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 To date we have received 125 comments via the pep system.; These can be 
generally grouped into three categories: 
Philosophical issues with PRC(see below for additional detail), technical 
system/process issues (which Help desk responds to immediately) and issues 
which HR needs to address such as incorrect source data, etc (which we refer 
directly to the appropriate HR rep).; In addition we received a lot of 
positive comments about the improved system and the interface, as well as 
several very useful suggestions for improving the system at year-end (details 
below). 

 Philosophical issues (28 comments): 

 ?;;;;;; Perceived unfairness of the process especially as regards Preferred 
Distribution-to harsh, unfair 
?;;;;;; PRC too frequent (reduce from 2,x a year to only once a year 
?;;;;;; Perception that PRC meetings are popularity contests and are 
ineffective in judging our talent 
?;;;;;; Disclosure of ratings should be mandatory across all categories 
?;;;;;; Process inhibits/destroys teamwork 
?;;;;;; Unsolicited feedback should not be permitted since it provides an 
opportunity to exact revenge or intentionally sabotage an employee, without 
permitting that employee to defend himself.;;;; 

 Useful suggestions for improvements: 

 ?;;;;;; Notify employee if supervisor amends reviewer list 
?;;;;;; Implement two separate deadlines for PEP, one for selecting reviewers 
and one for completing feedback 
?;;;;;; Implement a formal grievance process to appeal PRC ratings 
?;;;;;; Add &subordinate8 to the drop down list which asks for your 
relationship to the employee being reviewed. 
?;;;;;; Brief newly hired employees more thoroughly; on the PEP/PRC Process 
(perhaps in newcomer orientation) 
?;;;;;; Increase number of reviewers an employee may select to maximum of 10 
(vice seven). 
?;;;;;; In self evaluation add section for employee to outline his/her 
professional goals and objectives. 
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