ML030910622
| ML030910622 | |
| Person / Time | |
|---|---|
| Site: | Browns Ferry, Watts Bar, Sequoyah  |
| Issue date: | 02/26/1999 |
| From: | Greene A Tennessee Valley Authority |
| To: | NRC/SECY |
| Byrdsong A T | |
| References | |
| +adjud/ruledam200506, -RFPFR, 2-1998-013, 50-259-CIVP, 50-260-CIVP, 50-296-CIVP, 50-327-CIVP, 50-328-CIVP, 50-390-CIVP, ASLBP 01-791-01-CIVP, RAS 5891, TVA-Licensee-39 | |
| Download: ML030910622 (154) | |
Text
R)AS-7-SS" So-3s-clv.eS ty/ -
Lsenisee. £s/;ibt 39-wrcY 6/;o/o6a DO CK~ETED USNRC BEFORE TIE UNITED STATES 2003MAR -3 A! II: 15 NUCLEAR REGULATORY COMMISSION ;FFEW!
ADJUDICA-flONS STAFF OFFICE OF INVESTIGATIONS REGION II Case No. 2-1998-013 DECLARATION OF ALICE L. GREENE Alice L. Greene subscribes and declares:
- 1.
I am currently employed by the Tennessee Valley Authority (TVA) as the Manager of the Employee Service Center (ESC) in the Shared Resources organization of the corporate Human Resources (HR) organization, a position I have held since July of 1997. I have been employed by TVA since 1980. The responsibilities of my position include managing the custody of the official personal history records (PHRs) of TVA employees. I have official knowledge of the matters stated herein.
- 2.
Until some time in 1995 employee PHRs were microfilmed and maintained on microfiche. Beginning in 1995, PHRs of employees who were on the payroll at that time were electronically imaged and stored on optical disk. The electronic imaging and retrieval system is known as the Personnel Records Inforination/Imaging System (PRIS). The microfiche that was previously used is still maintained. Any new personnel records generated after PRIS became operational are only imaged and not microfilmed; paper copies of such records are disposed of after being imaged. Thus, depending on an individual's dates of employment, the official PHR may include microfilmed documents, imaged documents, or a combination of both.
TVA Exh. 39
- 1 S
1 femrt /<t-scc y-o0 as Sic
-o a
REGULATORY COMIbtOAm fizz0
>Kgo Exh NO.
MDEONTIFHED RECSJED IntqVfl~_________REJECTED Other_
THAN OATE A
d z
Wa Clerk
- 3.
Attached hereto as Exhibits A, B, C, and D are the PHRs maintained by ESC for Wilson C. McArthur, Gary L. Fiser, Sam L-;-Harvey E[I, and Ronald 0. Grover.
Pursuant to 28 U.S.C. § 1746 (1994), I declare under penalty of perjury that the foregoing is true and correct.
Executed on this
~~dayo of ?a t'.-i 9 99.
Alice L.
0000o9 A F CO !5 9 2
I NRC FORM-S FOUIVALEHT PAGE 1 OF 1
OCCUPATIONAL EXPOSURE REPORT FOR A MONITORING PERIOD I
- 1. NAME (LAST. FIRST. UIDDEE INITIAL)
- 2.
COMMENTS:
- 1) ANNUAL INDIVIDUAL FORMS AS REPORTED TO THE NRC IjRTHUIWSO
- 2. IDENTIFICATION NUMBER
- 13. ID TYPE MALE IK]S DATE OF BIRTH I
_ALE_l T. LICENSEE NAME & ADDRESS A LICENEE NUMBERCS)
NoITO TENNESSE VALLEY AUTHORITY SEQUOYAH NUCLEAR PLANT DPR-77. 79 1994 P.O.
BOX 2000 9A.
RECORD ROUTINE X
SODDY-DAISY, TN 37379 (615)843-6505 ESnTE l
T E INTAKES
_DOSES (IN REM) 10A. RADIOtUCLIDE 108 CLASS 1CC_ MOOE 100. INTAKE DEEPJ DC6E EQIALENT It.
NR NR NR NR tDDE)
RD EYE DOSE EQUIVALENT 12.
TO THE LENS OF THE EE y
LAST ITEM *3 IDE)
ND S
CALOW DOSE EQUIVAENT l
WHL BODY (S0EW8I ND SHALLOW DOSE EQtIVALENT.
t4.
