survey-manager/survey-nginx/secure_html/tests/complete/tgwall.mkukla.360_brod

tgwall&mkukla&360_brod&6.0.0&&&360_brod&&&terry@terrywall.com, bcarico@actscorp.com&N.Y.N.N.Y.N.N.N.N.N




0.1.o.o.o.1.&360_brod.001&360_brod.002&360_brod.003&360_brod.004&360_brod.005&360_brod.006&360_brod.007&360_brod.008&360_brod.009&360_brod.010&360_brod.011&360_brod.012&360_brod.013&360_brod.014&360_brod.015&360_brod.016&360_brod.017&360_brod.018&360_brod.019&360_brod.020&360_brod.021&360_brod.022&360_brod.023&360_brod.024&360_brod.025
&::P1.0:1:1:0&::P1.0:1:1:0&::P2.0:1:1:0&::P2.0:1:1:0&?0=0?1=0?2=0?3=0?4=0::P3.0:1:5:0&?0=0?1=0?2=0?3=0?4=0::P3.0:1:5:0&?0=0?1=0?2=0?3=0?4=0::P3.0:1:5:0&?0=0?1=0?2=0?3=0?4=0::P4.0:1:5:0&?0=0?1=0?2=0?3=0?4=0::P4.0:1:5:0&?0=0?1=0?2=0?3=0?4=0::P4.0:1:5:0&?0=0?1=0?2=0?3=0?4=0::P5.0:1:5:0&?0=0?1=0?2=0?3=0?4=0::P5.0:1:5:0&?0=0?1=0?2=0?3=0?4=0::P5.0:1:5:0&?0=0?1=0?2=0?3=0?4=0::P6.0:1:5:0&?0=0?1=0?2=0?3=0?4=0::P6.0:1:5:0&?0=0?1=0?2=0?3=0?4=0::P6.0:1:5:0&?0=0?1=0?2=0?3=0?4=0::P7.0:1:5:0&?0=0?1=0?2=0?3=0?4=0::P7.0:1:5:0&?0=0?1=0?2=0?3=0?4=0::P7.0:1:5:0&?0=0?1=0?2=0?3=0?4=0::P8.0:1:5:0&?0=0?1=0?2=0?3=0?4=0::P8.0:1:5:0&?0=0?1=0?2=0?3=0?4=0::P8.0:1:5:0&?0=0?1=0?2=0?3=0?4=0::P9.0:1:5:0&?0=0?1=0?2=0?3=0?4=0::P9.0:1:5:0&::P9.0:1:1:0
&Our "division" is directly responsible for the 
<BR>maintenance of Solar Arrays owned by Marina Energy, 
<BR>SoCore Energy as well as the solar sites that RAI has 
<BR>installed. There was a 5 year guarantee sold with 
<BR>each array that we are currently servicing.::&For the most part Lisa is directly involved in the 
<BR>scheduling of my week.::&I believe it is more of a passive model. In my 
<BR>opinion Joe Nessler is ultimately responsible for the 
<BR>direction that we go and how to keep the client 
<BR>happy.::&There is no reward for harder work in this 
<BR>division. If I work 12 hours in a day (mostly 
<BR>spent driving) or I work 8 hours, my pay does not 
<BR>change. There is a give and take relationship that 
<BR>leaves a very grey area of understanding.
<BR>On that same note I believe Lisa has improved her 
<BR>role as a leader from when I first joined this 
<BR>division one year and 3 months ago. ::&?xxx?xxx?2?xxx?xxx::I am mostly a remote contact. My personal interaction <BR>with Lisa has shown me that she is very proud of how <BR>well we are doing as a group. &?xxx?xxx?2?xxx?xxx::Everyone has their own opinion of course. I have <BR>never had a disagreement with Lisa. I had an issue <BR>last year with the travel time we spend and Lisa <BR>came  out to the job and we had a very excellent <BR>conversation that changed my opinion for the <BR>better. She is compassionate and a great listener.&?xxx?1?xxx?xxx?xxx::I often have to ask several times for things I <BR>need. Sometimes simple things like addresses or <BR>contacts. People can be forgetful but I have <BR>learned to become more resourceful because of it.&?xxx?xxx?xxx?xxx?4::Lisa listens very well. She does her best to resolve <BR>issues but sometimes she is shut down by higher <BR>management. These times are out of my control.&?xxx?xxx?2?xxx?xxx::Her door is always open. I feel no restraint in <BR>bringing any issue to Lisa. She calls the appropriate <BR>people to get matters resolved.&?0?xxx?xxx?xxx?xxx::In my opinion Lisa has no Electrical background. <BR>In a sense if a car salesperson doesnt know <BR>anything about the car they are selling they could <BR>scare of a potential buyer. In a sense of our <BR>company the more Lisa could learn about every <BR>aspect of what we do, it would improve our <BR>customer relations.&?xxx?xxx?xxx?xxx?4::Lisa does consult all members of the team before <BR>making any drastic decisions. She is very upfront <BR>with most if not all information.&?xxx?xxx?xxx?xxx?4::Lisa takes every ones ideas into account before <BR>making a final decision.&?xxx?xxx?xxx?xxx?4::Situations like this are few and far between.<BR>I can not think of any examples.&?xxx?xxx?xxx?xxx?4::A small incident involving a safety concern, Lisa <BR>took full responsibility for her employees actions. I <BR>was very impressed.&?xxx?xxx?2?xxx?xxx::Lisa always congratulates us when we accomplish a <BR>task faster than expected. It makes you feel good.&?xxx?xxx?xxx?3?xxx::Our newest hire is a friend of mine from another <BR>division. She has recently used me as a conduit to <BR>him but that is only due to the hold up from the <BR>office in him receiving his work cell phone.&?xxx?xxx?xxx?3?xxx::We are in constant contact. Lisa informs me regularly <BR>on what is needed.&?xxx?xxx?xxx?3?xxx::&?xxx?1?xxx?xxx?xxx::With a better understanding of the Electrical aspect <BR>of our work this quality will improve&?xxx?1?xxx?xxx?xxx::In my opinion I believe the main office is our <BR>biggest obstacle. Certain aspects of our job such <BR>as travel should be compensated. If I spend three <BR>hours driving each way on the highway, I believe I <BR>should be compensated. I bring this up to Lisa <BR>repeatedly. I am made o believe that it is the <BR>offices (her superiors) that are denying this <BR>compensation. In turn this makes the incentive of <BR>the job we do diminish.&?xxx?xxx?xxx?3?xxx::"There is no wrong way to eat a Reeses" as I <BR>always say. We are a constantly evolving <BR>department. From the pen and paper days of making <BR>reports to the digital tablet style re
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