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Enron Mail |
The Performance Evaluation Process (PEP) system is now open through Friday,=
=20 Nov. 17, for all employees to solicit and provide performance feedback. Th= is=20 process is powerful . . . if we provide meaningful feedback. Management, when determining performance ratings, participating in PRC=20 meetings, and providing feedback to employees, depends on the comments=20 received via PEP. For the users of PEP information to fully understand the= =20 employee=01,s performance and the ratings identified, specific comments are= =20 needed to explain each rating, including the overall rating. It's most=20 beneficial to describe specifically what the employee did and why their=20 action was productive or why it needs improvement. Comments on areas of strength as well as suggesting areas needing improveme= nt=20 are both important. Just as each of us needs feedback and coaching to=20 improve our skills in sports or other pursuits, we also need to know what a= nd=20 how we can improve our work skills and behaviors. We all benefit from=20 constructive feedback. Please actively participate in the year-end PEP process and make your input= =20 meaningful. PEP Feedback Tips: ? Provide feedback when requested. ? Rate only those skills and behaviors you have observed this year. ? Provide specific comments with specific examples. ? Indicate performance needs improvement when appropriate. Some Feedback Examples: Skill/Behavior=09Ineffective =09Feedback=09Improved =09=09Feedback Communication=09"Jack communicates well."=09"Jack was called on to provide = written=20 updates for the Ajax project and he clearly conveyed pertinent information= =20 that was easy to read, timely and suited for his audience. The Accounting = &=20 Finance management team commented on how his reports saved them time." Teamwork=09"Sue=01,s a poor team player."=09"When we got to =01+crunch=01, = time sending out year-end=20 reports, Sue chose to spend a day preparing her goals for next year, instea= d=20 of pitching in and helping check figures and box up reports with everyone= =20 else. We missed the shipping deadline and our reports were received a day= =20 late. This impacted our customers and caused our team to miss an important= =20 goal." Innovation=09"Jennifer comes up with great new ideas."=09"From reading an a= rticle on data=20 transmitting devices, Jennifer identified a tool she thought could be=20 utilized in our remote gas measurement applications. Now implemented, the= =20 remote measurement device has saved us significant monies and time." Leadership=09"Tom often displays inappropriate leadership skills."=09"Altho= ugh Tom closes=20 big deals and contributes significantly to the success of ETS, he lacks the= =20 ability to gain the support and commitment of others when dealing with=20 support groups across departmental lines. For greater success, he should= =20 listen more and provide rationale for his ideas and directives." Technical=09"Bill=01,s technical skills are weak."=09"On three occasions, B= ill misaligned=20 columns or overlaid critical data when updating departmental, electronic=20 spreadsheets. These errors caused more than 30 hours of rework and=20 approximately 8 hours of overtime to fix the mistakes." For additional information or assistance on providing performance feedback,= =20 please contact your HR Rep or Roger Sumlin at 713-345-7967. Thanks, in advance, for your participation in this very important feedback= =20 process.
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