optimized for web_evaluations design and construction services until late 09

Engineering Designer Series Engineering Designer I Monthly Review First Month

Employee Name: Cl<-l1f"e- Wav-sh Current Classification: Engineering Designer I Hire Date: I - I D - D 5

Employee#:

Reviewers: Current Assignment: vb~ OY\S

3.

4. Types of Jobs Completed/assigned

5.

6. Customer Relations I Peer Rel

I $$J;:~~e:=~· 7. Attendance

I received a copy of my Monthly Review ~.£~ "' Employee Signature

Date: J / 3 o / tJ S-•

H:\SBare\designer ojt coaching\Designer I Monthly Reviews 2005.doc

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Engineering Designer Series Engineering Designer I Monthly Review

Employee Name: Claire Warshaw Employee #: 6222 Current Classification: Engineering Designer I Hire Date: 01-10-05 Review Date: 05-05-05

Reviewers: Henderson, Bare Current Assignment: Subdivisions

1.

2. Issues/Ideas Identified by ~mployee

3.

4.

5.

6. Customer Relations I Peer Relations

I received a copy of my Monthly Review ~ }z//l.A.-.-,-/'-t'fA.-J Date: , Employee Signature

H:\SBare\designer ojt coaching\ Warshaw Designer l Monthly Reviews 2005.doc

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Warshaw, Claire

Orientation ----

_Safety Electric System Overview Electric Service Requirements Rates USA Ohm's Law ------ -Designer Handbook Meter & Service

Into to UG Construction

Designer I Test Scores 2005

88% p

100% P ·

86% p

83% p ·

83% P · 78% p

93% p ,

88% P . --

91% P.

100% p

_!!nderground Standards - -------.i---_1_0_0°_vo-+-_P___. GO 128 100% 1 - ------- ------ - --------+----+--• GO 165

1-------- --- -------j----+----l Transformer sizing-Residential Transformer sizing-Comm~!_c._i_a_I -~ U-Details & Labeling UG Conductor Sizing/Fault Current Cable Pulling ---

- ----Trench Design Cable Replacement--Vault & Pad Requirements __ _

Avera e with retests 90.9% 1


Employee Name: Claire Warshaw Employee#: 6222 Current Classification: Engineering Designer I Hire Date: 01-10-05 Review Date: 06-03-05 Reviewers: Henderson, Bare Current Assignment: Subdivisions

1. Safety

I I .

2. Issues/Ideas Identified by Employee

3.

4.

5. Quality and Quantity of Work

v


I 7. Attendance

I ~- . . .

~~ .

I

I received a copy of my Monthly Review ddlU_/ ·/t."70-2 kw Date: 6 / :5 /" S-7 Employee Signature

H:\SBare\designer ojt coaching\ Warshaw Designer I Monthly Reviews 2005 .doc

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I


Employee Name: Claire Warshaw Employee #: 6222 Current Classification: Engineering Designer I Hire Date: 01-10-05 Review Date: 08-02-05


1 s fi t a e!l'._ Ok ~~-

IT

ssues eas en I ie ~ 2 I /Id Id t fi d b E m_.Eo_yee

3.

4.

5.


7. Attendance

I received a copy of my Monthly Review~ ~ Employee Signature

H:\SBare\designer ojt coaching\ Warshaw Designer I Monthly Reviews 2005.doc

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/


Employee Name: Claire Warshaw Employee #: 6222

Current Classification: Engineering Designer I q-b- o~ Hire Date: 01-10-05 Review Date:


1. Safety .,,--

2.

3.

~-

5.

7. Attendance

I received a copy of my Monthly Review ,/ ~ --'?~ ~ Date: 7

Employee Signature


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Employee Name: Claire Warshaw Employee #: 6222 Current Classification: Engineering Designer I

10-;</- 0 s-Hire Date: 01-10-05 Review Date:


1. Safety

2.

3.

4.

5.


7 Attendan~ .

I received a copy of my Monthly Review . LZJ:'4U4 ~ U/?-l/la Mt 1

Employee Signature Date: lo / ,;{, I /t,i S-,


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Employee Name: Claire Warshaw Employee #: 6222 Current Classification: Engineering Designer I I I -;J -;;. - os Hire Date: 01-10-05 Review Date: Reviewers: Henderson, Bare HR.f_f.VV\ . .4-!rf-' Current Assignment: Subdivisions

l

1. Safety

2 I /Id Id f fi d b E ssues eas en i ie )}'_ m_Qoyee

3 T S est cores IT .. ramm_g_ ....,,____ i·0~~~ -

-4.

5.


7. Attendance

= y /)-L:'

I received a copy of my Monthly Review /~ }~~...----z?~-t./<1 Date: // / 2.. 2 / t?~-Employee Signature

H:\SBare\designer ojt coaching\ Warshaw Desi gner I Monthly Reviews 2005 .doc

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&MUD SACRAMENTO MUNICIPAL UTILITY DISTRICT

NON-SUPERVISORY EMPLOYEE PERFORMANCE EVALUATION Employee Name

Claire Warshaw Cost Center Name of Department/Org. Unit

886 Distribution Services/Desi n

Personnel No. 6222

Supervisor's Position l.D. No. 50052308

REASON FOR APPRAISAL 181 District Probation 181 Position Probation 181 Merit/Evaluation Review 0 Special, Explain ---------

TIME IN POSITION: 1:8:10-1 Years 0 1-2 Years 0 More Than 2 Years CHECK ONE: 0 PAS 1:8:1 OSE 0 IBEW 0 Security

Permanent Engineering Designer I 50113054 OSE0695 04 $3,774 0 06 $3,963

Temp/Assigned Upgrade

Effective Date: ..:..11""9'-'/0""5'----------- Next Merit/Evaluation Date: ----""'1.:...:/1""0""/0::.:6~-----

INSTRUCTIONS FOR RATER - Please complete this form in ink or have it typed. Evaluation should be based on your observation and documentation of employee's performance not hearsay, potential, or personality. Rate the employee's performance for the entire review period, not just recent work. To arrive at the overall rating, consider the relative importance of each category in successfully performing the complete job. After obtaining your supervisor's approval, review your complete evaluation with the employee. Discuss the employee's major accomplishments, best performance areas, those in which you can assist the employee to improve, the major goals and objectives to be met in the next reporting period.

PART I .:. GENERAL

I. PROBATIONARY REVIEW (If this is not for a probationary employee, check here and proceed to item 2) 0 6 MONTH PROBATION 0 3rd Month D Satisfactory Progress D Unsatisfactory Progress (explain below) D Other (explain below)

2.

0 5th Month 0 Recommend Permanent Status D Rejection (explain below) . 12 MONTH PROBATION 181 Sth Month C8J Satisfactory Progress D Unsatisfactory Progress (explain below) D Other (explain below)

0 11th Month D Recommend Permanent Status D Rejection (explain below) Comments Claire is on track for successfully meeting her position probation requirements.

POSITiON DESCRIPTION: The E£Sition description and current responsibilities and duties for this job have been reviewed during this performance appraisal, and: (check one) ~ The description is still accurate; or 0 The description has changed; a revised description is attached.

PART II - PERFORMANCE FACTORS - Assess performance against the specific job requirements when considering each factor. In each section, check the ONE statement that most nearly describes the employee's performance. Use the "Comments" section to explain your rating, supporting with specific examples. If a different wording in any category will better meet your needs, you may substitute your own phrases as necessary or delete or add individual words. Do not let your evaluation of one factor influence your evaluation in any other factor.

I. SAFETY 0 Is aware of safety procedures and follows them, may need occasional supervision. ~ Consistently demonstrates safety awareness; no preventable safety violations. 0 Does not consistently demonstrate safe work habits; needs close supervision. (Explain below) Comments Attended DS safety training, SCORCH, ergonomics, Safety in Motion. and Smith Driver System training. She also

attended required safety meetings. She is following up on her ergonomic needs. Jn addition, Claire suggested two improvements:

crosswalk for 59th St. and improved lighting for the work area.

2. QUALITY 0 Work is usually error-free and meets the established standard for the job. t8J Work is consistently high quality, with few errors, and exceeds standards. D Work contains more errors than can be normally expected; work needs frequent checking. (Explain below) Comments Claire was at the top of her Introductory Designer I class, scoring over 90% average on the exams. Her quality exceeds the level expected given her experience and training. She has completed several small subdivisions and one with 69 lots.

PERF _NON TEMPLATE (SMUD-0214 10/99) Page I of3

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3. PRODUCTIVITY ~ Maintains an unusually high output of work; always accomplishes objectives on time and seeks out new work on own initiative. 0 Needs improvement in amount or timeliness of work produced; is below standards. (Explain below). 0 Output of work meets the established standard for the job. Comments Claire is managing a workload that is beyond the standard for a new designer. She is working on a subdivision job with

113 lots. completed off site work, and is meeting all of her scheduled milestones.

4. ADAPTABILITY D Learns new work slowly and needs a great deal of instruction; is resistant to change. (Explain below) ~ Learns rapidly; remembers instruction easily, and adapts to change quickly. 0 May occasionally need instructions repeated but meets established standards in learning new work; usually adapts to change.

Comments Claire was able to learn a tremendous amount of material during the introductory training and performed at the top of her class. She devised a study sheet that she shared with other designers during the training.

5. EMPLOYEE/CUSTOMER RELATIONS ~ Readily earns the cooperation of others and is exceptionally skillful in interacting and making decisions with others. 0 Usually gets the necessary cooperation from others to get the job done. D Needs to develop a more positive/collaborative working relationship with others. (Explain below) Comments Claire has established a positive working relationship with her colleagues and instructors. She received a complimentary

Jetter from a difficult customer and was quick to point out that other designers also played a role. Sharing the credit demonstrates a

strong commitment to collaboration.

6. RELIABILITY 0 Is absent or late occasionally with valid explanation; follows through on assignments with some guidance required. D Is frequently late or absent; absences are interfering with job performance; follow through is inconsistent. (Explain below) [8J Can always be relied upon to be at work on time; rarely absent; consistently follows through on assignments independently. Comments Claire was always in class on time and ready to begin instruction. She postponed a planned vacation in order to be

available for all of the training days. Claire does an excellent job of providing advance notification of planned absences.

PART III - ACCOMPLISHMENTS

Describe employee's major accomplishments for the reporting (evaluation) period. Include what how and when, i.e., performance measures, results achieved or not achieved:

WHAT WAS ACCOMPLISHED HOW ACCOMPLISHED WHEN

1. Completed Introductory Designer I training

program

Class participation, independent study and successful Jan-March 2005

performance on exams

2.

PART IV - GOALS AND OBJECTIVES FOR NEXT REVIEW

• List the major tasks, responsibilities, projects and job performance expectations for the period to be evaluated. • For each task listed define the performance standards: the standard measurement which will show how well or poorly the job is done.

evaluating the work during the review, the performance standards will help in your performance rating. When

• Agree on due dates for tasks.

1.