MAX EXTREMITY
_SDEMV ND COMMITTED EFFECTIVE ILS DOSE EQUIVALENT
-tCfv NR COMMITTED DOSE EQUIVALENT IlS MAXIMALLY EXPOSEr ORGAN ItCD NR TOTAL EFFECTIVE DOS EQUIVALENT 17.
(BLOCKS 11+ 1S) (TEDE)
ND TOTAL ORGAN DOSE EQUIVALENT
_(BLOCKS 1+ f16 (ODE1 NR
- 19. SIGNATURE OF DESIGNEE
- 20. DATE SIGNED REPORT DATE/TIME Ci//t 03/09/95 16:10:01 7~
6' I
TVA 40473 (05/93)
THIS REPORT IS FURNISHED TO You UNDER THE PROVIS ONS OF THE NUCLEAR REGULATORY COMMISON REGUATIOS OCRt9.
YOU SHOULD PRESERVE THIS REPORT FOR FURTHER REFERENCE.
AFO0 C59Q
t-a PD NO.
960379 POSITON DESCRIPTION Name Position Titlde Wilson C. Mcicrthur Corporate Radiological &
Chemistry Control Manager Social Security Number Pay Group or Schedule/Grade PG-SR Location Chattanooga Effecfive Date 6/17/96 Organization Titles:
-L-Group Operations Division Department TVA Nuclear Incumnbenrs Signature Nuclear Operations Operations Support Corporate Radiological
& Chemistiy Control Supervisor's Signature HRMIHRO's Signature W.
C
tl-
.W. C. McIr
,/70,
=
Z P., J. McGrath 1-44az'or-Reports to (Tile)
D. E. Ni-xon Operations Support General Manager Section FOR COMPENSATI0N PLANNING AND ANALYSIS USE ONLY CP&A REVIEWER EVALUATION DATE:
3/11196 INITIALS:
cih POSITION EVALUATION:
F33 528 K-H Slot K-H Pis P-S Slot 264 E3P P-S Pts Acct Slot 304 1096 48-24-28
+1 Acct Pts Total Pts Profile Profile Approved Job
Title:
Manager-Schedule/Pay Grade:
PG-SR Organization Code:
Job Code:
Supervisory Code:
Function Code:
2186 Y
P42 POSITON PURPOSE:
Provides technical direction for TVAN's Radiological Control. Chemistry Control/Environmental Protection, and Radwaste programs to ensure that all operations, maintenance, modifications, and enginteering activities are conducted in a radiological safe manner, protect plant systems and equipment, and protect the environment.
Responsible for technical direction and project management activities in support of nuclear power plant sites to ensure that Radiological Control,.. Cemist~y~ontrol/EnvironmenlaI Protection, and Radwaste activities meet industry and regulatory expectation and are conducted in a manner that protects the individuals and the Agency.
Directs and provides technical expertise for the operation of exposure records program and in radiation litigation minimization program that meets 6r7exceeds industry expectations.
Directs the operations of the TVA Environmental Radiological Monitoring and Instrumentation (ERM&l) program that provides portable instrument repair and calibration, environmental monitoring, source preparation, and conducts special studies for TVAN.
Develops and directs the outside business efforts of the ERM&I organization.
DIMENSIONS: (On page 2)
Distribution: Original - Human Resources Microrecords; Unit, Knoxville Copy - Operations Organization (as needed)
Copy - Central Office of Union Having Jurisdiction copy TVA 12A [HR 7-91] Page I of 3 960379.DOC A U000A1 -,0
I-h POSmiON TITLEc Corp Radiological & Chemistry Control Mur PD NO. _
960379 NAME Wilson C. McABrthr SSN EFFECTIVE DATE 6117/96 DIMENSIONS:
Emolovees:
Budget ManagementlProfessionaVTechnical =10 Annual Operating Budget approximately $4 million ClencaVrechnical Support
=14 24-Other Examples Number of annual projects managed - 50 Specialists handle projects of typical size - $50,000 - S2 million Administers radwaste and technician contracts for sites that total up to $7 million annually Responsible for the ERM&I facity and equipment with a value of $5 million Responsible for the nuclear power portable radiological control instrument inventory of 5,300 instruments with a value of $2.5 million PRINCIPAL ACCOUNTABILmES:
Provide expert technical direction to TVAN, with a focus on the nuclear plant sites, for Radiological Control, Chemistry ControVEnvironmental Protection, and Radwaste. Functions include:
Technical Support Short-Term-Provide technical direction and troubleshooting to resolve technical problems that affect the operability of the Radiological Control, Chemistry Control, Radwaste, and Environmental Protection programs for TVAN.
