Message-ID: <30043886.1075863626838.JavaMail.evans@thyme>
Date: Mon, 30 Oct 2000 14:00:00 -0800 (PST)
From: ets.announcement@enron.com
To: enron.operations@enron.com
Subject: Year-End Performance Feedback - Let's Do It Right!
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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.