2.

TASKS I RESPONSIBILITIES I PROJECTS Continue to take on increasingly complex

subdivision design work

PART V - EMPLOYEE DEVELOPMENT PLAN.

1. Describe strengths demonstrated by the employee.

PERFORMANCE STANDARDS Accurate, timely design, customer service

TARGET DUE DATE

Jan 2006

Claire is very conscientious and commited to turning in quality work on time. She learns quickly and is able to apply her classroom

knowledge to design work.

2. Describe specific area(s) employee need(s) improvement, additional training or development; set timetables for completion. Continue to'increase skill in subdivision design and offsite work.

ACTIVITY TO BE COMPLETED

a. Designer I training as scheduled

b.

TIMETABLE

July-Jan 2005

PERSON(S) RESPONSIBLE

Susan Bare

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OVERALL COMMENTS

Claire was a pleasure to have In the training program due to her conscientious approach to learning, her capability to perform on exams, and her helpfulness to other designers in the class. She has been able to quickly take on relatively large subdivision designs: 69 and 113 lots and is managing to meet milestones. Claire is rapidly learning the intricacies of the Subdivison design process.

OVERALL RATING: (check one) 181 Outstanding 0 Commendable 0 Proficient 0 Needs Development/Improvement 0 Unsatisfactory

Approved Second Level Supervisor Date

cfa4fi

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SMUD SACRAMENTO MUNICIPAL UTILITY DISTRICT

NON-SUPERVISORY EMPLOYEE PERFORMANCE EVALUATION 1/10/2006

Employee Name Personnel No.

Claire Warshaw 6222 Cost Center

886 Name of DepartmenVOrg. Unit

Distribution Services/Desi n Superviso~s Position l.D. No.

50052308

REASON FOR APPRAISAL ~ District Probation ~ Position Probation ~ MeriVEvaluation Review D Special, Explain ----------

TIME IN POSITION: 181 0-1 Years 0 1-2 Years 0 More Than 2 Years CHECK ONE: 0 PAS [81 OSE 0 IBEW 0 Security

Pay" · New ~

Scale : ~ Pay : Grou· Level New Pa

Permanent Engineering Designer I 50113054 OSE0695 06 $4,023 0 08 $4,229

Temp/Assigned Upgrade

Effective Date: ..:.1,_,17:.:..12::..0"'0.,,6'----------- Next Merit/Evaluation Date: ___ ____,7"'""/1"""'0"'-/2::..0"'0""'6'-------

INSTRUCTIONS FOR RATER - Please complete this form in ink or have it typed. Evaluation should be based on your observation and documentation of employee's performance not hearsay, potential, or personality. Rate the employee's performance for the entire review period, not just recent work. To anive at the overall rating, consider the relative importance of each category in successfully performing the complete job. After obtaining your supervisor's approval, review your complete evaluation with the employee. Discuss the employee's major accomplishments, best performance areas, those in which you can assist the employee to improve, the major goals and objectives to be met in the next reporting period.

PART I - GENERAL

1. PRO BA Tl ON ARY REVIEW (If this is not for a probationary employee, check here and proceed to item 2) D 6 MONTH PROBATION D 3rd Month D Satisfactory Progress 0 Unsatisfactory Progress (explain below) D Other (explain below)

0 5th Month 0 Recommend Permanent Status 0 Rejection (explain below) 12 MONTH PROBATION 0 5th Month 0 Satisfactory Progress D Unsatisfactory Progress (explain below) D Other (explain below)

~ 11th Month ~ Recommend Permanent Status 0 Rejection (explain below) Comments Claire has met the requirements to pass her position & District probation.

2. POSITION DESCRIPTION: The position description and current responsibilities and duties for this job have been reviewed during this performance appraisal, and: (check one) [gj The description is still accurate; or D The description has changed; a revised description is attached.


I. SAFETY D Is aware of safety procedures and follows them, may need occasional supervision. [8J Consistently demonstrates safety awareness; no preventable safety violations.

D Does not consistently demonstrate safe work habits; needs close supervision. (Explain below)

Comments Claire has demonstrated that she is committed to safetv in the workplace.

2. QUALITY [8J Work is usually error-free and meets the established standard for the job. D Work is consistently high quality, with few errors, and exceeds standards. D Work contains more errors than can be normally expected; work needs frequent checking. (Explain below)

Comments Claire is turning out gualitv subdivision designs with no more errors than is expected from a Designer I

3. PRODUCTIVITY [8J Maintains an unusually high output of work; always accomplishes objectives on time and seeks out new work on own initiative. D Needs improvement in amount or timeliness of work produced; is below standards. (Explain below). D Output of work meets the established standard for the job.

Comments Claire has been able to meet all her deadlines and is performing above the standard at this time.

PERF_NON TEMPLATE (SMUD-0214 10/99) Page 1 of2

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4. ADAPTABILITY D Learns new work slowly and needs a great deal of instruction; is resistant to change. (Explain below) ~ Learns rapidly; remembers instruction easily, and adapts to change quickly. D May occasionally need instructions repeated but meets established standards in learning new work; usually adapts to change.

Comments Claire seems both eager and capable of learning new tasks and routinely seeks out additional training to expand her job

knowled e.

5. EMPLOYEE/CUSTOMER RELATIONS [8J Readily earns the cooperation of others and is exceptionally skillful in interacting and making decisions with others. D Usually gets the necessary cooperation from others to get the job done. D Needs to develop a more positive/collaborative working relationship with others. (Explain below)

Comments Claire has good rapport with her peers. She has received a complimentarv letter from a customer

6. RELIABILITY D ls absent or late occasionally with valid explanation; follows through on assignments with some guidance required. D ls frequently late or absent; absences are interfering with job perfonnance; follow through is inconsistent. (Explain below) [8J Can always be relied upon to be at work on time; rarely absent; consistently follows through on assignments independently. Comments Claire does a good job of keeping supervision informed if she is going to be absent.

PART Ill -ACCOMPLISHMENTS

Describe employee's major accomplishments for the reporting (evaluation) period. Include what how and when, i.e., perfonnance measures, results achieved or not achieved:

1.

2.

WHAT WAS ACCOMPLISHED

Took on increasinglv complex subdivision design

work

HOW ACCOMPLISHED

Accurate, timely design, customer service

PART IV- GOALS AND OBJECTIVES FOR NEXT REVIEW

• List the major tasks, responsibilities, projects and job perfonnance expectations for the period to be evaluated.

WHEN

July 2005-Jan

2006

• For each task listed define the perfonnance standards; the standard measurement which will show how well or poorly the job is done. When evaluating the work during the review, the performance standards will help in your performance rating.


I.

2.

TASKS I RESPONSIBILITIES l PROJECTS Continue to take on increasinglv complex

subdivision design work

PART V - EMPLOYEE DEVELOPMENT PLAN

I. Describe strengths demonstrated by the employee.

PERFORMANCE STANDARDS Accurate, timely design, customer service

Claire is very conscientious and commited to turning in quality work on time.

TARGET DUE DATE

July 2006

2. Describe specific area(s) employee need(s) improvement, additional training or development; set timetables for completion.

Continue to increase skill in subdivision design and offsite work.

ACTIVITY TO BE COMPLETED a. Designer training as scheduled

b.

OVERALL COMMENTS

TIMETABLE

Jan -July 2006


Susan Bare

Claire has quickly been able to develop into a fine designer for the subdivision group. Her strong work ethic should aid her

throughout her progression through the Designer series.

OVERALL RA TING: (check one) ~ Outstanding 0 Commendable 0 Proficient 0 Needs Development/Improvement D Unsatisfactory

Date Approved Second Level Supervisor

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··· ·SMUD •

1

SACRAMENTO MUNICIPAL UTILITY DISTRICT

NON-SUPERVISORY EMPLOYEE PERFORMANCE EVALUATION

Employee Name

Claire Warshaw Cost Center Name of DepartmenVOrg. Unit


7/8/06

Personnel No. 6222

Supervisor's Position 1.0. No. 50052308

REASON FOR APPRAISAL 0 District Probation ~ Position Probation ~ MeriVEvaluation Review 0 Special, Explain ----------

TIME IN POSITION: 0 0-1 Years ~ 1-2 Years 0 More Than 2 Years CHECK ONE: 0 PAS ~ OSE 0 IBEW 0 Security

Pay ' New Scale Pay . Current .. Pert. Pay

Position Title Position No. Gro~ Level P'!Y_ Ra ti~ Level NewP'!Y_

Permanent Engineering Designer I 50113054 OSE0695 08 $4,229 c 09 $4,335

Progression Engineering Designer II 50113054 OSE07401

01 $4,442

Effective Date: -"7/""8.;...;/2_0'-"0""'6 _________ _ Next Merit/Evaluation Date: ___ _.1""/.._10""'"/.-2..._00.._7 ......... ____ _


PART I - GENERAL

I. PROBATIONARY REVIEW (If this is not for a probationary employee, check here and proceed to item 2) [gj 6 MONTH PROBATION 0 3rd Month 0 Satisfactory Progress D Unsatisfactory Progress (explain below) 0 Other (explain below)

0 5th Month 0 Recommend Permanent Status 0 Rejection (explain below) 12 MONTH PROBATION 0 5th Month 0 Satisfactory Progress 0 Unsatisfactory Progress (explain below) 0 Other (explain below)

0 I Ith Month 0 Recommend Permanent Status 0 Rejection (explain below)

Comments

2. POSITION DESCRIPTION: The position description and current responsibilities and duties for this job have been reviewed during this performance appraisal, and: (check one) [gl The description is still accurate; or 0 The description has changed; a revised description is attached.


1. SAFETY 0 Is aware of safety procedures and follows them, may need occasional supervision.

~ Consistently demonstrates safety awareness; no preventable safety violations. D Does not consistently demonstrate safe work habits; needs close supervision. (Explain below)

Comments She attends safety meetings and demonstrates safety awareness.

2. QUALITY [8J Work is usually error-free and meets the established standard for the job. D Work is consistently high quality, with few errors, and exceeds standards. D Work contains more errors than can be normally expected; work needs frequent checking. (Explain below)

Comments Claire is designing more complex jobs with minimal errors.

3. PRODUCTIVITY [8J Maintains an unusually high output of work; always accomplishes objectives on time and seeks out new work on own initiative. 0 Needs improvement in amount or timeliness of work produced; is below standards. (Explain below). 0 Output of work meets the established standard for the job.

Comments She is very productive and frequently meets her deadlines.

PERF _NON TEMPLATE (SMU0-0214 10199) Page I of2

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_JAPTABILITY ;J [8J

Learns new work slowly and needs a great deal of instruction; is resistant to change. (Explain below) Learns rapidly; remembers instruction easily, and adapts to change quickly.

D May occasionally need instructions repeated but meets established standards in learning new work; usually adapts to change.

Comments Claire asks questions and seeks out additional work.

