PERFORMANCE ENHANCEMENT

PROCESS

Name Gonzalez, Hector Performance Year 2007

Job Title Graphic Designer Current Rating SM2

Salary
4 Rating Last Year -
Grade

Department - Current Manager Giraldo, Luis Alfonso

Division Chile Division Time in Position 5y 4m

Location Chile Years of Service 5y 4m

SECTION I - CURRENT PERFORMANCE SUMMARY

A. Current Period Performance

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

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

Included Accomplishments:
Goals/Objectives/Behaviors Targeted: Results Achieved:
- Proyección y elaboración de planos - Trabajo de rutina que realiza acorde a los
requerimientos del ingeniero de proyectos.

- Preparación de soluciones e ingeniería básica para - Las inversiones de capital realizadas durante el año
las inversiones de capital. (CEP MUS$ 4,000) 2007 fueron un 2,7% menor a lo comprometido. (CEP
MUS$ 3,892).

- Supervisión en terreno de trabajo con contratistas.
- Este año se contrató, a plazo fijo, un ingeniero
supervisor de terreno. Por lo anterior este objetivo sólo
se cumplió parcialmente y su mayor participación se
vio en la proyección y preparación de soluciones para
las inversiones de capital

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

Additional Accomplishments/Summary Comments

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 - CEP, retraso en la aprobación del proyecto de tratamiento de efluentes y en la elaboración del contrato con el
proveedor que ejecutará los trabajos de dicho proyecto afectó la inversión total.

B. Completed Development Activities/Results

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

Included Developments:
Activity/Experience/Event: Results/Impacts:
- Curso 3D Autocad 2007 - Adquisición de herramientas primarias para
generación de planos en 3D.

- Capacitación para formación de auditores. - Adquisición de conocimientos normativo para

participar activamente como auditor interno. Curso
aprobado

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 C. Current Period Performance Assessment

Employee should only complete this section as/if requested by the Manager.

Check Overall Rating that summarizes documented results and is consistent with prior commentary.

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

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

Accomplished all roles and responsibilities of this position, and did so in a manner that
Successfully positively differentiates this person from others who achieve a Successfully Meets-2 rating.
Meets - 3 (SM3) This person demonstrates a high degree of reliability and sometimes delivers results beyond
expectations.

Successfully Accomplished all roles and responsibilities required of this position. Meets performance
Meets - 2 (SM2) expectations and clearly accomplished all requirements of this position.

Accomplished most responsibilities required of this position. Met many of the performance
expectations established with their manager. However, results may have contained an
Successfully
inordinate number of mistakes, a significant number of deliverables were completed after
Meets - 1 (SM1)
expressed deadlines, or frequent instruction and follow-up by the manager may have been
required.

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

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

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

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

D. Employee Comments

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SECTION I I – FUTURE PERFORMANCE AND DEVELOPMENT PLANS

A. Performance Objectives and Plans

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

Included Accomplishments:
Goals/Objectives/Behaviors Targeted: Results to be Achieved:
- Supervisión en terreno a Empresas contratistas, _
asegurando el cumplimiento de Buenas prácticas de
ingeniería y la normativa de la compañía.

- Proyecciones y soluciones para las Inversiones de _

Capital. (CEP 2008, MUS$ 3,856)

- Asegurar cumplimiento normativo en seguridad _

industrial, salud ocupacional y medio ambiente.

Seguridad, (50% de reducción) _

Frecuencia: 1.9%
máximoSeveridad: 65.1% máximo

B. Development Objectives and Plans

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

Included Developments:
Strength/Skill
Proposed Outcome/Goal Specific Development
Area/Behavior for Timing (When):
of Development (Why): Plans (How):
Development (What):
- Capacitación en - Actualización y - Curso formal - Año 2008.
Software Inventor capacitación en
profesional (Software de herramientas de dibujo y
dibujo y proyección proyección.
adquirido)

- Capacitación en inglés - Herramienta útil para el - Curso de Ingles. - Año 2008.

desempeño del cargo.

- Manejo de Personal - Herramienta útil para - Charla y reuniones. - Año 2008.

interrelación con
Contratistas

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 C. Career Future Assignments

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

Possible Future Assignments

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

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