Long-Term-Provide technical direction and management for generic problems that affect TVA programs in Radiological Control, Chemistry Control, Radwaste, and Environmental Research.
Programmatic Direction:
Provide technical expertise to develop and maintain standards for Radiological Control, Chemistry Control, Radwaste and Environmental Protection for TVAN.
BenchmaringlStandadization:
Responsible for working with other utlities and professional groups to ascertain the best industry practices and implementing these practices at TVAN in the areas of Radiological Control, Chemistry Control. Environmental Protection, and Radwaste Responsible for assuring consistency of practices (standardization) in Radiological Control, Chemistry Control, Environmental Protection, and Radwaste at TVAN.
Site Technical/program Evaluations:
Direct and provide expert technical assessments of nuclear site operations and programs on Radiological Control, Chemistry, Environmental Protection, and Radwaste.
Provide expert senior level technical input to the President TVAN and the TVAN executives and managers in Radiological Control.
Chemistry Control, Environmental Protection, and Radwaste.
Provide management direction and be accountable for the operations of the Environmental Radiological Monitoring and Instrumentation (ERM&I) facility including the non-TVAN business portion of the operation. Responsibilities include:
Direct the instrument services program for calibration, repair, and inventory of portable RadCon instrumentation (approximately 5,300 instruments).
Direct the TVAN-wide environmental radiological monitoring program.
Direct the radioanalytical technical support services required to support the sites (Le., 10CFR61, iron and strontium analyses).
Market and secure outside iVA business for the above listed services through a comprehensive business plan developed to assure that ERM&I can cover costs.
Provide senior management and the sites with expert technical direction in the handling, transportation, and disposal of low-level radioactive waste.
Provide expert technical direction to the Southeastern Compact Generators Group (SEGG) to ensure that TVAN has the necessary low-level radioactive waste disposal facilities now and in the future.
Serve as the principal point of contact for TVAN's Work Agreements with the Resource Group. Accountable for assuring that the product is cost effective.
TVA2AHR7-91 Page2of3 F00 2
960379.130C t
POSITION TITLE:
Corp Radikoogicai & Chemistry Control Mgr PD NO.
960379 NAME EFFECTIVE DATE 6/17 /96 S
~(Lev0 PRINCIPAL ACCOUNTABLTIES (cntinued):
Accountable for ensuring that the Radiological Control, Chemistry Control/Environmental Protection, and Radwaste programs are developed to meet the needs of TVA personnel and visors and is consistent with a-sound prograrn for radiation litigation management Represent TVA as Senior Technical Expert in the radiological and chemistry control, environmental protection, and radwaste disciplines to regulatory agencies, outside organizations, and litigation matters.
Provide expert direction to implement industry initiatives to improve operations, outages and reduce costs.
Provide independent expert technical assessment of site performance and assist in improvement activities.
Manage and direct major projects in Radiological Control, Chemistry Control/Environmental Protection, and Radwaste.
Provide the technical and management direction to ensure that training activities for Radiological Control, Chemistry ControUEnvironmental Protection, and Radwaste meet management and industry expectations.
Provide the direction and focal point for peer group and technical discipline meetings that affect TVAN.
Responsible for providing the TVAN technical expertise for the TVA wide Environmental Implementation Committee (EIC), the and the Corporate Management Review Committee (MRC). Represent TVAN in fulfilling the responsibilitiis of IGA-3 (Resource Group).
Provide expert technical direction to the Nuclear Energy Institute (NEI) and the Electric Power Research Institute (EPRI) in matters concerning low-level radioactive waste, chemistry, and radiological controls.
Develop a staff of personnel that are capable of replacing key positions at the sites, temporarily or permanently, in Radiological Control, Chemistry Control, -Environmental Protection, and Radwaste. Maintain contact with personnel outside of the agency that would fill key positionw;-
MINIMUM QUAUIFICATIONS:
The manager must have a B.S. degree in Engineering or a Physical Science. An advanced degree in Engineering or Physical Science is preferred. The manager shall have at least 10 years of professional level experience which shall include at least 5 years of professional experience in radiological control or chemistry control activities with experience in the handling, transportation, and disposal of low-level radioactive waste and environmental protection at commercial nuclear power plants The manager must be capable of serving as a replacement for a site Radiological and Chemistry Control manager.
Incumbent in this position is subject to rotational assignment TVA 12A [HR 7-91] Page 3 of 3 A FC0O Q3 960379.DOC
9-a
.PD NO.
