mid year 2000 performance review process move spring summer 2000 time turn attention performance review process mid year always busy number important tasks projects process recognizing remains extremely important take time next weeks gather necessary information provide quality meaningful feedback employees well utilize information year end review process spirit one enron performance review process prc global mid year 2000 vice presidents across operating companies reviewed discussed consistent manner identical criteria ena review professional level employees timeline training midyear process outlined end memo hr business consultant also available answer questions regards global functions review sessions led global corporate functional heads designed calibrate personnel within areas expertise global functional review areas include _ networks technology _ accounting _ rac _ finance _ human resources _ public relations reg affairs g whalley r causey r buy fastow c olson kean ena mid year process ena received favorable feedback review process used mid year year end 1999 follow general guidelines process mid year 2000 following key features mid year 2000 process focus feedback continue qualitative aspects opposed quantitative toward end communication employee explicit ranking left discretion business unit manager initial discussions employees regarding accomplishments highly encouraged prior business review meetings mid year performance results used baseline performance information year end 2000 creation 3 standard feedback forms peer groups standardization criteria peer groups utilization consistent 6 gradation rating scale exempt employees discussed business review meetings placed one six categories peer group ena vp pre ranked ena office chairman managing directors prior enron prc non exempt overtime eligible employees evaluated supervisors placed one 6 categories results business review meetings final rankings exempt employees vp subject ena office chairman minimum two representatives functional areas required business review meetings meetings otherwise rescheduled allow important representation take place nominated individuals illustrated top 5 hr priorities challenges 2000 also agreed business review meetings analysts associates pre reviewed business review meetings based current rotation cross calibrated enron global analyst associate business review meeting peer groups commercial commercial support technical specialized technical performance criteria peer groups innovation entrepreneurship communication setting direction teamwork interpersonal leadership vision values business instinct analytical technical guidelines use multiple sources input encouraged employee peers direct reports internal customers external customers self evaluation employees recommend 5 10 reviewers supervisor supervisor select least three employee recommendations feedback must entered via performance management system located intranet supervisor consolidate feedback prepare draft performance review form meet employee prior business review meeting final feedback exempt employee follows july 28 th meeting vp md final feedback follows enron executive committee meeting business review meetings vp pre ranking committee meeting responsibilities actions following list represents suggested groups individuals responsible business review meeting attendees meetings appropriate supervisors within business unit addition office chairman requires attendance two three senior level representatives business units add external perspective area function ena lead global functional lead required non functional attendees commercial trading presto dietrich shankman calger lavorato bowen mcclellan ajello hickerson delainey belden origination redmond shankman dietrich mcclellan milnthorp belden calger presto donahue delainey bowen lavorato ajello duran ondarza malcolm overdyke thompson josey yzaguirre finance jakubik fastow commercial support technical specialized technical legal haedicke research kaminski rac buy technical miller parquet energy operations beck causey colwell oxley business analysis reporting tax colwell causey beck mintz human resources oxley olson public relations palmer kean networks technology perlman whalley mcconnell note global functional review meetings held areas ena vp pre ranking committee ray bowen mark frevert dan leff non ena rep david oxley dave delainey brian redmond george mcclellan mark haedicke janet dietrich julia murray jeff shankman gary hickerson jeff donahue jere overdyke marty sunde non ena rep john lavorato outcomes business review meetings vp pre ranking committee meetings calibration employees six gradations promotion nominations vp assessment right people right jobs 8 assessment gaps needed business unit skills capabilities training experience top five hr challenges feedback employees results meetings applicable timeline pep system open feedback may 17 pep system closes feedback june 9 feedback collection initial employee may 17 june 12 discussions global functional review meetings june 12 june 16 ena business review meetings june 12 july 25 ena vp pre ranking committee meeting july 28 enron executive committee meeting july 31 aug 1