The Performance Evaluation Process (PEP) system is now open through Friday, 
Nov. 17, for all employees to solicit and provide performance feedback.  This 
process is powerful . . . if we provide meaningful feedback.

Management, when determining performance ratings, participating in PRC 
meetings, and providing feedback to employees, depends on the comments 
received via PEP.  For the users of PEP information to fully understand the 
employee,s performance and the ratings identified, specific comments are 
needed to explain each rating, including the overall rating.  It's most 
beneficial to describe specifically what the employee did and why their 
action was productive or why it needs improvement.

Comments on areas of strength as well as suggesting areas needing improvement 
are both important.  Just as each of us needs feedback and coaching to 
improve our skills in sports or other pursuits, we also need to know what and 
how we can improve our work skills and behaviors.  We all benefit from 
constructive feedback.

Please actively participate in the year-end PEP process and make your input 
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	Ineffective
	Feedback	Improved
		Feedback
Communication	"Jack communicates well."	"Jack was called on to provide written 
updates for the Ajax project and he clearly conveyed pertinent information 
that was easy to read, timely and suited for his audience.  The Accounting & 
Finance management team commented on how his reports saved them time."
Teamwork	"Sue,s a poor team player."	"When we got to +crunch, time sending out year-end 
reports, Sue chose to spend a day preparing her goals for next year, instead 
of pitching in and helping check figures and box up reports with everyone 
else.  We missed the shipping deadline and our reports were received a day 
late.  This impacted our customers and caused our team to miss an important 
goal."
Innovation	"Jennifer comes up with great new ideas."	"From reading an article on data 
transmitting devices, Jennifer identified a tool she thought could be 
utilized in our remote gas measurement applications.  Now implemented, the 
remote measurement device has saved us significant monies and time."
Leadership	"Tom often displays inappropriate leadership skills."	"Although Tom closes 
big deals and contributes significantly to the success of ETS, he lacks the 
ability to gain the support and commitment of others when dealing with 
support groups across departmental lines.  For greater success, he should 
listen more and provide rationale for his ideas and directives."
Technical	"Bill,s technical skills are weak."	"On three occasions, Bill misaligned 
columns or overlaid critical data when updating departmental, electronic 
spreadsheets.  These errors caused more than 30 hours of rework and 
approximately 8 hours of overtime to fix the mistakes."



For additional information or assistance on providing performance feedback, 
please contact your HR Rep or Roger Sumlin at 713-345-7967.

Thanks, in advance, for your participation in this very important feedback 
process.