5. EMPLOYEE/CUSTOMER RELATIONS D Readily earns the cooperation of others and is exceptionally skillful in interacting and making decisions with others. [8J Usually gets the necessary cooperation from others to get the job done. D Needs to develop a more positive/collaborative working relationship with others. (Explain below)

Comments Claire gets along well with her co-workers.

6. RELIABILITY D Is absent or late occasionally with valid explanation; follows through on assignments with some guidance required. D ls frequently late or absent; absences are interfering with job performance; follow through is inconsistent. (Explain below) [8J Can always be relied upon to be at work on time; rarely absent; consistently follows through on assignments independently.

Comments She can be relied upon to be at work on time and gives advance notice for absences.

PART Ill -ACCOMPLISHMENTS


I.

2.


Completed assigned work in a timelv manner

U-Detail training class

HOW ACCOMPLISHED

Job review

Attended the class


• List the major tasks, responsibilities, projects and job performance expectations for the period to be evaluated.

WHEN

1/2006-7 /2006

6/2006

• For each task listed define the performance standards; the standard measurement which will show how well or poorly the job is done. When evaluating the work during the review, the performance standards will help in your performance rating.


I.

2.

TASKS I RESPONSIBILITIES I PROJECTS

Serve as back-up LDPro coach

Design more complex jobs with no errors



PERFORMANCE STANDARDS

Accurate and responsive assistance

Job approval

TARGET DUE DATE

Jul 2006-Jan 2007

Jul 2006-Jan 2007

Claire seeks out all information necessarv to turn in a quality job on time.


Gain more knowledge of design and construction.


a. Designer training as scheduled

b. Field visits to observe construction work.

OVERALL COMMENTS

TIME TABLE PERSON(S) RESPONSIBLE

July 2006-Jan 2007 Susan Bare

July 2006-Jan 2007 Claire Warshaw

Claire is a very conscientous employee who is eager to increase her knowledge and skills. She has a strong work ethic and is a valuable

em lo ee.

OVERALL RA TING: (check one) D Outstanding [8J Commendable D Proficient D Needs Development/Improvement D Unsatisfactory

Page 2 of2

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.. . SMUD" .-., . ~ ·

., . . . ..... . · '·SACRAMENTO MUNl<Wl'~L UTILITY DISTRICT

.~. .... , . ,, NON-SUPERVISORY EMPLOYEE PERFORMANCE EVALUATION

Employee .Name ·· ·

Claire Warshaw Cost Center Name of DepartmenUOrg. Unit


1'110107

Pwsonnel No. 6222

Supervisor's Position l.D. No. 50052308

REASON FOR APPRAISAL D District Probation 0 Position Probation IZI MeriVEvaluation Review D ~~ecial, Explain ----------~ . .

TIME IN POSITION: 0 0·1 Years [8] 1·2 Years 0 More Than 2 Years CHECj<iQfilE: 0 PAS [8] OSE 0 IBEW 0 Security

.. .,..._ .. Pay New

Scale Pay Current Perf. Pay Position Title Position No. Gro1!12.. Level P'!Z'.._ Ra ti~ Level New Pay_

Permanent Engine~ring De~igner 11 · .. · 50113054 OSE0740* "

01 $4,602 c 02 $4,718

Effective Date: ~1/~6~/2~0~0~7 _________ _ Next Merit/Evaluation Date: ---~7~/l~0~/~20~0~7 _____ _

INSTRUCTIONS FOR RATER · Please complete this form in ink or have it typed. Evaluation should be based on your observation and documentation of employee's performance not hearsay, potential, or personality. Rate the employee's performance for the entire review period, not just recent work. To arrive_at the overall rating, consider the relative importance of each category in successfully performing the complete job. After obtaining Y"our supervisor's approval, review your complete evaluation with the employee. Discuss the employee's major accomplishments, best perfol'lTiance areas, those in which you can assist the employee ,to improve, the major goals and obje.ctives to be met in the next reporting period.

PART I - GENERAL

I. PROBATIONARY REVIEW (If this is not /or aprobationary employee, check here and proceed 10 item 2) [81 6 MONTH PROBATION 0 3rd Month 0 Satisfactory Progress .. . . . .. 0 Unsatisfactory Progress (explain below) D Other (explain below)

0 5th Month 0 Recommend Permanent Status 0 Rejection (expla\n,til"low) 12 MONTH PROBATION D 5th Month 0 Satisfactory Progress .0 Unsatisfactory Progr,ess (explain below) D Other (explain below)

0 I Ith Month 0 Recommend Permanent Status 0 Rejection (explain ~~l,pw) . . .... Comments

. , - •·*'

2. POSITIOJlf•O.ESCRIPTION: The position description and current responsibilities and duties for this job pave been reviewed during this perf01:mance 'appr~isaf, ~nd: '(check one) ~ The description is still accurate; or D The description has changed; a revised descFiption is attached.

PART II - PERFORMANCE J?ACT<f4~ - Assess p~rformance against the specific job requirements when considering each ·factor. In each section, check the ONE. stl\_tement that most nearly describes the employ~e's performance. Use the "Comments" section to explain your rating, supporting with speclfk example\ . If a different wording in any category will better meet your needs, you may substitute your own phrases as necessary or delete·br '!!cld·individual words. Do not let your evaluation of one factor influence your evaluation in any other factor.

. ..,ti'- "i St ( i' I ! • .1 . ' ., ! .

I . SAFETY D Is aware of safety procedures and follows them, may need occasional supervision. ~ Consistently demonstrates safety awareness; no preventable safety violations. D Does not consistently demonstrate safe work habits; needs close supervision. (Explain below)

Comments Claire attended one required safety meeting during this rating period and completed a make-up for one.

2. QUALITY ~ Work is usually error-free and meets the established standard for the job. 0 Work is consistently high quality, with few errors, and exceeds standards. 0 Work contains more errors than can be normally expected; work needs frequent checking. (Explain below)

Comments The gualitv of Claire's work meets the established standard.

3. PRODUCTIVITY ~ Maintains an unusually high output of work; always accomplishes objectives on time and seeks out new work on own initiative. 0 Needs improvement in amount or timelh1ess of work produced; is below standards. (Explain below). D Output of work meets the established slandard for the job.

Comments Clair'imaill~s a very higli 'output of work and usually meets her deadlines. She asks for additional work PV her own

initiativ.e.

PERF _NON TEMPLATE (SMUD-OZ14 10199) Page 1 of2

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4. ADAPTABILITY 0 Learns new work slowly and needs a great deal of instruction; is resistant to change. (Explain below) D Learns rapidly; remembers instruction easily, and adapts to change quickly. [8J May occasionally need instructions repeated but meets established standards in learning new work; usually adapts to change.

Comments Claire adapts to change quickly and willinglv.

5. EMPLOYEE/CUSTOMER RELATIONS 0 Readily earns the cooperation of others and is exceptionally skillful in interacting and making decisions with others. [8J Usually gets the necessary cooperation from others to get the job done. 0 Needs to develop a more positive/collaborative working relationship with others. (Explain below) Comments Claire gets along well with her co-workers and cooperates well with construction personnel.

6. RELIABILITY D Is absent or late occasionally with valid explanation; follows through on assignments with some guidance required. D ls frequently late or absent; absences are interfering with job performance; follow through is inconsistent. (Explain below) [8J Can always be relied upon to be at work on time; rarely absent; consistently follows through on assignments independently. Comments Claire is very reliable. She is motivated and follows up independently to meet deadlines.

PART III -ACCOMPLISHMENTS


1.

2.

3.


Helped subdivision group meet goals

Completed Workplace Diversitv Training.

Assisted in providing LDPro support to peers

HOW ACCOMPLISHED

Completed more than the standard amount of work

Attendance & participation

Back-up to first line support



WHEN

Jul-Dec 2006

Oct 2006

Jul-Dec 2006

• For each task listed define the performance standards; the standard measurement which will show how well or poorly the job is done. When evaluating the work during the review, the performance standards will help in your performance rating.


I.

2.

3.

TASKS I RESPONSIBILITIES I PROJECTS Serve as back-up LDPro coach

Design increasinglv complex work with few errors

Member of District Inclusion Action Team


I. Describe strengths demonstrated by the employee.

PERFORMANCE STANDARDS Accurate and responsive assistance

Job approval

Active membership

Claire is very conscientious and can be relied upon to give any job her best effort. Claire is willing to learn.

TARGET DlJE DATE

Jan-Jul 2007

Jan-Jul 2007

Jan-.Jul 2007

2. Describe specific area(s) employee need(s) improvement, additional training or development; set timetables for completion. Claire needs to gain more design and construction knowledge and to become more confident in her abilities.


a. Designer and District required training as scheduled

b. Visits to line construction crews to observe construction methods.

OVERALL COMMENTS

TIMETABLE

Jan -Jul 2007

Jan-Jul 2007

Claire is a conscientious and valuable employee with a willingness to learn and to volunteer.


Susan Bare

Claire Warshaw

OVERALL RA TING: (check one) D Outstanding [8J Commendable D Proficient D Needs Development/Improvement 0 Unsatisfactory

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SMUD SACRAMENTO MUNICIPAL IJTIUTY OlS.TIOCT

NON-SUPERVISORY EMPLOYEEPERFORMANCEEVALUATION

Employee Name Personnel N-0. CLAIRE WARSHAW 6222

Name of DepartrnentlOrg, Unit SUP*rvisor'$ Posltion LO. No. Distribution Services/Desi n RC 50116452

REASON FOR APPRAISAL 0 DlStrlct Proba~oh 0 Posltibn Probation 18! Metit/E\/aluallon Review 0 Special, EkplaJn ---------

TIME IN i:iosmoN: 0 0-1 Years 0 1·2Year$ ~More Than 2 Years CHECK ONE·. 0 PAS ~ OSE 0 l!UW 0 Sm::udly

Permanent

Pay Scale Grou ·

Pay Level

Current Pa

$5,116 c

New Pay

Level

4

New Pa

$5;244

Effective Date: ___ __.7..,17,,..11.:::.;0~0..:..7 _____ _ Nel't rt·Ierit!Evaluati<m Dafe; ____ ~ln.:.12:.::· ~0~0§~-----

INSTRUCTIONS J<QR RArER ~Please complere this form in ink or have it typed. Bvalnation should be based on your observation and docu111entatio11 of employee's performance not hearsay, potential, or personality. Rate the employee's perfonna11ce for the entire review period, Mt just recent work. To arrive at the overall tating, consider the relative imp<Jrtance of each cate,go.ry in successfully performing the complete job. A Her hbl.Uining your supervbor's <1pproval, review your complete evaluation with tile employee., DisGUss the employel:l's majw accvmp!lslunents. bf;!!>i p<1rfom11mcc arn;i..:;, lhniie in which you can assiilt the employee to improve, the major goals and objectives to be met in the next reporting period.