960379 POSITION DESCRIPTION Name Position Title Location Wilson C. McArthur Corporate Radiological &
Chemistry Services Manacger Chattanooga Organization Titles:
Social Security Number Pay Group or Schedule/Grade Effective Date Incumbent's Signature Supervisor's Signature PG-SR 6-30-97 Group TVA Nuclear Operations Engineeringi & Technical Services W. C. M
~ur
~.A7 Bailey I. E.Nixon Engineering & Technical Services Vice President Division HRM/HRO's Signature Department Corporate Radioogical
& Chemistry Services Reports to mdl.)
Section FOR COMPENSATION PLANNINVG AND ANVALYSIS USE ONVLY CP&A REVIEWER POSITION EVALUATION:
EVALUATION DATE.
3/11196 INITIALS cjh F33 528 4 5) 264 E3P 304 1096 48-24-28
+1 K-H Slot K-I-Pts P-S Slot P-S Pts Acct Slot Acct Pts Total Pts Profile Profile Approved Job Tie:e.
-Manager Schedule/Pay Grade:
PG-SR Organization Code:
Job Code:
2186 Supervisory Code:
Y
_Function Code:
P42 POSITON PURPOSE:
Provides technical direction for TVAN's Radiological Control, Chemistry Control/Environmental Protection, and Radwaste programs to ensure that all operations, maintenance, modifications, and engineering activities are conducted in a radiological safe manner, protect plant systems and equipment, and protect the environment.
Responsible for technical direction and project management activities in support of nuclear power plant sites to ensure that Radiological Control, ChemnistrrConltroI/EnvimonmentaI Protection, and Radwaste activities meet industry and regulatory expectation and are conducted in a manner that protects the individuals and the Agency.
Directs and provides technical expertise for the operation of exposure records program and in radiation lItigation minimization program that meeti-r exceeds industry expectations.
Directs the operations of the TVA Environmental Radiological Monitoring and Instrumentation (ERM&l) program that provides portable instrument repair and calibration, environmental monitoring, source preparation. and conducts special studies for WVAN.
Develops and directs the outside business efforts of the ERM&I organization.
Directs the operation of the WVAN Emergency Preparedness program to assure that the program meets industry standards and regulations.
DIMENSIONS: (On pagre 2)
Distribution: Original - Human Resources Microrecords Unit, Knoxville Copy - Operations Organization (as needed)
Copy - Central Office of Union Having Jurisdiction Copy - Employee TVA 12A [HR 7-91] Page 1 of 3 AIF OGO5Ei 94 960379. DOC
'-a POSITION TITLE:
Corp Radiological & Chemistry Services Mgr PD NO.
960379 NAME SSN EFFECTIVE DATE DIMENSIONS:
Emplovees Budget ManagementlProfessionaVTechnical = 12 Annual Operating Budget approxdmatelty$6.5 million Clerical/Technical Support
= 20 Other Examples:
Number of annual projects managed - 50 Spedalists handle projects of typical size - $0,000 - $2 million Administers radwaste and technician contracts for sites that total up to $7 million annually Responsible for the ERM&I facility and equipment with a value of $5 million Responsible for the nuclear power portable radiological control ismnrment inventory of 5,300 instruments with a value of $2.5 million PRINCIPAL ACCOUNTABILITIES:
Provide expert technical direction to TVAN, with a focus on the nuclear plant sites, for Radiological Control, Chemistry Contro/Environmental Protection, and Radwaste. Functions include:
Technical Support Short-Term-Provide technical direction and troubleshooting to resolve technical problems that affect the operability of the Radiological Control, Chemistry Control, Radwaste, Environmental Protection, and EEmercency Preparedness programs for WVAN.
Long-Term-Provide technical direction and management for generic problems that affect TVA programs in Radiological Control, Chemistry Control Radwaste, Environmental Protection, and Emergency Preparedness.
Programmatic Direction:
Provide technical expertise to develop and maintain standards for Radiological Control, Chemistry Control, Radwaste, Environmental Protection, and Emergency Preparedness for TVAN.
Benchmarking/Standwrization:
Responsible for working with other utilities and professional groups to ascertain the best industry practices and implementing these practices at TWAN in the areas of Radiological Control, Chemistry Control, Environmental Protection, Radwaste and Emergency Preparedness.
Responsible for assuring consistency of practices (standardization) in.Radiological Control, Chemistry Control, Environmental Protection, Radwaste and Emergency Preparedness at TVAN.
Site Technical/program Evaluations:
Direct and provide expert technical assessments of nuclear site operations and programs on Radiological Control. Chemistry, Environmental Protection, Radwaste and Emergency Preparedness.
