figmtu/enron_personalization_dev_uncapped · Datasets at Hugging Face

text stringlengths 1 4.46k	employee_id stringclasses 45 values
FYI, it sounds like they now are organized about the process in New York.	dev40
Michelle	dev40
Andrea, You are right.	dev40
I remember that you wanted to be included, but somehow, as I was trying to get away for vacation, I failed to remember to tell Twanda, who was setting up the meeting.	dev40
I apologize for the oversight -- it was not intentional.	dev40
I will make sure that you are included in any subsequent meetings.	dev40
I am sorry about this one.	dev40
Basically, the discussion revolved around the purpose of the PRC -- is it a compensation system or a feedback system?	dev40
Because the process tries to address both, there is a tension between the organization's interests (comp, promotion, etc) and that of the employee (feedback, development, etc.) This tension is really reflected by the current categories and descriptors and the fact that we have a comparative rating system.	dev40
This tension has given people lots of heartburn.	dev40
To address this tension and to provide an immediate tweak that doesn't create too much change, Gina is going to draft new descriptors that reflect that comparative nature and also that reflect a more consistent view of how we evaluate employees.	dev40
The preference was to go to numbered categories instead of a descriptor because of the possible disconnect between the descriptor and the comparative rating.	dev40
For example, a "strong" performer really could be excellent, but compared to others in the group, ended up in the third category.	dev40
For this reason, the descriptor identifiers were found to be problematic.	dev40
Also, there will be a revamping of the explanations of the categories to get away from the old "HR" language.	dev40
For example, a category 1 performer would have a descriptor that said something like: "Always raises the bar; franchise player," etc. rather than a "HR" definition relating to demonstrating criteria.	dev40
Also, people had the view that needs improvement and issues probably should be collapsed because there wasn't much difference between the two.	dev40
There was a general discussion about whether going to numbers made it seem more competitive.	dev40
Also, there was discussion about the fact that the PRC appeared to be a "black box," and the desire to explain and communicate more about the process.	dev40
This was only the first meeting.	dev40
I will make sure that you are invited to attend any subsequent ones, and I apologize for the first one.	dev40
Let me know if you have any questions.	dev40
Michelle	dev40
FYI.	dev40
Michelle	dev40
David, Hello, I hope all is well with you.	dev40
I was out last week on holiday and am just now getting back into the swing of things.	dev40
Alan and I have spoken about your contract, and I am getting in touch with the CU lawyers to work on an appropriate form for Australia.	dev40
I will be keep you apprised of the status.	dev40
Have a good weekend.	dev40
Michelle	dev40
Privileged and Confidential Felicia, Would you please run a disparate impact analysis for the proposed stock options to be granted within Enron Net Works?	dev40
I would like this data for the purpose of giving legal advice.	dev40
Thank you.	dev40
Michelle	dev40
I think that gathering this information at interview makes the most sense.	dev40
Obviously, new hire orientation is too late!	dev40
I prefer an original, signed document, but a fax is an ok substitute, provided that the applicant mails us the originals after faxing.	dev40
Thanks.	dev40
MHC	dev40
I agree.	dev40
Thanks for letting them know about my contact.	dev40
I emailed them the form, so we should be on our way!	dev40
Michelle	dev40
Gina, I will leave this to your discretion.	dev40
I agree that the OD&T people could help us in the communication/training side of any changes that are made.	dev40
Comp.	dev40
probably will not be affected much, since Needs Improvement and Issues both are no bonus/no merit categories.	dev40
Thanks.	dev40
Michelle	dev40
Hoyt, Under the Older Workers Benefits Protection Act, we must provide demographic information to persons over the age of 40 who are offered severance packages in exchange for a release.	dev40
We need the title/position and the age of the persons holding those positions for the persons who were offered a package as well as the persons who were not offered a package.	dev40
We will provide this data to persons over 40 to validate their releases.	dev40
Thanks.	dev40
Michelle	dev40
Brian, Pat Mackin requested that I forward this on to you.	dev40
I think he has a good idea here to look at a process for RIF selection.	dev40
Currently, it is done on an ad-hoc basis, with plans being prepared for each situation.	dev40
Pat, do you still have a copy of the one you prepared a while back?	dev40
It would be an excellent start.	dev40
Thanks.	dev40
Michelle	dev40
Sheryl, sorry, I had the wrong email address.	dev40
Here is the resend.	dev40
Michelle	dev40
I hadn't heard about Alex's offer.	dev40
That is great!!	dev40
He is such a nice guy.	dev40
I'll send details on hen night later.	dev40
Michelle	dev40
please print this and attachment for me.	dev40
thanks.	dev40
mhc	dev40
Here are the latest!!!	dev40
Michelle	dev40
fyi re: Lutz.	dev40
mhc	dev40
Rick, It sounds like this may satisfy CURE, but I question whether this is an appropriate payment.	dev40
I would want to touch base with the lawyers working on the deal to find out if there are any implications.	dev40
Any other feedback?	dev40
Michelle	dev40
Hoyt -- actually, we need only the New York office -- other locations should not be included.	dev40
Thanks.	dev40
Michelle	dev40
FYI re: Crane.	dev40
Michelle	dev40
FYI re: Crane	dev40
Pat, thanks for the update.	dev40
By the way, did you talk with Fran Mayes, who went to the management presentations last week?	dev40
She may have some of the missing information.	dev40
Dee, you might want to check with her for data.	dev40
Thanks.	dev40
Michelle	dev40
Hello, girls.	dev40
If Stacey can do it, so can I!	dev40
Here are the latest pictures of Cameron.	dev40
These were taken right before the Baptism of my sister's third (can you believe it??) child, so he is all dressed up.	dev40
I hope all is well with everyone.	dev40
Love, Michelle	dev40
Andrea, Brian and I were talking about the dissemination of this policy.	dev40

