Pep 2009[1]

PERFORMANCE ENHANCEMENT PROCESS

Name

Gonzalez, Hector

Performance Year 2008

Job Title

Graphic Designer

Current Rating -

Salary Grade

5

Rating Last Year SM2

Department -

Current Manager Cruz, Oscar

Division

Chile Division

Time in Position 6y 4m

Location

Chile

Years of Service 6y 4m

SECTION I - CURRENT PERFORMANCE SUMMARY A. Current Period Performance Leadership Effectiveness: Please complete this section for all employees who lead others. This leadership may be demonstrated through either positional authority (with direct reports) or functional authority (indirect or temporary nature) where results must be achieved through the use of influence skills.

Accomplishments List objectives set during the previous performance period and document actual accomplishments as specifically and succinctly as possible. Included Accomplishments:

Goals/Objectives/Behaviors Targeted:

Results Achieved:

- Supervisión en terreno a Empresas contratistas, asegurando el cumplimiento de Buenas prácticas de ingeniería y la normativa de la compañía.

_EL trabajo fue realizado en conjunto como equipo de

- Proyecciones y soluciones para las Inversiones de Capital. (CEP 2008, MUS$ 3,856)

_El trabajo fue realizado en conjunto con el Ingeniero

- Asegurar cumplimiento normativo en seguridad industrial, salud ocupacional y medio ambiente.

_Se realiza el trabajo de Supervisión con el equipo de

Seguridad, (50% de reducción) Frecuencia: 1.9% máximoSeveridad: 65.1% máximo

_Seguridad _Frecuencia: 1.9%_Severidad: 238.91%

Ingenieria, pudiendose observar el trabajo en Permit y Proyectos realizados el 2008.

de Proyecto. (CEP 2008, MUS$ 2,282)

Ingenieria y preparación de soluciones para las inversiones de capital.

Document any important additional/"above & beyond" planned accomplishments or special circumstances that may have impacted performance results. This section may also be used for summary comments about successful performance or improvements needed.

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Additional Accomplishments/Summary Comments

B. Completed Development Activities/Results Summarize significant personal, professional, and technical development activity that has occurred over the past period. This should include training courses, task forces, special projects, coaching, mentoring, and/or competency development, etc. What were the results/benefits from these efforts? Included Developments:

Activity/Experience/Event:

Results/Impacts:

- Curso de Inventor 2008 (curso basico) software de diseño 3D.

_Adquisición de herramientas primarias para

- Capacitación de Seguridad en SSOMA (IPER, REBRETI, ARO, etc.)..

_ Mayor conocimiento y mejoras en mi Rol de supervisor en terreno.

_

_

generación de planos en 3D.

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C. Current Period Performance Assessment Employee should only complete this section as/if requested by the Manager. Check Overall Rating that summarizes documented results and is consistent with prior commentary.

Consistently Exceeds (CE)

Consistently accomplished much more than the position responsibilities required. Regularly surpassed performance expectations. Routinely accomplished significant objectives above and beyond required of the position. Produced impact beyond the scope of his/her routine job. Demonstrated initiative/leadership noted by others. Peers/internal customers seek his/her advice and participation.

Often Exceeds (OE)

Often exceeded the requirements of position and role. Frequently surpassed performance expectations. Frequently accomplished significant objectives above and beyond those required. Demonstrated initiative and/or leadership within the department or on other assignments. Peers/internal customers seek, recognize, and respect this individual’s contributions.

Successfully Meets - 3 (SM3)

Accomplished all roles and responsibilities of this position, and did so in a manner that positively differentiates this person from others who achieve a Successfully Meets-2 rating. This person demonstrates a high degree of reliability and sometimes delivers results beyond expectations.

Successfully Meets - 2 (SM2)

Accomplished all roles and responsibilities required of this position. Meets performance expectations and clearly accomplished all requirements of this position.

Successfully Meets - 1 (SM1)

Accomplished most responsibilities required of this position. Met many of the performance expectations established with their manager. However, results may have contained an inordinate number of mistakes, a significant number of deliverables were completed after expressed deadlines, or frequent instruction and follow-up by the manager may have been required.

Not Meeting (NM)

Falling short of performance expectations in many areas of work. Not meeting routine responsibilities of the position. A performance improvement plan is necessary to provide structure guidance. Performance improvement is both forecasted and expected.

Fails to Meet (FM)

Work results and organizational contribution are clearly not adequate. This person’s performance frequently contains errors, problems, or missed deadlines. Objective and/or the fundamental requirements of the job are not met. An improvement plan and significant improvement are imperative. Immediate improvement is required to sustain employment. If termination occurred within the foreseeable future, no one would be surprised.

New to Position (NP)

This individual is new to this position. Assessment of performance is not possible because this person has not had the opportunity to demonstrate the full range of capabilities required to be fully effective in this role.

Note: Performance ratings reflect judgments about individual performance contributions for the previous year. It is expected that all rating categories are used as appropriate. (There is no means by which to accommodate intermediate ratings.)

D. Employee Comments

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SECTION I I – FUTURE PERFORMANCE AND DEVELOPMENT PLANS A. Performance Objectives and Plans Performance objectives must be developed and agreed upon by both manager and employee. They must be specific, measurable/observable, and linked to strategic business unit objectives to assure department, business unit, Division, and Company goal alignment. They should include some "stretch", but also be grounded in reality and supported with Company resources. List each objective for the coming period plus method of measurement. This section may be used to define targets to be delivered or actions/behaviors to be demonstrated/developed that will enhance the individual’s ability to deliver personally or through those they lead. Included Accomplishments:

Goals/Objectives/Behaviors Targeted:

Results to be Achieved:

_ Asegurar el cumplimiento de “Buenas practicas de Ingeniería y Normativas de la Compañía” en mi rol de Supervisor y Proyectista.

_

_ Proyectar y cooperar con soluciones para las Inversiones de la Compañía. (MUS$ 1.290) _ Trabajar para dar cumplimiento en Seguridad Industrial, Salud ocupacional y Medio Ambiente. _ Frecuencia: 1.4% _ Severidad: 240%

B. Development Objectives and Plans Considering the performance objectives for the next review cycle as well as the personal development objectives of the individual, state a specific plan to enhance current strengths, address areas for improvement, or agreed to career development actions. For assistance and resources to identify/create specific actions plans, consult your local Human Resources Representative. Included Developments:

Strength/Skill Area/Behavior for Development (What): - Capacitación Inventor 2008 (Curso avanzado) - Capacitación en inglés - Manejo de Personal

Proposed Outcome/Goal Specific Development of Development (Why): Plans (How): - Actualización y capacitación en herramientas de dibujo y proyección. - Herramienta útil para el desempeño del cargo. - Herramienta útil para interrelación con Contratistas.

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Timing (When):

- Curso formal

- Año 2009.

- Curso de Ingles.

- Año 2009.

- Charla y reuniones.

- Año 2009.

C. Career Future Assignments Career Interests: Indicate specific positions or functions in which the employee expressed for the future. Assess and indicate willingness to RELOCATE, to accept FOREIGN ASSIGNMENTS, INTERDIVISIONAL ASSIGNMENTS, CROSS-FUNCTIONAL ASSIGNMENTS, etc.

Possible Future Assignments Indicate possible "next steps"/positions for this individual. For each item, indicate willingness to RELOCATE, to accept FOREIGN ASSIGNMENTS, INTERDIVISIONAL ASSIGNMENTS, CROSS-FUNCTIONAL ASSIGNMENTS, etc.

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