Results of Super Saturday

Wow, if Haug spent more time making money than created bull.... in the
company we would be a $100 stock.

On a different note, I was wondering if someone in your shop could map the
current A&A process from planning for on-campus recruitment to manager
promotion for the typical associate including timeline. This process
mapping should be very detailed to give us the greatest insight.

I think radical change is not the answer. The answer lies in a combination
of a) slight changes in process; b) increasing participation/ownership at key
points in the process by certain business units and people; and c) a credible
key business spokesman or spokespersons co-opting the other units where
necessary and providing the commercial leadership and representation for the
program internally. Overall this is a commercial program that needs to meet
commercial objectives - the closer to the front the better.

The goals of any restructuring are:
a) eliminate the perception that the program is not receptive to the
business units needs or any bu's perception that they lack ownership for the
program;
b) increase the quality of the recruits that are brought in and retained;
c) ensure we have the best people in the organization recruiting, selling
and interviewing;
d) ensure that we have the best commercial training program that firmly
grounds the associate in the "Enron technology" which include skills in
market understanding, structuring, finance, logistics and risk;
e) ensure the business units have the ability to identify the outstanding
talent early and give those people the responsibility necessary to move them
up the curve quickly (ie) quickly identify the Whalley/Lavorato's in the
program and, on the flip side, quickly deal with clear non-performance issues;
f) review the effectiveness of the current PRC process as a development,
retention and performance tool;
g) incorporate mid-year flexibility, internet recruiting techniques,
non-traditional sources of talent and
h) increase cost effectiveness.

The solutions may include mandated participation by certain business units,
people and teams, business tracks, etc.

I think a thorough process mapping/tracking can identify (or help me see) the
key spots for change/modification/ownership that reach these goals with the
least amount of wholesale change for the sake of change.

I think we need to get back to Jeff not next week but the following week with
a strawman.

Let me know your thoughts.

Regards
Delainey
---------------------- Forwarded by David W Delainey/HOU/ECT on 10/31/2000
05:06 PM ---------------------------

Charlene Jackson@ENRON
10/31/2000 11:36 AM
To: David W Delainey/HOU/ECT@ECT
cc:
Subject: Results of Super Saturday

FYI. I think this is inappropriate and will speak to Jeff. Just thought you
should know.
Charlene
---------------------- Forwarded by Charlene Jackson/Corp/Enron on 11/01/2000
11:34 AM ---------------------------

Becky Bruce
10/30/2000 10:55 PM
To: Charlene Jackson/Corp/Enron@ENRON
cc:

Subject: Results of Super Saturday

FYI.
Becky
---------------------- Forwarded by Becky Bruce/NA/Enron on 10/30/2000 10:48
PM ---------------------------

David Haug@ENRON_DEVELOPMENT
10/30/2000 06:03 PM
To: Shawn Cumberland/ENRON_DEVELOPMENT@ENRON_DEVELOPMENT, Ben F
Glisan/HOU/ECT@ECT, Hal Elrod/Corp/Enron@Enron, Emilio
Vicens/ENRON_DEVELOPMENT@ENRON_DEVELOPMENT, Brian Kerrigan/HOU/ECT@ECT, V
Charles Weldon/HOU/ECT@ECT, Kyle Kettler/HOU/ECT@ECT, Craig Childers@ECT,
Jeff Bartlett/HOU/ECT@ECT, Paul J Broderick/HOU/ECT@ECT, Gwynn Gorsuch@ENRON,
John House/HOU/ECT@ECT, Stewart Seeligson@ECT, Ray
McPhail/ENRON_DEVELOPMENT@ENRON_DEVELOPMENT
cc: Becky Bruce@ENRON, Mary Alison Bailey/HOU/ECT@ECT

Subject: Results of Super Saturday

Here is how the UT candidates fared at Super Saturday. 9 of 17 got offers (
others are coming to future Super Saturdays). This result is obviously
disappointing - - - 65% of the 55 students from all schools got offers. I
will be getting more info on why the other 8 were not well received. If
anyone thinks a manifest injustice or mistake has occurred let me know.
Ditto if you think anyone's prior background makes them a candidate for a
direct hire - - -i.e., not in the associate program.
On the "yeses", please let me know who you would like to follow up on
and encourage to accept. We will try to do this by volunteers: more than one
per student is OK, and each of you should select one or two. When you talk to
them, get their feedback on Super Saturday and the whole process. If anyone
wants to call any of the "no's", to commisserate, that's OK too. - - -DLH
---------------------- Forwarded by David Haug/ENRON_DEVELOPMENT on
10/30/2000 06:12 PM ---------------------------
From: Mary Alison Bailey@ECT on 10/30/2000 02:58 PM
To: David Haug/ENRON_DEVELOPMENT@ENRON_DEVELOPMENT
cc: Linda Fuqua/NA/Enron@Enron

Subject: PRTD - Results of Super Saturday