IR 05000298/1993023
| ML20057F134 | |
| Person / Time | |
|---|---|
| Site: | Cooper  |
| Issue date: | 10/05/1993 |
| From: | NRC OFFICE OF INSPECTION & ENFORCEMENT (IE REGION IV) |
| To: | |
| Shared Package | |
| ML20057F112 | List: |
| References | |
| 50-298-93-23, NUDOCS 9310140170 | |
| Download: ML20057F134 (6) | |
Text
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EMPLOYEE CONCERNS PROGRAMS PLANT NAME: Cooper Nuclear Station LICENSEE: NPPD DOCKET: 50-298 A.
PROGRAM:
1.
Does the licensee, have an employee concerns program?
(Yes or No/Coments)
YES
- Employee Suggestion Program - district wide
- Corrective Action Program Overview Group - only at CNS
- Talk to the Top e,*.LARA suggestions 2.
Has NRC inspected the program? Report #
Not to our knowledge B.
SCOPE:
(Circle all that apply)
1.
Is it for:
a.
Technical? (Yes, No/Coments)
YES Employee Suggestion Program and Talk to the Top - could be use for any of these a
b.
Administrative? (Yes, No/Coments)
YES Corrective Action Program and ALARA - ALARA would tend to be more technical, however.
c.
Personnel issues? (Yes, No/Coments)
YES 2.
Does it cover safety-as well as nonsafety issues?
(Yes or_No/Coments)
YES - no issues are prohibited
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3.
Is it designed for:
a.
Nuclear safety? (Yes, No/Coments)
NO Corrective Action Program and ALARA were designed for safety i
b.
Personal safety? (Yes, No/Coments)
N0 c.
Personnel issues - including union grievances?
(Yes or No/Coments) NO, CNS is not a union plant.
4.
Does the program apply to all licensee employees?
(Yes pr No/Coments)
YES 931014017o 931005 DR ADOCK 05000298 PDR
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5.
Contractors?
l (Yes or No/ Comments)
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There are no limits on the program, however, persons conducting interviews have never seen a contractor suggestion / input.
6.
Does the licensee require its contractors and their subs to have a similar program?
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(Yes or No/ Comments)
N0 7.
Does the licensee conduct an exit interview upon terminating employees asking if they have any safety concerns?
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(Yes or No/Commentsi YES
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Procedure 28, " Personnel Check In, Check Out," exit interview is generic (i.e., "What are your concerns?")
i Temporary employees exit interview is optional.
C.
INDEPENDENCE:
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1.
What is the title of the person in charge?
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e Employee suggestion Program - Human Resources
Division Manager - NPPD
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i e Corrective Actions Program - Cooper Site Manager 2.
Who do they report to?
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e Employee Suggestion Chairman reports to NPPD Board Chairman
e Corrective Actions Program reports to Nuclear Power
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Group Manager 3.
Are they independent of line management?
Yes
4.
Does the ECP use third party consultants?
,
No i
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How is a concern about a manager or vice president followed up?
Managers have open door policy. Talk to the Top program allows individuals to voice concerns to Chairman of the Board.
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D.
RESOURCES:
1..
What is the size of the staff devoted to this program?
e Employee Suggestion Comittee - 10 people (collateral j
duty)
i e Corrective Action Program - 3 staff, 1 manager (essentially full time)
2.
What are ECP staff qualifications (technical-training, interviewing training, investigator training, other)?
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Qualifications vary; wide mix of individuals on comittee
E.
REFERRALS:
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Who has followup on concerns (ECP staff, line management, other)?
Whichever manager has responsibility for area in which concern was voiced.
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F.
CONFIDENTIALITY:
1.
Are the reports confidential?
(Yes or No/Coments)
NO o Employee suggestion form usually has name of person i
submitting suggestion, but the name is not required.
- Corrective Action Program Team did mostly face-to-face interviews.
j 2.
Who is the identity of the alleger made known to (senior
management, ECP staff, line management, other)?
(Circle, if other explain)
J Does not apply.
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3.
Can employees be:
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Anonymous? (Yes, No/Coments)
YES a.
No formal program soliciting these types of responses
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b.
Report by phone? (Yes, No/ Comments)
YES G.
FEEDBACK:
1.
Is feedback given to the alleger upon completion of the followup?
(Yes or No - If so, how?)
YES
I All suggestions are followed up with a response to employee 2.
Does program reward good ideas?
i Yes, can receive monetary award 3.
Who, or at what level, makes the final decision of resolution?
e Employee Suggestion Committee - Division Manager of Human Resources e Corrective Action Program - Site Manager
e ALARA - Radiation Protectio,1 Manager i
4.
Are the resolutions of anonymcas concerns disseminated?
Not aware of any anonymous concerns that have been submitted.
5.
Are resolutions of valid concerns publicized (newsletter, bulletin board, all hands meeting other)?
L Newsletter and Employee Suggestion Committee meeting minutes
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H.
EFFECTIVENESS:
1.
How does the licensee measure the effectiveness of the program?
types and numbers of suggestions l
t 2.
Are concerns:
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t a.
Trended? (Yes or No/ Comments)
N0 i
b.
Used? (Yes or No/ Comments)
YES
i Good suggestions are used; however, some may never be implemented.
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In the last 3 years how many concerns were raised?
Of the concerns raised, how may were closed?
What percentage i
were substantiated?
e 300 corrective actions were raised.
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- The exact number closed is unknown, but all will be
tracked to closure, e Corrective Action Program currently tracking 300 items
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o Employee Suggestion Program received approximately 100-150 suggestions per year 4.
How are followup techniques used to measure effectiveness (random survey, interviews, other)?
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Corrective Actions Program looks for repetitive concerns j
5.
How frequently are internal audits of the ECP conducted and by whom?
Not done; backlog is only tracking mechanism I.
ADMINISTRATION / TRAINING:
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1.
Is ECP prescribed by a procedure? (Yes or No/ Comments)
e Employee Suggestion Program - discussed in Human
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Resources Directive
e Corrective Action Program - M0 2.
How are employees, as well as contractors, made aware of th;'
l program (training, newsletter, bulletin board, other).?
i e Newsletter publishes stories on suggestions used
e Outage Manual usually contains information on
licensee programs
i ADDITIONAL COMMENTS:
(including characteristics which make the program especially effective, if any.)
No special characteristics. The employee suggestion process has been in l
e existence a long time.
Periodically, the usefulness of the program is assessed.
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-6-ALARA Suggestion Program has been in existence 2 or 3 years
Corrective Action Progran overview group has been in existence 6 months o
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I NAME:
W. C. Walker TITLE:
Resident Inspector
]
PHONE:
(402)825-3371
DATE COMPLETED: August 27, 1993 Person Interviewed:
Chris Moeller, Technical Staff Manager
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