PART l- GENERAL

1. PRO DA TlONARY REVlEW (1/ this is no.t for a probationary employee, check here (mtJ pl-<>Cted w l/¢m 2) t3) 6 MONTH 'l'R(.l'Hl\TlON D 3rd Month D Satisfactory frogr~ss. 0 Uusatisfacioryl"wgiess (explain below) IM:luw)

0 :5U1 Mouth 12 MO.l'frtl PROBATlQN 0 :5U1 Munlh

0 Rei:ormnend Pennallent Status 0 Rejection (~.\illala l>elww) 0 $~1U~!lMvry Prog,rt":>S 0 Unsat1sfaclory l'rugn:ss (explain !n:low)

below) 0 I Ith Mo11!h 0 Rt.'\.,'\Jnuueud P1:1maue1il Status 0 Rej.::ction (e~plain btlow)

Comment>

0 Qt.her (explain

D Other

2. .POSITJON DESCRIPTION: The position description and currem msponsibilitie,;; ond duties for this job bnve been reviewed rJuring thi> perfbrmance apprr.isal, and: (check 01u) ~The description is still aceurarc~ or O The dcsc.ription has chartgc.d; a revised dcscriptfon is aaachc.d.

~~L!l,.:~~fil;~~l[iA~N~'C~ .. !E~FE1~\.~C::JT[!OQllR~S - Assess performnnce against the specific job requirements when considering each :tl.1ctor. In etwh s·e(~t1on , chec' e l < srntement that most ne11rly describes the employee's perfonnance. Use the "Comments'' section to explain :xour ratinp., supporting with specific examples. lf a different \VorcJing in nny calegory will better meet your needs, you mny ~ub81 ituti; your own phrnsf;!s us necessary or delete {)r add individual •vords. Do _Mt lcx your cvaluaiion of one factor influenr.e your cvaluntion in any other factor.

J. SAFETY 0 Ts aware of safoty procedures and follmvs them, may need occasional snpetYisJon. [Z! Consistently dem<mstrates safety awareness; no p.revental)le safocy viol<itions. . D Does not cr)nsistt.ntly dcm011smnc sate work habits~ need:; close SHf'.lCrvisimt (Explain below) Comments Claire att~nded the required sa:fetyn1eetings during the neriod.

2. QUALITY D Work contains a minimal <1mount of morn und meets the est1blishm.l standard for the job. t8J Work is consistently high quality, with few errors, and exceeds standards. 0 Work contains more errors than can be Mrmally expected; work needs frequent checking. (Explain below) Comment!; f:lnire is ~xtrnrucly cnust:it~uum1salmu.f the yuality of her w1;rkamtslrivcs to miuimilc her crrnrs.

3. Pl~OIHlCTIVITY

l2J Maintains a.high output of work~ nlwnys accomplishes objectives on time and seeks out new work on own initiative. D Need improvement in amount or lirneli11e$•; or work product::t!; ic; below sl1mthmb. (Kxplai11 hdnw). 0 Output of work meets the established standard for the job.

Commellts Claire's prothH•Hon <~l!J~l·~~d~ Urn \1:\llullU.s.hJ~l l)t11ndn. r~L Khe Sll!;l.!!.:'.UJ,,..u.,.l ... n ... 1~ .. w .. w ... ~""1r,..k,..· .. ~~~---~---~~~~~

Pl!RF_l<iONTEMPUITll (SMUO-tl:!M 10.'99\ Page 1 of 2

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4. ADAP'IABILJTV 0 Learns new work slowly and needs a great deal of instructio,n; is tc.slstant to i::hangc. (Explain below) [8l Learns rapidly; rnrru:1111bars iJH;lructio11 ea:'iily, anti aJapL·; ln d nlflgll quii:: kly, O May occasionally need instructions repeated but meets established standards in learning new work; usually adapts to change. Comrn:<inls _&:lnjrt!!!ilillll~~ll h.1 chani;:e. She rrnm1llv does nut rn1111ire 1lirncl.io11~ mnri! than um'.e.

:=; , F.MPliOYF,E/CUSTOMER RELATIONS D Rcadlly earns the cooperation of others and is ¢>:ccptionally skillful in interacting and making decisions with others. t8J Alway~ gel~ the ru::ces:'iary C{t0peratio11 from others to get the job done. D Needs to develop a more posltiveicollaborative working relationship with others. (13:-:plain befow) Ct•mm\'.!nts Cb1 ire wurfo; well with her ct'Mvod,ers. Sh1;! t:ontinues h1 i11111rove nn lier r11.lati1msbip with .:m~tmnerl< and crrnstructlon forces.

G. :rutLIAJ:JlLlIY 0 Is absc.nt or late occasionally •vith valid explanation; tollows through on assignments with some guidance required. D Is fn.-quently late or absent; ahsence;.<, are interfering with job perfonnancc; full ow 1hrough is inconsistent. (Explain below) 1ZJ Can always be relied upon ro be at work on ttmc; rarely absent; consistently follows through on assignments iudependently. C11m1m1nl!:> Claire ilhv11ys keeps her :>UJHffvl~m· lnfpnned about absem:e§. She :wwks independently and folfow.!i tbr(lugb: on her assim1ments with. ve1x little monit-0dng by others. She is self· motivated and diligent In completing assignments.

PART m -ACCUMPUSHMENTS

L1escribe 1;m1ployt:t1'~ nn~qr m::corr1plislmttml'i for the repnrliog {eva lm:u.ion) period. Include what how and when, i.e,, performance measures, resllh~ achi eved or not achieved:

WHAT w AS ACCOt\-lPbtSmm HOW ACCOMPLISHF'.O

l. Designed increas.ing1v cumptex subdivisiga and (;pmnfoted w-0rkfo;1d with fow m.istakes Jlnd either gn

overhead line construction jobs. time er ahead -0f schedule.

2. Complet!;d Dis.trkt.tours~iLCommunicatlni,: :for Class part.idpation and/or on-line cm1rse comple1ion.

Commit!!l~llt l'l!l.d 200Z-08 Disl'rhninMion & Hnnmmnrnt tr·nh'riug,

'PA.RT TV - GOALS ANfJ 013.JECTIVES FOR NEXT REVIEW

• List the m11jor tasks, responsibilities, pn:rjei~ ls am! jub pl,'l{forrnam:e expectutiunt> for the periml In b~ i:.vahmleil

WHF'.N

,fan Oi-Julv Oi

March 2007

•For each task list¢d define the W"tfoanaoce smndards: the standard measurement which will show how well or poorly the job is done. When evaluating the work during the .review, the performance standards will help in your ptrfonnancc rating_

• · A g ree 011 due dales for ht;; ks. TAH.GKT

DUE DATE TASKS I RESPONSlIULlTJES ! PROJECTS (\mfinul' l.o tlesi.gn johs 1m lime ao(t ·with few

l"ERFORMANCt~ STANDARDS Meet design de.ru:lli11ei; wlth fowe1·rm·s nit job, ;1u1v 01-.hm 08

tt'i'!)'.r'S.

2. K6iablis.h prnlitil!nsx ill Off and UG meter and service noli:fications_

Perform work with minimum .errors and customer .July ll7·Jan 08 complaints~

3. Cnmpletc commcrd11l Rule 16 .L(~Ncl !. and 2 11:.~tublish 11 li:rm iindcrstnodiog pf Um 1·,1m1m(~n·.iul .Jul11 07,,fon O~

cf~si~ns while t iHTving a~ min.i11.i.um Qfl<iO d~igii deshm rmliey .. and .. J)l'!)ce<lur~s '"'ith reasonable ac:cora.cv.

l'AR'f V ·EMPLOYEE DEVELOPMENT PLAN


Ch1ire is very 1:0111'.ientimt>; nod continually strive~ t11 !mtn'ffve herself. She puts much thought into tu!l'rfosir.ns.

2. Describe specific arca(s) employee nccd(s) improvement, additional training or dcve1opme-nt; set ~imet.ables for comple1ion, Cl<lire need~ !o cuuliuuc lQ dtlvelm:i cgnt'idence in her al;1ilitjes.

2 !'age 2 of

ACTIVlTY TO BE COMPLE'I'ED TI.ME TABLE

n. .-1> .. c;.;.v""d"'o"'p .. n ... w .... n .. l.-0.-l' ... n .. c; .. sl .. g.,.n .. 1~ ... r .... 1-.1 -.m ... 11-.1 ... 1 ... u .. ~ .. ·k .... n ... h ... '-_______________ .Iuly 07*.Jun US

b. ~""ffce,,,,, °"' -'-'ti.,.VC:.;.;J:.;.V_.[J""T-"V"'-rt"'$'""~-'"1n""c"",t'-"1;"-r""/5"'-·~~"-rv-'-'i""'l'.z<~.:;,ll,,,,n;,.:d"°"R""1""d""·c..,,1c.;,;6~d{"")S""''J),,""''.ll.,;· S,,_' \"'°y"'\j""h'"'J""ll'"",l',,,,11,,_,fl::.:;ll)"''\'"°'• -~-~~ ,f HIV 1}7 • .,Jn n m~

c.

l'I::RSON(S) RESPONSIBLE

Clnire Wur~lmw

Ctnir«e 'Wnr'ihnw

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.~ SMUD --- ,_. . SACRAMENTO MUNICIPAL UTILITY DISTRICT

NOlN-SUPERVISORY EMPLOYEE PERFORMANCE EVALUATION From

71712007 To

1/8/2008 Employee Name Personnel No.

CLAIRE WARSHAW 6222 Cost Cente r Name of Department/Org. Unit Supervisor's Position LO . No.

886 Distribution Services/Desi n RC 50116452 REASON FOR APPRAISAL 0 District Probation 0 Position Probation ~ Merit/Evaluation Review 0 Special. Explain

TIME IN POSITION: 0 0-1 Years 0 1-2 Years IZJ More Than 2 Years CHECK ONE: 0 PAS IZJ OSE 0 IBEW 0 Secur ity

Pay New Scale Pay Current Perf. Pay

Pos ition Title Position No. Group Level Pa_y_ Rati~ Level NewP~

Permanent ENG INEERING DES II 50113054 OSE0745A 4 $5,244.00 p 5 $5,375

Effective D:1 te: -----=-I /'-"5""/2""'0"'"'0'-"8'-------- Next Merit/Evaluation Date: _____ 7_/_1_0/_2_0_0_8 _____ _

INSTRUCT IONS FOR RATER - Please complete thi s fo rm in ink or have it typed. Eva luation should be based on your observation and documentation of employee's performance not hearsay, potenti a l, or personality. Rate the emp loyee's performance for the entire review per iod, not just recent work. To arrive at the overa ll rating, consider the re lat ive importance of each category in successfu lly performing the complete job. After obtaining your supervisor' s approval, review your complete evaluation with the employee . Discuss the emp loyee's maj or accomplishments. best performance areas, those in which you can ass ist the empl oyee to improve, the major goa ls and obj ect ives to be met in the next report ing peri od.

