process saw that the MSAP and the Commercial Anlayst programs were managed separately and differently in terms of campus recruiting, rotations and orientation. We feel uninformed and therefore are hampered in discussing the analyst program on campus. SIngle start date: The single start date of July 17 for analysts is impractical and inflexible; a concern from our points of view for an innovative company. The July start date does not consider December graduates and is not necessarily practical for undergrads whose graduation dates are in May. Lack of communication: We are some of the most involved and committed senior managers in the MSAP, and yet we have received little information or communication about the program. We hear rumors of "tracks", but no facts or details. Some of us had heard about the single July start date, and some had not. Commercial focus too heavy: Presentation materials, the attitudes of support staff in the Associates/Analysts Program and interview processes are heavily focused on commercial needs, without understanding support needs. Lack of input from biggest supporters: Given the time and effort that many of us put into the MSAP, we are concerned that we haven't been asked to join with you in some of your plans for the program. We are concerned that decisions (example: the single start date) are being considered in a vacuum without what could be some valuable input from some of us. MSAP has taken a step backward: Previously, with a dedicated leadership team and staff, the MSAP had made great strides in the consistency of our on campus efforts, the quality of candidates, the acceptance rate of top candidates and the pride of participants in the program. We feel that the focus on the MSAP has diminished considerably over the last nine months, and we are anxious to work with you to renew excitment for the program. Summary Concerns/Discussion Points: Disc
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