As we move into the Spring/Summer of 2000, it is time to turn our attention= =20 to the performance review process.
Mid-year is always busy and we have a= =20 number of important tasks and projects in process.
While recognizing this,= =20 it remains extremely important to take time over the next few weeks to gath= er=20 necessary information to provide quality and meaningful feedback for our=20 employees, as well as utilize this information during the year end review= =20 process.
In the spirit of One Enron, the Performance Review Process (PRC) will be=20 global for Mid-year 2000.
Vice Presidents and above across all operating= =20 companies will be reviewed and discussed in a consistent manner with=20 identical criteria.
ENA will review all professional level and above=20 employees.
The timeline and training for the midyear process are outlined = at=20 the end of this memo.
Your HR Business Consultant is also available to=20 answer questions.
With regards to the Global Functions, review sessions will be led by the=20 Global and/or Corporate Functional heads, and will be designed to calibrate= =20 personnel within these areas of expertise.
The Global Functional Review=20 Areas include:  _ NetWorks/Technology _ Accounting _ RAC _ Finance _ Human Resources _ Public Relations & Reg Affairs=09G.
Whalley =09R.
Causey =09R.
Buy =09A.
Fastow =09C.
Olson =09S.
Kean       =20 ENA Mid-Year Process:  ENA has received favorable feedback on the review process used for Mid-year= =20 and Year-end 1999, and as such, will follow the same general guidelines and= =20 process for Mid-year 2000.
The following are key features of the Mid-year= =20 2000 process:  o The focus of the feedback will continue to be on the qualitative aspects,= =20 as opposed to quantitative.
Toward this end, communication of the employee= =01,s=20 explicit ranking will be left to the discretion of the business unit manage= r. o Initial discussions with employees regarding their accomplishments, are= =20 highly encouraged, prior to the Business Review Meetings.
o Mid-year performance results will be used as baseline performance=20 information for Year-end 2000. o Creation of 3 standard feedback forms for all peer groups.
=20 o Standardization of criteria for all peer groups.
o   Utilization of a consistent 6 gradation rating scale.
=20 o All exempt employees will be discussed at Business Review Meetings and=20 placed into one of six categories by peer group.
ENA VP's will be pre-rank= ed=20 by the ENA Office of the Chairman and Managing Directors prior to the Enron= =20 PRC.
Non-exempt (overtime eligible) employees will be evaluated by their= =20 supervisors and placed into one of the 6 categories.
The results of the=20 Business Review Meetings will be the final rankings for exempt employees=20 below VP, subject to ENA Office of the Chairman.
o A minimum of two representatives from other functional areas will be=20 required at the Business Review Meetings.
The meetings should otherwise be= =20 rescheduled to allow this very important representation to take place.
The= =20 nominated individuals are illustrated below.
o The top 5 HR priorities/challenges for 2000 should also be agreed to at t= he=20 Business Review Meetings.
o Analysts and Associates will be pre-reviewed in a Business Review Meeting= s=20 based on their current rotation, then cross-calibrated at the Enron Global= =20 Analyst and Associate Business Review Meeting.
Peer Groups:   Commercial  Commercial Support  Technical  Specialized Technical  Performance Criteria (for all peer groups):  Innovation/Entrepreneurship Communication/Setting Direction Teamwork/Interpersonal Leadership/Vision/Values=20 Business Instinct Analytical/Technical  Guidelines:  o Use of multiple sources of input is encouraged (employee, peers, direct= =20 reports, internal customers, external customers), as is a self-evaluation o Employees should recommend 5-10 reviewers to Supervisor and Supervisor=20 should select at least three of the employee=01,s recommendations o All feedback must be entered via the Performance Management System locate= d=20 on the intranet o Supervisor should consolidate the feedback, prepare a draft of the=20 Performance Review form and meet with the employee prior to the Business=20 Review meeting o Final feedback to exempt employee follows the July 28th meeting o For VP's & MD's, final feedback follows the Enron Executive Committee=20 Meeting  Business Review Meetings / VP Pre-Ranking Committee Meeting=20 Responsibilities / Actions:  The following list represents suggested groups and the individuals=20 responsible for each Business Review Meeting.
Attendees at the meetings ar= e=20 appropriate Supervisors within the Business Unit.