PART I - GENERAL

I . PROBATIO NA RY REVIEW (!(this is no/for a prohationat:v employee, check here and proceed to item 2) rg) 6 MONTH PROBATION D 3rd Month D Satisfactory Progress D Unsatisfaclo1y Progress (explain below) D Other (explain below)

0 Recommend Permanent Status D Rejection (explain below) 0 5th Month 12 MONTH PROB/\TION 0 5th Month 0 Satisfactory Progress 0 Unsatisfoctory Progress (ex plain below) 0 Other (explain below)

0 11th Month 0 Recommend l'ennanent Status 0 Rejection (explain below)

Comments

2. POSIT ION DESCRIPTION: The position description and cu1Tent responsibilities and duties for this j ob have hl'.cn reviewed during thi ~ perfonmmcc appraisal, and: (check one) [8J The description is still accurate; or 0 The description has changed; a revised descript ion is attached.

PART II - PERFORMANCE FACTORS - Assess performance against the specific j ob requirements when co ns idering each fac tor. In .:ach section, check the ONE statement that most nearly describes the employee's perfomiance. Use the "Comments" secti on to exp la in yo ur rat ing, supporting with speci fic examples. If a different wording in any category w ill better meet your needs, you may substitut e your own phrases as necessary o r de lete o r add individual words. Do not let your evaluati on of one fac tor influence your evaluation in any other factor. I. SAFETY

0 Is aware of safety procedures and fo ll ows them, may need occasiona l supervis ion. [gj Consistently demonstrates safety awareness; no preventable safety vio lati ons. 0 Does not consistently demonstrate safe work habits; needs close supervis ion. (Exp lain below)

Comments Claire attended her required safety meetings and completed the following additional safetv training classes: Safety-in -

Motion -Office Plus and Line of Strength & Ba la nce. She was due for S mith Driver refresher training durin g 2007 and did not attend .

2. QUALITY ~ Work is usually error-free and meets the estab lished standard for th e job. 0 Work is cons istent ly high quality, w ith few errors, and exceeds standards. 0 Work contai ns more errors than can be normally expected; wo rk needs frequent check ing. (Exp lain below)

Comments C l:iire is graclua llv starting to understand the b:isic requirements involved with meter· ;11HI service a nd Rui c 16 pr.o jct ts.

lier job error r-ate wa s within acceptab le s tandards given her one vea r of experience in performing this work.

3. PRODUCTIVITY 0 Maintains an unusually high output of work; always accomp lishes objectives on time and seeks out new work on own initiat ive. 0 Needs improvement in amount o r tim eliness of work prod uced ; is below standards. (Exp lain below). ~ O utput of work meets the estab li shed stand ard for the job.

Comments C laire's productivity has met standards during this reporting period. As she develops more confidence with new se1·vicc

PERF _NON TEMPLATE (SMUD-021 4 06102) Page I of 2

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pn1ctices and genenil guidelines he1· productivity should increase accordinglv as she take on more involved work.

4. ADAPTABILITY D Learns new work s lowly and needs a great deal of in struction; is resistant to chan ge. (Exp lai n below) D Learns rapidly; remembers instruction easily, and adapts to change quickly. [gj May occas ionally need instructions repeated but meets established standards in learning new work; usually adapts to change.

Comments Claire is beginning to take on more advanced work mid her need for assistance is higher than expected fo1· her current

classification. She needs to continue working more closely with her DIV to develop;; stronger understa nding or th<.• work process.

5. EMPLOYEE/CUSTOMER RELATIONS D Readily earns the cooperation of others and is exceptionally skillful in interacting and making decisions with oth ers. [ZJ Usually gets the necessary cooperation from others to get the job done. D Needs to develop a more positive/collaborative working relationship wi th others. (Exp lain below)

Comments Claire has been working well with her customers and coworkers. She needs to develop more confidence in prese nting

solutions/options to customers.

G. RELIABILITY D ls absent or late occasionally with valid explanation; follows through on assignments wi th some guidance required. D Is frequently late or absent; absences are interfering w ith j ob performance; follow through is incons isten t. (Exp lain below) [gj Can always be relied upon to be at work on time; rarely absent; consistently follows th rough on ass ignments independently .

Comments Claire can be relied upon to be at work at her designated time period. She needs to continue to develop her independence

in decision making on her jobs.

PART III -ACCOM PLISHMENTS

Describe employee's major accomplishments for the reporting (evaluation) period. In clude what how and when . i.e., performance measures, results achieved or not achieved:

WHAT WAS ACCOMPLISHIW HOW ACCOMPLISHED WHI~N

I. Developed her understllnding of the meter and

service process according to District Rules and

Guidelines.

Completed required work with minimal amount of .July 07 -Jan 08

2. Completed GNctViewer Overview and Non-Supv

Discrimination & lfarllssment courses.

errors.

Classroom & on line



Aua-Oct 2007

• For each task li sted define the perfonnance standards: the standard measurement which w ill show how well or poorly the .iob is done. evaluating the wo rk during the review, the perfonnance stand ards will help in your performance rating.

When


I.

2.

TASKS I R~:SPONSIBILITIES I PROJECTS

Continue to establish proficiencv in OH and UG meter and service notification

Continue to complete commerci>il Rule 16 and

Level 2 and 3 projects and maintain a minimum

of 200 desion hours.


1. Describe strent,1:hs demonstrated by the emp loyee.


Perform work with minimal amount of errors and

customer complaints.

Fully understa nd commerci ii l design and proced ures

for the new services process.

TARGET DUE DAT E

Jan 08-July 08

Jan 08- Julv 08

Claire is very conscientious and eontinuallv strives to improve herself. C laire pays attention to details for· her projects.

2. Describe specific area(s) employee need(s) improvement, add itional tra ining or development; set timetables for comp letion.

Claire needs to continue to work hard in developing her confidence concernirig her work process and procedures. Refresher t rai ning

in electrical overhead and underground construction could be a plus.

ACTIVITY TO BE COMPLETED TIME TABLE

a. Continue to develop Designer II ancl III skill set. Continuous

b. Self 1·egister and completed mandatorv District and DS training; take Smith As required

Driver training as soon as poss ible.

PlmSON(S) RESPONS113U:

Claire \Varsh ;iw

Page 2 of'2

.: C . Complete reguir·ed District DS and designer training as scheduled. i\s required CJ;1ire/S11san Bare

OVERALL COMMENTS

This reporting pc.-iod star·tcd off slowly for Claire because of personal reasons but she has made positive strides in recent weeks in

getting back on track. Claire is a vcr-y conscientious designer who has been a top producer in subdivisions. \.Vithin a relativclv shor·t

period of time, I would expect to sec her back to the productivitv standards that she is accustomed to in her new work processes.

OVERALL RA TING: (check one) 0 Outstanding 0 Commendable ~ Proficient 0 Needs Dcvclopment/lmprovcmcnl 0 Unsatisfoctory

/

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Warshaw, Claire 07/01/2007-12/31/2007

Category

Order# Level On Due Completi on Date

Days +/-Time Date

Commercial Commitment

30062341

30063082

30061045

30061440

30061763

30062 130

30062929

30063612

30058215

1

1

2

2

2

2

2

2

3

Commercial Design

30060427

30060461

30062341

30060928

30061045

30061440

30061520

3006 1526

30062130

30058215

Residential

30059931

30060703

30060925

30061090

30061472

30061893

Offsite

30058882

1

1

1

2

2

2

2

2

2

3

1

2

2

2

2

2

0

i j

fv l

i-.11 ivi iv l

iY'i Pi !v i

Ii

iY'! iv ! j,.tj

iv i ivl 1'11 lv i

ivl l~l [.jj

l.;./i

f~ !

