PERFORMANCE ENHANCEMENT

PROCESS

Name Gonzalez, Hector Performance Year 2008

Job Title Graphic Designer Current Rating SM2

Salary
5 Rating Last Year SM2
Grade

Department - Current Manager Cruz, Oscar

Division Chile Division Time in Position 6y 4m

Location Chile Years of Service 6y 4m

SECTION I - CURRENT PERFORMANCE SUMMARY

A. Current Period Performance

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

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

Included Accomplishments:
Goals/Objectives/Behaviors Targeted:
- Supervisión en terreno a Empresas contratistas,
asegurando el cumplimiento de Buenas prácticas de
ingeniería y la normativa de la compañía.
Results Achieved:
Supervisión en terreno
Se controló en 100% la ejecución de tarjetas de
autorización de trabajos y terminó de los mismos. Así
como las charlas de seguridad al personal de
contratistas involucrado.

- Proyecciones y soluciones para las Inversiones de Participación activa en los proyectos de incremento de
Capital. (CEP 2008, MUS$ 3,856) Molienda a 250 TPD. y habilitación de Evaporador para
Jarabe.

Los diseños cumplieron sus objetivos y ambas

inversiones están operativas

- Asegurar cumplimiento normativo en seguridad Se controló 100% En tarjetas de control de Seguridad

industrial, salud ocupacional y medio ambiente. como Espacios confinados, Lock an tag y charlas de
inducción y reforzamiento.

Seguridad, (50% de reducción) _Seguridad _Frecuencia: 1.9%_Severidad: 238.9%

Frecuencia: 1.9%
máximoSeveridad: 65.1% máximo I. Severidad afectada por Accidente Año 97 Sr. Pedro Barahona
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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

B. Completed Development Activities/Results

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

Included Developments:
Activity/Experience/Event: Results/Impacts:
- Curso de Inventor 2008 (curso basico) software de Ejecutado Octubre 2008. Permitió implementar
diseño 3D. diseños en 3D..

- Capacitación de Seguridad en SSOMA (IPER, _ Ejecutado Entre Marzo y Dic 2008 . Mayor
REBRETI, ARO, etc.).. conocimiento técnicas preventivas de Seguridad en mi
Rol de supervisor en terreno.

_ _

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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

El cargo no refleja en su totalidad mi función como es la supervisión en terreno de los trabajos derivados a personal
externo, en relación a su calidad , seguridad en su ejecución y administración de problemas técnicos que se presentan
durante la ejecución o puesta en marcha.

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SECTION I I – FUTURE PERFORMANCE AND DEVELOPMENT PLANS

A. Performance Objectives and Plans

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

Included Accomplishments:
Goals/Objectives/Behaviors Targeted: Results to be Achieved:
_ Asegurar el cumplimiento de “Buenas practicas de _
Ingeniería y Normativas de la Compañía” en mi rol de
Supervisor y Proyectista.

Organizar 100 % de la información Técnica ( Planos , -

Catálogos ) existente conciliada con clasificación SAP .

Asegurar la entrega de información técnica de los

Proyectos y Permits gestión 2009

Generar propuesta técnica para dar solución al -

problema actual de manejo de carbón activado, house
keeping del areá y facilidades de operación.

-Seguridad -

IF : Máx. 1,4 %

IS : Máx 240 %

B. Development Objectives and Plans

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

Included Developments:
Strength/Skill
Area/Behavior for
Development (What):
- Capacitación Inventor
2008 (Curso avanzado)
- Capacitación en inglés
- Manejo de Personal
Proposed Outcome/Goal Specific Development
Timing (When):
of Development (Why): Plans (How):
- Actualización y - Curso formal - Año 2009.
capacitación en
herramientas de dibujo y - Curso de Ingles. - Año 2009.
proyección.
- Charla y reuniones. - Año 2009.
- Herramienta útil para el
desempeño del cargo.

- Herramienta útil para

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.

Ingeniero de Proyectos con disponibilidad para trabajar en el extranjero.

Para este objetivo el evaluado conoce la necesidad de formalizar estudios en Ingeniería ( Ing. Mecánica)

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.

Possible Future Assignments:

Assignment: Readiness:
Supervisor de Ingeniería Disponibilidad en el extranjero

Cruz, Oscar 02/27/2009 Acosta, Dafnis 03/03/2009

Manager Date Manager's Manager Date

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