In addition, the Office = of=20 the Chairman requires the attendance of two to three other senior level=20 representatives from other Business Units to add external perspective.
Area/Function=09ENA Lead=09Global/Functional Lead*=09Required Non-functiona= l  Attendees =09=09=09 COMMERCIAL=09=09=09 =09=09=09 Trading=09Presto=09=09Dietrich =09Shankman=09=09Calger =09Lavorato=09=09Bowen =09McClellan=09=09Ajello =09Hickerson=09=09Delainey =09Belden=09=09 =09=09=09 Origination=09Redmond=09=09Shankman =09Dietrich=09=09McClellan =09Milnthorp=09=09Belden =09Calger=09=09Presto =09Donahue=09=09Delainey =09Bowen=09=09Lavorato =09Ajello=09=09 =09Duran=09=09 =09Ondarza=09=09 =09Malcolm=09=09 =09Overdyke=09=09 =09Thompson/Josey=09=09 =09Yzaguirre=09=09 =09=09=09 Finance(*)=09Jakubik=09Fastow=09 =09=09=09 COMMERCIAL SUPPORT=09=09=09 TECHNICAL  =09=09=09 SPECIALIZED TECHNICAL=09=09=09 =09=09=09 Legal=09Haedicke=09=09 Research=09Kaminski=09=09 RAC=09Buy=09=09 Technical=09Miller/Parquet=09=09 =09=09=09 Energy Operations (*)=09Beck=09Causey=09Colwell =09=09=09Oxley =09=09=09 Business Analysis & Reporting/Tax (*)=09Colwell=09Causey=09Beck =09Mintz=09=09 =09=09=09 Human Resources (*)=09Oxley=09Olson=09 =09=09=09 Public Relations (*)=09Palmer=09Kean=09 =09=09=09 NetWorks/Technology (*)=09Perlman=09Whalley/McConnell=09  (*) Note:  Global Functional Review meetings to be held for these areas.
ENA VP Pre-Ranking Committee:  Ray Bowen=09Mark Frevert=09Dan Leff (non ENA rep)=09David Oxley Dave Delainey=09Brian Redmond=09George McClellan=09Mark Haedicke Janet Dietrich=09Julia Murray=09Jeff Shankman=09Gary Hickerson Jeff Donahue=09Jere Overdyke=09Marty Sunde (non ENA rep)=09John Lavorato  Outcomes of Business Review Meetings/ VP Pre-Ranking Committee Meetings:  o Calibration of employees into six gradations=20 o Promotion nominations below VP o Assessment of  the =01&right people in the right jobs=018 o Assessment of gaps for what is needed in the Business Unit (skills,=20 capabilities, training,  experience) o Top five HR challenges o Feedback to employees on the results of the meetings, as applicable  Timeline PEP System Open for Feedback    May 17=20 PEP System Closes for Feedback    June 9=20 Feedback Collection/Initial Employee    May 17-June 12  Discussions  =20 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

Mid-year 2000 Performance Review Process
As we move into the Spring/Summer of <NUMBER>, it is time to turn our attention= =<NUMBER> to the performance review process.
Mid-year is always busy and we have a= =<NUMBER> number of important tasks and projects in process.
While recognizing this,= =<NUMBER> it remains extremely important to take time over the next few weeks to gath= er=<NUMBER> necessary information to provide quality and meaningful feedback for our=<NUMBER> employees, as well as utilize this information during the year end review= =<NUMBER> process.
In the spirit of One <COMPANY>, the Performance Review Process (PRC) will be=<NUMBER> global for Mid-year <NUMBER>.
Vice Presidents and above across all operating= =<NUMBER> companies will be reviewed and discussed in a consistent manner with=<NUMBER> identical criteria.
<COMPANY> will review all professional level and above=<NUMBER> employees.
The timeline and training for the midyear process are outlined = at=<NUMBER> the end of this memo.
Your HR Business Consultant is also available to=<NUMBER> answer questions.
With regards to the Global Functions, review sessions will be led by the=<NUMBER> Global and/or Corporate Functional heads, and will be designed to calibrate= =<NUMBER> personnel within these areas of expertise.
The Global Functional Review=<NUMBER> Areas include: _ NetWorks/Technology _ Accounting _ RAC _ Finance _ Human Resources _ Public Relations & Reg Affairs=00G.