FYI, it sounds like they now are organized about the process in New York.

dev40

Michelle

dev40

Andrea, You are right.

dev40

I remember that you wanted to be included, but somehow, as I was trying to get away for vacation, I failed to remember to tell Twanda, who was setting up the meeting.

dev40

I apologize for the oversight -- it was not intentional.

dev40

I will make sure that you are included in any subsequent meetings.

dev40

I am sorry about this one.

dev40

Basically, the discussion revolved around the purpose of the PRC -- is it a compensation system or a feedback system?

dev40

Because the process tries to address both, there is a tension between the organization's interests (comp, promotion, etc) and that of the employee (feedback, development, etc.) This tension is really reflected by the current categories and descriptors and the fact that we have a comparative rating system.

dev40

This tension has given people lots of heartburn.

dev40

To address this tension and to provide an immediate tweak that doesn't create too much change, Gina is going to draft new descriptors that reflect that comparative nature and also that reflect a more consistent view of how we evaluate employees.

dev40

The preference was to go to numbered categories instead of a descriptor because of the possible disconnect between the descriptor and the comparative rating.

dev40

For example, a "strong" performer really could be excellent, but compared to others in the group, ended up in the third category.

dev40

For this reason, the descriptor identifiers were found to be problematic.

dev40

Also, there will be a revamping of the explanations of the categories to get away from the old "HR" language.

dev40

For example, a category 1 performer would have a descriptor that said something like: "Always raises the bar; franchise player," etc. rather than a "HR" definition relating to demonstrating criteria.

dev40

Also, people had the view that needs improvement and issues probably should be collapsed because there wasn't much difference between the two.

dev40

There was a general discussion about whether going to numbers made it seem more competitive.

dev40

Also, there was discussion about the fact that the PRC appeared to be a "black box," and the desire to explain and communicate more about the process.

dev40

This was only the first meeting.

dev40

I will make sure that you are invited to attend any subsequent ones, and I apologize for the first one.

dev40

Let me know if you have any questions.

dev40

Michelle

dev40

FYI.

dev40

Michelle

dev40

David, Hello, I hope all is well with you.

dev40

I was out last week on holiday and am just now getting back into the swing of things.

dev40

Alan and I have spoken about your contract, and I am getting in touch with the CU lawyers to work on an appropriate form for Australia.

dev40

I will be keep you apprised of the status.

dev40

Have a good weekend.

dev40

Michelle

dev40

Privileged and Confidential Felicia, Would you please run a disparate impact analysis for the proposed stock options to be granted within Enron Net Works?

dev40

I would like this data for the purpose of giving legal advice.

dev40

Thank you.

dev40

Michelle

dev40

I think that gathering this information at interview makes the most sense.

dev40

Obviously, new hire orientation is too late!

dev40

I prefer an original, signed document, but a fax is an ok substitute, provided that the applicant mails us the originals after faxing.

dev40

Thanks.

dev40

MHC

dev40

I agree.

dev40

Thanks for letting them know about my contact.

dev40

I emailed them the form, so we should be on our way!

dev40

Michelle

dev40

Gina, I will leave this to your discretion.

dev40

I agree that the OD&T people could help us in the communication/training side of any changes that are made.

dev40

Comp.

dev40

probably will not be affected much, since Needs Improvement and Issues both are no bonus/no merit categories.

dev40

Thanks.

dev40

Michelle

dev40

Hoyt, Under the Older Workers Benefits Protection Act, we must provide demographic information to persons over the age of 40 who are offered severance packages in exchange for a release.

dev40

We need the title/position and the age of the persons holding those positions for the persons who were offered a package as well as the persons who were not offered a package.

dev40

We will provide this data to persons over 40 to validate their releases.

dev40

Thanks.

dev40

Michelle

dev40

Brian, Pat Mackin requested that I forward this on to you.

dev40

I think he has a good idea here to look at a process for RIF selection.

dev40

Currently, it is done on an ad-hoc basis, with plans being prepared for each situation.

dev40

Pat, do you still have a copy of the one you prepared a while back?

dev40

It would be an excellent start.

dev40

Thanks.

dev40

Michelle

dev40

Sheryl, sorry, I had the wrong email address.

dev40

Here is the resend.

dev40

Michelle

dev40

I hadn't heard about Alex's offer.

dev40

That is great!!

dev40

He is such a nice guy.

dev40

I'll send details on hen night later.

dev40

Michelle

dev40

please print this and attachment for me.

dev40

thanks.

dev40

mhc

dev40

Here are the latest!!!

dev40

Michelle

dev40

fyi re: Lutz.

dev40

mhc

dev40

Rick, It sounds like this may satisfy CURE, but I question whether this is an appropriate payment.

dev40

I would want to touch base with the lawyers working on the deal to find out if there are any implications.

dev40

Any other feedback?

dev40

Michelle

dev40

Hoyt -- actually, we need only the New York office -- other locations should not be included.

dev40

Thanks.

dev40

Michelle

dev40

FYI re: Crane.

dev40

Michelle

dev40

FYI re: Crane

dev40

Pat, thanks for the update.

dev40

By the way, did you talk with Fran Mayes, who went to the management presentations last week?

dev40

She may have some of the missing information.

dev40

Dee, you might want to check with her for data.

dev40

Thanks.

dev40

Michelle

dev40

Hello, girls.

dev40

If Stacey can do it, so can I!

dev40

Here are the latest pictures of Cameron.

dev40

These were taken right before the Baptism of my sister's third (can you believe it??) child, so he is all dressed up.

dev40

I hope all is well with everyone.

dev40

Love, Michelle

dev40

Andrea, Brian and I were talking about the dissemination of this policy.

dev40