I I , __ J

10/ 15/2007

12/3/2007

7/13/2007

8/20/2007

10/ 15/2007

10/25/2007

11/30/2007

12/28/2007

11/ 1/ 2007

10/ 16/2 007

12/3/2007

7/6/2007

8/8/2007

10/2/2007

10/9/2007

11/ 19/2007

12/21/2007

11/6/2007

1

0

-7

-12

-13

-16

- 11

-7

5

10/ 18/ 2007 9/2 5/2007 -23

7/20/2007 7/10/2007 -10

11/ 19/ 2007 10/30/2007 -20

11/21/2007 11/2/2007 - 19

8/10/2007 8/8/2007 -2

12/6/ 2007 9/20/2007

9/7/2007 8/27/2007

10/ 18/2007 8/22/2007

12/ 12/20 07

12/ 10/ 2007

9/27/2007

8/8/2007

9/6/2 007

7/20/2007

8/31/2007

11/ 12/2007

12/4/2007

11/ 15/2007

9/19/2 007

8/3/2007

8/16/2007

7/13/2007

8/13/2007

10/9/2007

7/13/2007 8/ 17/ 2007

-77

-11

-57

-8

-25

-8

-5

-21

-7

-1 8

-34

35

Lots

0

0

0

0

0

0

0

0

0

0

0

0

0

0

0

0

0

0

0

0

0

0

0

0

0

0

Days Lots +/-

Total -14.23 0

Input by Scheduling

Report generated on - Tuesday, January 29, 2008

Actual

23 .50

10.00

13. 25

20.25

2 1.50

20.75

12.75

12 .50

18.00

12 . 75

8.00

12 .25

14.00

17 .00

15. 75

12 .25

3.00

21.25

7 .75

14.00

23.75

12 .00

11.75

16.25

14.75

66 .00

Actual

435

Plan

14.50

12.50

16.30

16.3 0

12 .50

29.00

16 .30

16.30

16.30

ll.50

11.50

11 .50

15.80

15.80

15.80

20.00

28.00

35.50

15.80

14.30

28.00

20 .00

20.00

20 .00

28 .00

20.00

Plan

482

VAR

9.00

-2.50

-3.05

3.95

9.00

-8.25

-3.55

-3.80

1. 70

O/o

62.07%

-20.00%

-1 8.71%

24.23%

7200%

-28.45%

-21 .78%

-23.31%

10.43%

1.25 10.87%

-3 .50 -30.43%

0. 7 5 6.52%

-1.80 -11.39%

1. 20 7.59%

-0.05 -0.32%

-7 .75 -38.75%

-25 .0 -89.29%

-14.2 -40. 14%

-8 .05 -50.95%

-0 .30 -2 .10%

-4. 25 -15.18%

-8 .00 -40.00%

-8 .2 5 -41 .25%

-3.75 -18.75%

- 13. 2 -47.32%

46.00 230.00%

VAR O/o

-47 -9.66°/o

Page 37 of 39

Warshaw, Claire

Category

Order# Leve l On Due · Completion Time Date Dat e


30062341 1 [_] 10/15/2007 10/16/2007

30063082 1 lY'J 12/3/2007 12/3/2007

30061045 2 1;zJ 7/13/2007 7/6/2007

30061440 2 lY'J 8/20/2007 8/8/2007

30061763 2 [Y'.] 10/15/2007 10/2/2007

30062130 2 [;zj 10/25/2007 10/9/2007

30062929 2 [Y'J 11/30/2007 11/19/2007

30063612 2 RI 12/28/2007 12/21/2007

30058215 3 [] 11/1/2007 11/6/2007

Commercial Design

30060427 1 ~; 10/18/2007 9/25/2007

30060461 1 IY'J 7/20/2007 7/10/2007

30062341 1 IY'J 11/19/2007 10/30/2007

30060928 2 [;z] 11/21/2007 11/2/2007

30061045 2 [;zj 8/10/2007 8/8/2007

30061440 2 Rl 12/6/2007 9/20/2007

3006 1520 2 lY'J 9/7/2007 8/27/2007

3006 1526 2 I- " L../J 10/18/2007 8/22/2007

30062130 2 RI 12/12/2007 12/4/2007

30058215 3 1-·"' ,y'J 12/10/2007 11/15/2007

Residential

30059931 1 [;zl 9/27/2007 9/19/2007

30060703 2 lY'J 8/8/2007 8/3/2007

30060925 2 ~] 9/6/2007 8/16/200 7

30061090 2 [Y'.J 7/20/2007 7/13/2007

3006 1472 2 [~ 8/3 1/2007 8/13/2007

3006 1893 2 l~l 11/12/2007 10/9/2007

Offsite

30058882 0 [J 7/ 13/2007 8/17/2007

Total

Input by Scheduling

Report gene rated on - Tuesday, January 29, 2008

07/01/2007-12/31/2007

Days +!-

1

0

-7

-12

-13

-16

-11

-7

5

- 23

-10

-20

-19

-2

-77

- 11

-57

-8

-25

-8

-5

-2 1

-7

-18

-34

35

Days +/-

Lots

0

0

0

0

0

0

0

0

0

0

0

0

0

0

0

0

0

0

0

0

0

0

0

0

0

0

Lot s

- 14.23 0

Actual

23.50

10.00

13 .25

20.25

2 1. 50

20.75

12.75

12.50

18.00

12.75

8.00

12.25

14.00

17.00

15 .75

12 .25

3.00

2 1. 25

7 .75

14 .00

23 .75

12.00

11.75

16.25

14.75

66.00

Actua l

435

Plan VAR O/o

14.50 9 .00 62.07%

12.50 -2.50 -20.00%

16 .30 -3.05 -18.71 %

16.30 3 .95 24.23%

12.50 9.00 72.00%

29.00 -8.25 -28.45%

16 .3 0 -3.55 -21.78%

16 .30 -3 .80 -23.31 %

16.30 1.70 10.43%

11.50 1.25 10.87%

11 .50 -3.50 -30.43%

11.50 0 .75 6.52%

15 .80 -1.80 -11.39%

15.80 1.20 7.59%

15.80 -0.05 -0.32%

20 .00 -7 .75 -38.75%

28.00 -25.0 -89.29%

35.50 -14.2 -40.14%

15.80 -8 .05 -50.95%

14.30 -0 .30 -2.10%

28 .00 -4.25 -15.18%

20.00 -8.00 -40.00%

20.00 -8.25 -41 .25%

20.00 -3 .75 -18.75%

28.00 -13.2 -47.32%

20 .00 46.00 230.00%

Plan VAR O/o

482 - 47 -9.66°/o

Page 37 of 39


N 0 N-5 up E RVI so RY EMPLOYEE PERFORMANCE EVALUATION 1/5/2008 7/5/2008 Employee Name Personne l No.

CLAIRE WARSHAW 6222 Cost Center Name of Department/Org. Unit SupeNisor's Position l.D. No.

886 Distribution Services/Design RC 50116452 REASON FOR APPRAISAL D District Probation D Position Probation [8J Merit/Evaluation Review D Special, Explain _________ _

TIME IN POS ITI ON: 0 0-1 Years 0 1-2 Years [8J More Than 2 Years CHECK ONE: 0 PAS [8J OSE 0 IBEW 0 Security


Position Title Position No. Grou Level Pay Rating Level New Pay

Permanent ENGINEERING DES II 50113054 OSE0745A 5 $5,607 ND 6 $5,746

Effective Date: 7/5/2008 Next Merit/Evaluation Date: 1/5/2009

INSTRUCTIONS FOR RATER - P lease complete this form in ink or have it typed. Evaluation should be based on your observation and documentat ion of employee's performance not hearsay, potential, or personality. Rate the employee's performance for the enti re review period, not just recent work. T o arrive at the overall rat ing, cons ider the relative importance of each category in successfu lly performing the complete j ob. After obtain ing your supervisor's approval, review your complete evaluation with the employee. D iscuss the employee's maj o r accomp lishments, best performance areas, those in which you can ass ist the employee to improve, the major goals and objectives to be met in the next report ing period.

PART I - GENERAL

1. PROBATIONARY REVIEW {If this is not for a probationmJI employee, check here and proceed to item 2) 0 6 MONTH PROBATION 0 3rd Month 0 Satisfactory Progress 0 Unsatisfactory Progress (explain below) 0 Other (explain below)

D Recommend Pennanent Status D Rejection (explain below) D 5th Month 12 i\IONTH PROBATION 0 5th Month 0 Satisfactory Progress 0 Unsatisfactory Progress (exp lain below) 0 Other (explain be low)

0 I Ith Month D Recommend Permanent Status 0 Rejection (explain below)

Comments ,

2. POSITION DESCRIPTION: The position description and current responsib ilities and duties for this job have been reviewed during this performance appraisal, and : (check one) 0 The description is still accurate; or D The description has changed ; a revised description is attached.

PART II - PERFORMANCE FACTORS - Assess performance against the specifi c job requi rements when cons idering each factor. In each sect ion, check the ONE statement that most nearly describes the employee's performance. Use the "Comments" secti on to exp lain your rating, suppo11ing w ith specifi c examples. If a different wording in any category wilJ better meet your needs, you may substitute your own phrases as necessary or delete or add individual words . Do not let your evaluati on of one factor influence your evalu ation in any other factor. 1. SAFETY

D Is aware of safety procedures and follows them , may need occas ional supervision. Consistently demonstrates safety awareness; no preventab le safety violations . ~

D Does not consistently demonstrate safe work habits; needs close supervision . (Exp lain below)

Comments Claire attended her required safety m eetings during this period and completed safety training in h ea t illn ess prevention ,

fire safety, and Smith Driver System. She has not h ad any safety incidents and consistently follows DS safety procedures.

2. QUALITY D Work is usually effor-free and meets the established standard for the job. D Work is consistently high quality, w ith few errors, and exceeds standards.

~ Work contains more errors than can be normalJy expected; work needs frequent checking. (Explain below)

Comments C laire is very conscientious about h er work: she creates designs and job packages that are easy to read & interpret but

contain more errors than expected for her time in grade. He1· record ed error rate was 14 errors p er job and just under two returns

per job. She needs to improve to an average of no more th an 5 errors per job and a n avera ge of 1 return per job.

3. PRODUCTIVITY D Maintains an unusually high output of work; always accomplishes objectives on time and seeks out new work on own initi ative. D Needs improvement in amount or timeliness of work produced; is be low :,tandards. (Exp lain below). ~ Output of work meets the established standard for the j ob; needs impro' ,,nent in completin g with in planned hours estimated .

Comments Cla ire completed 14 commer-cial commitments and/01· des ign jobs nncl 2 r esidentia l jobs. She averaged 30°/., m or e h ours

than planned. With additional developm en t of her techni ca l und erstan ding of design and co ntinu ed ex perience, she is expected tr

PERF _NON TEMPLATE (SMUD-0214) Page I of~

I

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bring her jobs within planned hours. She completed over 100 meter & service jobs during this period and her hours per notification

were one third less than the average resulting in excellent productivity in meter & service work.

4. ADAPTABILITY ~ Learns new work slowly and needs structured instruction, practice and coaching. (Explain below) 0 Learns rapidly ; remembers instruction easily, and adapts to change quickly . 0 May occasionally need instructions repeated but meets established standards in learning new work; usually adapts to change.

Comments Claire has been working with an experienced coach and is making satisfactory progress in her design skill development.

She needs to listen carefully to her customers and lead designers/supervisor and be able to accurately repeat & interpret information

that is shared. She also needs to develop her independent decision making skills as her technical knowledge increases.

5. EMPLOYEE/CUSTOMER RELATIONS 0 Readi ly earns the cooperation of others and is exceptionally skillful in interacting and making decisions with others. ~ Usually gets the necessary cooperation from others to get the j ob done. 0 Needs to develop a more pos itive/collaborative working relationship with others. (Explain below)

Comments Claire has established verv positive relationships with her peers and supervisors . ·while she also has a verv pleasant

manner with her customers, she needs to continue to develop her knowledge so that she can provide more authoritative direction to

customers regarding the District's service requirements.

6. RELIABILITY 0 ls absent or late occasionally with valid explanation; foll ows through on ass ignments with some guidance required. D ls frequently late or absent; absences are interfering with j ob performance; follow through is inconsistent. (Explain below) ~ Can always be reli ed upon to be at work on tim e; ra rely absent; consistently foll ows through on ass ignments independently .

Comments Claire can be relied upon to be at work on time and focu sed on her work. She is very diligent in making sure she fulfill s

all of her responsibilities and needs little reminding on her ta sks. She alwavs provides accurate time reporting and advance notice of

leave.

PART JU -ACCOMPLISHMENTS Describe employee's maj or accomplishments fo r the reporting (evaluat ion) peri od. Include what how and wh en, i.e., perfonmrnce measures, resul ts achi eved or not achieved:

l.

2.


Completed commercial, residential, and meter &

service work as assianed.

Compl eted Environmental Awareness T raining.

HOW ACCOMPLISHED

According to standards and work procedures.

Class room

PART lV - GOALS AND OBJECTIVES FOR NEXT REVJEW • List the major tasks, responsibiliti es, projects and j ob perfo rmance expectations for the peri od to be evaluated.

WHEN

Jan-Jun 2008

June 2008

• For each tas k li sted defin e the perfo rmance standards; the standard measurement whi ch will show how well or poorly the j ob is done. When eva luating the work during the review, the perfo rmance standards will help in your performance rati ng.


l.

2.

TASKS I RESPONSIBILITIES I PROJECTS Continue to complete commitments and designs

for commercial and residential new services while

progressing to more Level 2 and 3 work.

Continue to develop knowledge of Meter &

Service requirements and processes.

PARTY-EMPLOYEE DEVELOPMENT PLAN



Accurate designs that meet assigned durations and

planned hours.

Accurate and timelv completion of service notifications

Claire is very conscientious and dedicated to providing excellent customer service.

TARGET DUE DATE

January 2009

January 2009


Claire needs to continue to develop her technical design skills and handling of customer situations requiring a more directive approach


a. Attend Negotiation and Decision Making skills training

b. Self register and complete mandatory District and DS training.

c. Complete other District, DS and design training as sch eduled.