Whalley =00R.
Causey =00R.
Buy =00A.
Fastow =00C.
Olson =00S.
Kean =<NUMBER> <COMPANY> Mid-Year Process: <COMPANY> has received favorable feedback on the review process used for Mid-year= =<NUMBER> and Year-end <NUMBER>, and as such, will follow the same general guidelines and= =<NUMBER> process for Mid-year <NUMBER>.
The following are key features of the Mid-year= =<NUMBER> <NUMBER> process: o The focus of the feedback will continue to be on the qualitative aspects,= =<NUMBER> as opposed to quantitative.
Toward this end, communication of the employee= =<NUMBER>,s=<NUMBER> explicit ranking will be left to the discretion of the business unit manage= r. o Initial discussions with employees regarding their accomplishments, are= =<NUMBER> highly encouraged, prior to the Business Review Meetings.
o Mid-year performance results will be used as baseline performance=<NUMBER> information for Year-end <NUMBER>. o Creation of <NUMBER> standard feedback forms for all peer groups.
=<NUMBER> o Standardization of criteria for all peer groups.
o Utilization of a consistent <NUMBER> gradation rating scale.
=<NUMBER> o All exempt employees will be discussed at Business Review Meetings and=<NUMBER> placed into one of six categories by peer group.
<COMPANY> VP's will be pre-rank= ed=<NUMBER> by the <COMPANY> Office of the Chairman and Managing Directors prior to the <COMPANY>= =<NUMBER> PRC.
Non-exempt (overtime eligible) employees will be evaluated by their= =<NUMBER> supervisors and placed into one of the <NUMBER> categories.
The results of the=<NUMBER> Business Review Meetings will be the final rankings for exempt employees=<NUMBER> below VP, subject to <COMPANY> Office of the Chairman.
o A minimum of two representatives from other functional areas will be=<NUMBER> required at the Business Review Meetings.
The meetings should otherwise be= =<NUMBER> rescheduled to allow this very important representation to take place.
The= =<NUMBER> nominated individuals are illustrated below.
o The top <NUMBER> HR priorities/challenges for <NUMBER> should also be agreed to at t= he=<NUMBER> Business Review Meetings.
o Analysts and Associates will be pre-reviewed in a Business Review Meeting= s=<NUMBER> based on their current rotation, then cross-calibrated at the <COMPANY> Global= =<NUMBER> Analyst and Associate Business Review Meeting.
Peer Groups: Commercial Commercial Support Technical Specialized Technical Performance Criteria (for all peer groups): Innovation/Entrepreneurship Communication/Setting Direction Teamwork/Interpersonal Leadership/Vision/Values=<NUMBER> Business Instinct Analytical/Technical Guidelines: o Use of multiple sources of input is encouraged (employee, peers, direct= =<NUMBER> reports, internal customers, external customers), as is a self-evaluation o Employees should recommend <NUMBER>-<NUMBER> reviewers to Supervisor and Supervisor=<NUMBER> should select at least three of the employee=<NUMBER>,s recommendations o All feedback must be entered via the Performance Management System locate= d=<NUMBER> on the intranet o Supervisor should consolidate the feedback, prepare a draft of the=<NUMBER> Performance Review form and meet with the employee prior to the Business=<NUMBER> Review meeting o Final feedback to exempt employee follows the July 00th meeting o For VP's & MD's, final feedback follows the <COMPANY> Executive Committee=<NUMBER> Meeting Business Review Meetings / VP Pre-Ranking Committee Meeting=<NUMBER> Responsibilities / Actions: The following list represents suggested groups and the individuals=<NUMBER> responsible for each Business Review Meeting.
Attendees at the meetings ar= e=<NUMBER> appropriate Supervisors within the Business Unit.
In addition, the Office = of=<NUMBER> the Chairman requires the attendance of two to three other senior level=<NUMBER> representatives from other Business Units to add external perspective.
