Message-ID: <25812244.1075846388345.JavaMail.evans@thyme> Date: Sun, 26 Nov 2000 01:54:00 -0800 (PST) From: steven.kean@enron.com To: cindy.olson@enron.com Subject: DRAFT - Document for next week Mime-Version: 1.0 Content-Type: text/plain; charset=us-ascii Content-Transfer-Encoding: 7bit X-From: Steven J Kean X-To: Cindy Olson X-cc: X-bcc: X-Folder: \Steven_Kean_Dec2000_1\Notes Folders\Sent X-Origin: KEAN-S X-FileName: skean.nsf I had a hard time logging on remotely, so I just got this now. As you can see, it's a relatively brief "overview" presentation for Jeff, not going into much of the detail surrounding, for example, performance criteria and evaluation or job classification (where much of the real work remains). The main purpose of this presentation is to give Jeff something for the December Board meeting. I need your thoughts on something: one of the rationales I had discussed with McKinsey for this new organizational approach was the need to win the war for talent. A partnership at least theoretically creates unlimited opportunity and reduced hierarchy in an organization. It also creates substantial upside opportunity and continued motivation for the business leadership. My question for you and your team is where are we at risk in fact when it comes to attracting and retaining talent. My suspicion is that our turnover is farily low, and that it is especially low in the top tiers of the organization. Where we run into problems, my gut tells me, is that we have some difficulty getting the very best from the very best schools (ie we often lose out to the I-Banks and, perhaps McKinsey-level consulting firms) and that we have a tough time holding the most talented managers and directors (ie we're OK at the top livels already). Could you have someone do an analysis of the turnover rates at different levels? We may need to weed out the performance related departures (including those who left after getting a low performance ranking even if they were not officially terminated for performance reasons) if possible. ----- Forwarded by Steven J Kean/NA/Enron on 11/26/2000 09:40 AM ----- 11/22/2000 03:47 PM To: skean@enron.com cc: Suzanne_Nimocks@mckinsey.com, Jon_Zagrodzky@mckinsey.com Subject: DRAFT - Document for next week Steve, Attached is a draft of the pack we plan to use in our discussion with Jeff next week. As you might imagine, we've been going through many iterations of this document, and it is still very much a work-in-process. Hopefully, you can get a sense of the outline and where we are heading, but the specific points on each page will continue to be wordsmithed. We look forward to getting your reaction/feedback to the structure and overall message. Suzanne asked me to give you her home number, (713) 807-7788, where you can reach her over the weekend. Otherwise, please feel free to leave a voicemail for either Suzanne (713) 751-4390 or me (214) 665-1754. Thanks, Dan Marcontell (See attached file: 01204dm6c.ppt) +-------------------------------------------------------------+ | This message may contain confidential and/or privileged | | information. If you are not the addressee or authorized to | | receive this for the addressee, you must not use, copy, | | disclose or take any action based on this message or any | | information herein. If you have received this message in | | error, please advise the sender immediately by reply e-mail | | and delete this message. Thank you for your cooperation. | +-------------------------------------------------------------+ - 01204dm6c.ppt