Page 2 of2

TIME TABLE

J anuary 2009

As required

As required


Claire/S.Bare

Claire/S.Bare

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:: OVERALL COMMENTS

Claire demonstrates an excellent work ethic and is constantly striving to improve her skills . She has made progress in learning

commercial and residential design as well as meter & service work. She needs to continue to develop her technical design knowledge,

decision making skills and her communication with customers so that they are confident in her knowledge and direction concerning

District service requirements. Claire is a solid contributor to the work group and a pleasure to work with.

OVERALL RATING: (check one)

have reviewed the e ormance valuation

D Outstanding D Commendable /I

Employee Sig nature~ Date

clav·v l z/cZ-'1stutw &/n/Jcf

Page 3 of 2

D Unsatisfactory


~c:~~~~~~; -

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N 0 N-S up E RVI so RY EMPLOYEE PERFORMANCE EVALUATION 7/5/2008 1/5/2009 Employee Name Personnel No.

CLAIRE WARSHAW 6222 Cost Center Name of DepartmenVOrg. Unit Supervisor's Position 1.0. No.

886 Distribution Services/Desi n RC 50131813 REASON FOR APPRAISAL 0 District Probation D Position Probation ~ MeriVEvaluation Review D Special, Explain _________ _

TIME IN POSITION: 0 0-1 Years 0 1-2 Years ~More Than 2 Years CHECK ONE: 0 PAS 1:8.1 OSE 0 IBEW 0 Security


Position Title Position No. Group Level Pay Ratin Level New Pay

Permanent ENGINEERING DES II 50113054 OSE0745A 6 $5,746 p 7 $5,890

Effective Date: ------'1""/5=/=2-=-00""'9'--------- Next Merit!Evaluation Date: 7/5/2009


PART I - GENERAL

I. PROB A TIO NARY REVIEW (If this is not for a probationary employee, check here and proceed to item 2) [g] 6 MONTH PROBATION D 3rd Month D Satisfactory Progress D Unsatisfactory Progress (explain below) D Other (explain below)

D Recommend Permanent Status D Rejection (explain below) D 5th Month 12 MONTH PROBATION 0 5th Month D Satisfactory Progress 0 Unsatisfactory Progress (explain below) D Other (explain below)

D 11th Month D Recommend Permanent Status D Rejection (explain below)

Comments

2. POSITION DESCRIPTION: The position description and current responsibilities and duties for this job have been reviewed during this performance appraisal, and: (check one) [g] The description is still accurate; or D The description has changed; a revised description is attached.

PART II - PERFORMANCE FACTORS - Assess performance against the specific job requirements when considering each factor. In each section, check the ONE statement that most nearly describes the employee's performance. Use the "Comments" section to explain your rating, supporting with specific examples. If a different wording in any category will better meet your needs, you may substitute your own phrases as necessary or delete or add individual words. Do not let your evaluation of one factor influence your evaluation in any other factor. 1. SAFETY

D Is aware of safety procedures and follows them, may need occasional supervision. Consistently demonstrates safety awareness; no preventable safety violations . [2J

D Does not consistently demonstrate safe work habits; needs close supervision. (Explain below) Comments Claire attended the required quarterly safety meetings and also completed the following safety training: SCORCH

Office & Professional Observer and Violence in the Workplace.

2. QUALITY D Work is usually error-free and meets the established standard for the job. [2J Work is consistently high quality , with few errors, and exceeds standards. 0 Work contains more errors than can be normally expected; work needs frequent checking. (Explain below)

Comments Claire ensures that her work is of high quality when she submits it for her Designer IV to review. She creates design

packages that are easy to follow.

3. PRODUCTIVITY D Maintains an unusually high output of work; always accomplishes objectives on time and seeks out new work on own initiative. D Needs improvement in amount or timeliness of work produced; is below standards. (Explain below). [2J Output of work meets the established standard for the job.

Comments Claire completed a significant quantity of work including seven (7) commercial commitments, five (5) commercial

designs, six (6) residential designs and two (2) overloaded transformer jobs during the rating period. Her work averaged to be within

expectations for time estimates and durations; however, there was a wide range on the time estimates from 75°/o under planned time to

PERF _NON TEMPLATE (SMUD-0214) Page 1 of 2

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164% over. In addition, she completed over 80 Meter & Service notifications at approximately 3.3 hrs per notification which is

within expectations.

4. ADAPTABILITY D Learns new work slowly and needs a great deal of instruction; is resistant to change. (Explain below) D Learns rapidly; remembers instruction easily, and adapts to change quickly. ~ May occasionally need instructions repeated but meets established standards in learning new work; usually adapts to change.

Comments Claire is extremely conscientious in her work and strives to make sure she thoroughly understands all design and work

rocedures.

5. EMPLOYEE/CUSTOMER RELATIONS D Readily earns the cooperation of others and is exceptionally skillful in interacting and making decisions with others. ~ Usually gets the necessary cooperation from others to get the job done. D Needs to develop a more positive/collaborative working relationship with others. (Explain below)

Comments Claire maintains a very professional relationship when dealing with customers and has very positive working

relationships in the office. As her skill and confidence levels continue to develop, she is providing clearer direction to her customers as

to the District's requirements.

6. RELIABILITY D Is absent or late occasionally with valid explanati?n; follows through on assignments with some guidance required. D Is frequently late or absent; absences are interfering with job performance; follow through is inconsistent. (Explain below) ~ Can always be relied upon to be at work on time; rarely absent; consistently follows through on assignments independently.

Comments Claire is very dependable; she can always be counted on to be focusing on her work and keeping her supervisor and lead

informed of any absences or possible issues with her work.

PART III - ACCOMPLISHMENTS Describe employee's major accomplishments for the reporting (evaluation) period. Include what how and when, i.e., performance measures, results achieved or not achieved:

I.

2.


Completed Level 1 and Level 2 commercial and

residential design work.

Completed the following training: Avian

Protection; Code of Business Ethics and

Employee Conduct; Critical Infrastructure

Protection; and Practices for Security, Privacy

and Records.

HOW ACCOMPLISHED

Met standards for quantity, timeliness and

productivity.

Classroom and on-line

PART IV - GOALS AND OBJECTIVES FOR NEXT REVIEW • List the maj or tasks, responsibilities, projects and job perfonnance expectations for the period to be evaluated.

WHEN

July-Dec 08

July-Dec 2008

• For each task listed define the perfonnance standards; the standard measurement which wi ll show how well or poorly the job is done. When evaluating the work during the review, the performance standards will help in your performance ratingi

• Agree on due dates for tasks .

l.

2.

TASKS I RESPONSIBILITIES I PROJECTS

Continue to develop skills in commercial design

by taking on more complex work including Level

3 ·obs.


1. Describe strengths demonstrated by the emp loyee.


Quality, within planned time and duration estimates.

Claire is very conscientious, has an excellent work ethic and ensures that her work is of high quality

TARGET DUE DATE

July 2009


Continue to develop advanced design skills and experience to exercise judgment as to when exceptions can be made to meet customer

needs or unusual situations

a.

b.

Page 2 of2


Complete level 3 designs/commitments

Self-register and complete District and DS mandatory training

TIME TABLE

July 2009

As required


Claire/Proc Supv

Claire

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c. Complete other District and DS training as scheduled As required Claire/RC Supv

OVERALL COMMENTS

Claire is an excellent role model for other designers in her conscientious approach to her work. She is alwavs focused on doing the

best work she can for our customers and accomplishes a significant quantity of work through her diligence. She is continuing to make

good progress in developing journey level design skills. As her experience continues to grow, she is demonstrating a more confident

approach in dealing with customers .

OVERALL RATING: {check one) 0 Outstanding D Commendable ~Proficient 0 Needs Development/Improvement 0 Unsatisfactory

Date Date Approved Second Level SupeNisor Date

. ----· ; ~ ~·~;;% r 7r_ /7~ /' ·

Page 3 of2

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I SMUD SACRAMENTO MUNICIPAL UTILITY DISTRICT

N 0 N-S up E RVI so RY EMPLOYEE PERFORMANCE EVALUATION 1/5/2009 7/5/2009 Employee Name Personnel No.

CLAIRE WARSHAW 6222 Cost Center Name of Department/Org. Unit Supervisor's Position l.D. No.

886 Distribution Services/Desi n RC 50131813 REASON FOR APPRAISAL D District Probation D Position Probation [2J Merit/Evaluation Review [2J Special, Explain _,_P,_,ro'"""g,,_re=s=s'-'-io""n"------ -

TIME IN POSITION: 0 0-1 Years 0 1-2 Years t2J More Than 2 Years CHECK ONE: 0 PAS [2J OSE 0 IBEW 0 Security


Position Title Position No. Group Level Pay Rating Level New Pay

Permanent ENGINEERING DES II 50113054 OSE0745A 7 $5,890 p NA NA

Progression ENGINEERING DES III NA OSE0770A NA NA NA 1 $6,037

Effective Date: 7/4/2009 Next Merit/Evaluation Date: 1/5/2010

INSTRUCTIONS FOR RATER - Please complete this form in ink or have it typed . Evaluation should be based on your observation and documentation of employee's performance not hearsay, potential, or personality. Rate the employee's performance for the entire review period, not just recent work. To arrive at the overall rating, consider the relative importance of each category in successfully performing the complete job. After obtaining your supervisor's approval, review your complete evaluation with the employee. Discuss the employee's major accomplishments, best performance areas, those in which you can assist the employee to improve, the major goals and objectives to be met in the next reporting period.

PART I - GENERAL

1. PROBATIONARY REVIEW (If this is not for a probationary employee, check here and proceed to item 2) fZl 6 MONTH PROBATION D 3rd Month D Satisfactory Progress D Unsatisfactory Progress (explain below) D Other (explain below)

D Recommend Permanent Status D Rejection (explain below) D 5th Month 12 MONTH PROBATION 0 5th Month D Satisfactory Progress D Unsatisfactory Progress (explain below) D Other (explain below)

D l l th Month D Recommend Permanent Status D Rejection (explain below)

Comments

2. POSITION DESCRIPTION: The position description and current responsibilities and duties for this job have been reviewed during this performance appraisal, and: (check one) lZJ The description is still accurate; or D The description has changed; a revised description is attached.

PART II - PERFORJV1ANCE FACTORS - Assess performance against the specific job requirements when considering each factor. In each section, check the ONE statement that most nearly describes the employee's performance. Use the "Comments" section to explain your rating, supporting with specific examples. If a different wording in any category will better meet your needs, you may substitute your own phrases as necessary or delete or add individual words. Do not let your evaluation of one factor influence your evaluation in any other fac tor. I. SAFETY

D Is aware of safety procedures and follows them, may need occasional supervision. ~ Consistently demonstrates safety awareness; no preventable safety violations. D Does not consistently demonstrate safe work habits; needs close supervision. (Explain below)

Comments Claire attended the required safety meetings during this period and did not have any incidents. I n addition to safety topics

covered in the quarterly meetings, she also completed Violence in the Workplace, Ergonomics - Safety in Motion Office - Refresher

an d Fire Safety Awareness training. Claire raises safety concerns that she may encounter in the field and in doing so, has contributed

to the safety of the overall workgroup.