Area/Function=00<COMPANY> Lead=00Global/Functional Lead*=00Required Non-functiona= l Attendees =<NUMBER>=<NUMBER>=<NUMBER> COMMERCIAL=<NUMBER>=<NUMBER>=<NUMBER> =<NUMBER>=<NUMBER>=<NUMBER> Trading=00Presto=<NUMBER>=00Dietrich =00Shankman=<NUMBER>=00Calger =00Lavorato=<NUMBER>=00Bowen =00McClellan=<NUMBER>=00Ajello =00Hickerson=<NUMBER>=00Delainey =00Belden=<NUMBER>=<NUMBER> =<NUMBER>=<NUMBER>=<NUMBER> Origination=00Redmond=<NUMBER>=00Shankman =00Dietrich=<NUMBER>=00McClellan =00Milnthorp=<NUMBER>=00Belden =00Calger=<NUMBER>=00Presto =00Donahue=<NUMBER>=00Delainey =00Bowen=<NUMBER>=00Lavorato =00Ajello=<NUMBER>=<NUMBER> =00Duran=<NUMBER>=<NUMBER> =00Ondarza=<NUMBER>=<NUMBER> =00Malcolm=<NUMBER>=<NUMBER> =00Overdyke=<NUMBER>=<NUMBER> =00Thompson/Josey=<NUMBER>=<NUMBER> =00Yzaguirre=<NUMBER>=<NUMBER> =<NUMBER>=<NUMBER>=<NUMBER> Finance(*)=00Jakubik=00Fastow=<NUMBER> =<NUMBER>=<NUMBER>=<NUMBER> COMMERCIAL SUPPORT=<NUMBER>=<NUMBER>=<NUMBER> TECHNICAL =<NUMBER>=<NUMBER>=<NUMBER> SPECIALIZED TECHNICAL=<NUMBER>=<NUMBER>=<NUMBER> =<NUMBER>=<NUMBER>=<NUMBER> Legal=00Haedicke=<NUMBER>=<NUMBER> Research=00Kaminski=<NUMBER>=<NUMBER> RAC=00Buy=<NUMBER>=<NUMBER> Technical=00Miller/Parquet=<NUMBER>=<NUMBER> =<NUMBER>=<NUMBER>=<NUMBER> Energy Operations (*)=00Beck=00Causey=00Colwell =<NUMBER>=<NUMBER>=00Oxley =<NUMBER>=<NUMBER>=<NUMBER> Business Analysis & Reporting/Tax (*)=00Colwell=00Causey=00Beck =00Mintz=<NUMBER>=<NUMBER> =<NUMBER>=<NUMBER>=<NUMBER> Human Resources (*)=00Oxley=00Olson=<NUMBER> =<NUMBER>=<NUMBER>=<NUMBER> Public Relations (*)=00Palmer=00Kean=<NUMBER> =<NUMBER>=<NUMBER>=<NUMBER> NetWorks/Technology (*)=00Perlman=00Whalley/McConnell=<NUMBER> (*) Note: Global Functional Review meetings to be held for these areas.
<COMPANY> VP Pre-Ranking Committee: Ray Bowen=00Mark Frevert=00Dan Leff (non <COMPANY> rep)=00David Oxley Dave Delainey=00Brian Redmond=00George McClellan=00Mark Haedicke Janet Dietrich=00Julia Murray=00Jeff Shankman=00Gary Hickerson Jeff Donahue=00Jere Overdyke=00Marty Sunde (non <COMPANY> rep)=00John Lavorato Outcomes of Business Review Meetings/ VP Pre-Ranking Committee Meetings: o Calibration of employees into six gradations=<NUMBER> o Promotion nominations below VP o Assessment of the =<NUMBER>&right people in the right jobs=<NUMBER> o Assessment of gaps for what is needed in the Business Unit (skills,=<NUMBER> capabilities, training, experience) o Top five HR challenges o Feedback to employees on the results of the meetings, as applicable Timeline PEP System Open for Feedback May <NUMBER>=<NUMBER> PEP System Closes for Feedback June <NUMBER>=<NUMBER> Feedback Collection/Initial Employee May <NUMBER>-June <NUMBER> Discussions =<NUMBER> Global Functional Review Meetings June <NUMBER>-June <NUMBER> <COMPANY> Business Review Meetings June <NUMBER>-July <NUMBER> <COMPANY> VP Pre-Ranking Committee Meeting July <NUMBER> <COMPANY> Executive Committee meeting July <NUMBER>-Aug. <NUMBER>
spring based current rotation exempt overtime eligible communication setting direction performance review process 00john lavorato outcomes representatives functional key features needed business