2. QUALITY fZJ Work is usually error-free and meets the established standard for the job. D Work is consistently high quality, with few errors, and exceeds standards. D Work contains more errors than can be normally expected; work needs frequent checking. (Explain below)

Comments Claire produces quality work that is easy to read and follow from a design and construction perspective and received an

employee recognition for her initiative: I appreciate your being so thorough. Claire does need to concentrate on these same aspects

when designing larger jobs within concentrated work areas.

PERF _NON TEMPLA TE (SMUD-0214) Page 1 of2

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3. PRODUCTIVITY D Maintains an unusually high output of work; always accomplishes objectives on time and seeks out new work on own initiative .

.::. D Needs improvement in amount or timeliness of work produced; is below standards. (Explain below). ~ Output of work meets the established standard for the job. Comments Claire always puts a lot of emphasis on her production, maintaining the majority of her assignments within planned

estimates and durations. As of June 4, 2009, Claire completed 10 Commercial Commitments; 8 Commercial Designs, 7 Residential

Designs and 3 Overloaded transformers during this reporting period. She completed 89% of these jobs by the established due date

and averaged 8.5% under the planned time estimates. In addition, she completed 70 meter & service notifications within the expected

range of hours per notification.

4. ADAPTABILITY D Learns new work slowly and needs a great deal of instruction; is resistant to change. (Explain below) D Learns rapidly; remembers instruction easily, and adapts to change quickly. ~ May occasionally need instructions repeated but meets established standards in learning new work; usually adapts to change.

Comments When performing larger jobs Claire can sometimes become overwhelmed and emotional and is harder on herself than she

needs to be. She continues to be a hard worker who wants to do a good job and has been working one on one with her Designer IV

while continuing to develop her understanding of the commercial, residential, and meter & service processes as well as her designer skills and knowledge. Claire received an employee recognition for her customer focus, dependability and teamwork: Thanx Claire for

always taking any assignment that we throw at you w/o any complaints. You always have a good and positive attitude and I look fwd to

working with you more in the future

5. EMPLOYEE/CUSTOMER RELATIONS D Readily earns the cooperation of others and is exceptionally skillful in interacting and making decisions with others. ~ Usually gets the necessary cooperation from others to get the job done. D Needs to develop a more positive/collaborative working relationship with others. (Explain below)

Comments Claire works well with others and there have been no customer complaints or issues during this reporting period. Like others during their development period Claire can provide inaccurate information to customers and needs to become more

comfortable in disseminating the District's rules, regulations, processes, and standard practices. This will come with time as she

·continues to develop her design and construction skills & knowledge.

6. RELIABILITY D Is absent or late occasionally with valid explanation; follows through on assignments with some guidance required. D Is frequently late or absent; absences are interfering with job performance; follow through is inconsistent. (Explain below) 12:] Can always be relied upon to be at work on time; rarely absent; consistently follows through on assignments independently.

Comments Claire is a very dependable emplovee who keeps her lead and supervision up to date with anv issues or concerns she or her

customer's mav have. She is rarely absent and is always very conscientious of her assignments, customer's needs, and is alwavs willing

to do whatever it takes to meet the needs of the District and its customers.

PART III - ACCOMPLISHMENTS Describe employee's major accomplishments for the reporting (evaluation) period. Include what how and when, i.e., performance measures, results achieved or not achieved:

I.

2.

3.

4.

5.


Maintained required volume of work within New

Services Commercial, Residential, & Meter &

Service Process with no customer complaints or

safety incidents.

Increased productivity and difficulty level by taking on more types and more difficult commercial jobs.

Has been performing more difficult upper level II

jobs and one level III commitment.

Improved understanding of the commercial,

residential, and meter & service processes,

procedures, and requirements.

Completed the following training courses: Keys to

Successful Negotiation, Problem Solving & Decision

Making Techniques and LD-Pro Clean-Up.

Page 2 of2

HOW ACCOMPLISHED

Followed established NS Commercia l, Residentia l, &

Meter & Service procedures and processes on a dailv

basis.

Claire's jobs were reviewed closely for errors, interpretability, and clarity as a basis for her

evaluation and advancement.

Claire's jobs were reviewed closely for errors,

interpretability, and clarity as a basis for her

evaluation and advancement.

Increased understanding of the commercial,

residential, and meter & service processes from

receipt of customer request through final closing and accounting of the job.

Classroom attendance

WHEN

1/5/09 - 7/5/09

115/09 - 7/5/09

1/5/09 - 715109

115/09 - 7 /5/09

March-Mav 2009

PART IV - GOALS AND OBJECTIVES FOR NEXT REVIEW • List the major tasks, responsibilities, projects and job performance expectations for the period to be evaluated. • For each task listed define the performance standards; the standard measurement which will show how well or poorly the job is done. When

evaluating the work during the review, the performance standards will help in your performance rating. • Agree on due dates for tasks.

l. TASKS I RESPONSIBILITIES I PROJECTS Claire is being reassigned to Detailed line

inspection and it is anticipated she will be working

for Bill Carnes throughout her next reporting

period.

PERFORMANCE STANDARDS Accurate data and timely completion

TARGET DUE DATE

July - Sept 2009



Claire produces quality work in a productive manner, is well liked by her peers and customers alike, is reliable, and is always willing

to do whatever it takes to meet the needs of the District and its customers.


Continued development of Designer III skills and knowledge with an emphasis on District rules, regulations, processes, and standard

practices. Claire also needs to not be so hard on herself when working on larger more complex jobs understanding that she is still

learning and progressing in her skills and knowledge development.

a.

b.

c.

d.

e.


Maintain assigned work I jobs and complete within planned times and

durations.

Perform increasingly more difficult work, tasks, and jobs.

Complete Design Proficiency tasks on target and independently.

Self-register and complete District and DS mandatory training.

Complete other District and DS training as scheduled.

OVERALL COMMENTS

TIMETABLE

7 /5/09 - 1/5/2010

7 /5/09 - 1/5/2010

As required

As required

Per schedule


Bill Carnes

Bill Carnes

Bill Carnes I RC

Supervisor

Claire

Claire I Susan Bare

Claire is a very conscientious and dedicated emplovee who works hard to do a good job. She is well liked bv her customers and peers

and is always willing to do whatever it takes to meet the District and its customers needs. Sometimes she's a little harder on herself

than she needs to be and will feel more comfortable with her job as she continues to progress in her skills and knowledge. She has

been doing a good job and has been progressing on track during this reporting period. She has met the design proficiency and

training requirements for progression, and is progressed effective with this evaluation to Engineering Designer III. As always it has

been a pleasure working with Claire during this reporting period. Congratulations on your advancement and keep up the good work

as vou move forward!

OVERALL RATING: (check one)

have reviewed the e ormance valuation Employee Signature

/ / " _· h !,.,, . . I . I

C( (Dllt 1 v1LLV)AAd.tv

Page 3 of2

D Outstanding

Date

1/Jc/c ·

I

D Comm,,ndable - ,/' _.J'

k8J Proficient D Needs Development/Improvement D Unsatisfactory


_47 c::7~- 7/?-B?-~

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Warshaw, Claire 01/01/2009-06/04/2009

Category

Order# Level On Due Completion Days Lots Actual Plan VAR Ofo

Time Date Date +!-


30072626 1 ~ 3/20/2009 3/6/2009 -14 \) •'I"' 9.50 14.50 -5.00 -34.48%

30073148 1 ~ 5/22/2009 5/21/2009 -1 l/'33.50 15.50 18.00 116.13% ,. 30065062 2 D 4/21/2009 4/28/2009 7 ?l·~ 25.25 33.00 -7.75 -23.48%

30070191 2 ~ 2/11/2009 1/26/2009 -16 / 28.50 18.80 9.70 51.60%

~ '/

30070635 2 6/5/2009 6/2/2009 -3 " '· 5.25 11.30 -6.05 -53.54%

30072519 2 ~ 4/17/2009 3/25/2009 -23 1 ' .146.75 36.00 10.75 29.86%

30072666 2 ~ 4/2/2009 4/1/2009 -1 ,;28.25 29.00 -0.75 -2.59%

30073880 2 ~ 6/1/2009 5/28/2009 -4 / 26.75 16.80 9.95 59.23%

30073943 2 ~ 6/4/2009 5/19/2009 -16 ·/22.25 16.30 5.95 36.50%

30072629 3 ~ 2/20/2009 2/19/2009 -1 'rS20.25 28.50 -8.25 -28.95% { . ../

Commercial Design

30066330 1 ~ 3/12/2009 3/4/2009 -8 .J; .- 21.00 11.50 9.50 82.61%

30072626 1 l'!"'J 5/27/2009 5/27/2009 0 v 8.oo 11.50 -3.50 -30.43%

30072671 1 D 3/19/2009 3/23/2009 4 / 6.50 17.50 -11.0 -62.86%

~ I

30073341 1 6/15/2009 6/4/2009 -11 20.75 21.50 -0.75 -3.49%

30061763 2 ~ 1/15/2009 1/14/2009 -1 / v 11.50 5.50 6.00 109.09%

30066491 2 ~ 1/9/2009 1/9/2009 0 j l9.50 20.00 -0.50 -2.50%

30070635 2 ~ 2/20/2009 2/17/2009 -3 1•\A;'10.75 19.80 -9.05 -45.71%

30072519 2 M 4/30/2009 4/30/2009 0 r1 5.50 19.80 -14.3 -72.22%

Residential

30072300 1 ~ 2/19/2009 1/30/2009 -20 18 .25 19.30 -1.05 -5.44%

30072313 1 M 3/3/2009 1/15/2009 -47 13.25 19.50 -6.25 -32.05%

30072773 1 iv'i 7/8/2009 2/27/2009 -1E 10.75 27.80 -17.0 -61.33%

30072919 1 1M 5/8/2009 4/23/2009 -15 18.00 32.50 -14.5 -44.62%

30073149 1 1.:11 3/20/2009 3/18/2009 -2 , i6 .00 20.00 -4.00 -20.00%

30072644 2 V i 3/6/2009 2/27/2009 -7 11.00 18 .80 -7.80 -41.49%

30072918 2 5/11/2009 5/12/2009 1 12.75 22.30 -9.55 -42.83%

GIS

30071797 VJ 3/2/2009 2/5/2009 -25 12.50 20.00 -7.50 -37.50%

30071819 M 3/5/2009 2/10/2009 -23 14.00 20.00 -6.00 -30.00%

30072627 1 ~ 2/27/2009 2/24/2009 -3 .' 9.50 20.00 -10.5 -52.50%

Days Lots Actual Plan VAR Ofo

+/-Total -12.96 485.8 567 -81 -14.330/o

Input by Scheduling

Report generated on - Thursday, June 18, 2009 Page 1 of 1

optimized for web_evaluations design and construction services until late 09

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