Provide expert senior level technical input to the Vice President, Engineering & Technical Services of TVAN and the TVAN executives and managers in Radiological Control, Chemistry Control, Environmental Protection, Radwaste and Emergency Preparedness.
Provide management direction and be accountable for the operations of the Environmental Radiological Monioring and Instrumentation (ERM&I) facility including the non-TVAN business supporting the operation. Responsibilities include:
Direct the instrument series program for calibration, repair, and inventory of portable RadCon instrumentation (approximately 5,300 instruments).
Direct the TVAN-wide environmental radiological monitoring program.
Direct the radioanalytical technical support services required to support the sites (i.e., IOCFR61, iron and strontium analyses.
Market and secure outside TVA business for the above listed services through a comprehensive business plan developed to assure that ERMIW can cover costs.
Provide management direction and be accountable for WVAN's Emergency Preparedness efforts by assuring that regulations and industry requirements are met.
Provide senior management and the sites with expert technical direction in the handling, transportation, and disposal of low-level radioactive waste.
TVA 12A [HR 7-91] Page 2 of 3 AIOO&535 960379.DOC
I-'6 POSIONTI[TLE:
CorpRadiological&ChemistrServices Mqr Pr NO.
960379 NAME Wilson A McArthur SSN EFFECTIVE DATE 6-30-97 Emo) (Mi~e)
- hs PRINCIPAL ACCOUNTABILMES (Continued):
Provide expert technical direction to the Southeastern Compact Generators Group (SEGGOto ensure that TVAN has the necessary low-level radioactive waste disposal facrlities now and in the future.
Serve as the principal point of contact for TVAN's Work Agreements with the Resource Group. Accountable for assuring that the product is cost effective.
Accountable for ensuring that the Radiological Control, Chemistry ControUEnvironmental Protection,Radwaste and Emergency Preparedness programs are developed to meet the needs of TVA personnel and visitors and is consistent with a sound program for radiation litigation management Represent TVA as Senior Technical Expert in the radiological -and-chemistry control, environmental protection, and radwaste disciplines to regulatory agencies, outside organizations, and rtigation matters.
Provide expert direction to implement industry initiatives to improve operations, outages and reduce costs.
Provide independent expert technical assessment of site performance and assist in improvement activities.
Manage and direct major projects in Radiological Control, Chemistry Control/Environmental Protection. Radwaste and Emergency Preparedness.
Provide the technical and management direction to ensure that training activities for Radiological Control, Chemistry Control/Environmental Protection, Radwaste and Emergency Preparedness meet management and industry expectations.
Provide the direction and focal point for peer group and technical discipline meetings that affect the TVAN.
Responsible for providing the TVAN technical expertise for the TVA wide Environmental Implementation Committee (EIC), the and the Corporate Management Review Committee (MRC). Represent TVAN in fulfilling the responsibilities of IGA-3 (Resource Group).
Provide expert technical direction to the Nuclear Energy Institute (NEI) and the Electric Power Research Institute (EPRI) in matters concerning low-level radioactive waste, chemistry, and radiological controls.
Develop a staff of personnel that are capable of replacing key positions at the sites, temporarily or permanently, in Radiological Control, Chemistry Control, Environmental Protection. Radwaste and Emergency Preparedness.
Maintain contact with personnel outside of the agency that would fill key positions.
MINIMUM QUALIFICATIONS:
The manager must have a B.S. degree in Engineering or a Physical Science. An advanced degree in Engineering or Physical Science is preferred. The manager shall have at least 10 years of professional level experience which shall include at least 5 years of professional experience in radiological control or chemistry control activities with experience in the handling, transportation, and disposal of low-level radioactive waste and environmental protection at commercial nuclear power plants. The manager must be capable of serving as a replacement for a site Radiological and Chemistry Control manager.
Incumbent in this position is-subject to rotational assignment.
As OAr'OL TVA 12A [HR 7-91] Page 3 of 3 960379.DOC
t-.
M~TNTN(U pUALTF1CATTO1K REOUIREMENTS (continued)
Employees mnust-be determined to be trustworthy and reliable and have the ability to obtain and maintain the requirements for un~scorted nuclear plant access. TIhese requirements include successful completion of a background investigaton, psvhologicl and -physical exanmiations, drug and alcohol testing, Plant Access taiizFtes-o-uytan n
H~~hPfiysics traininig, when appropriate, aria retraining inldn assing the retrerxnuaon.~
plov= must adhere to all security and ftess-4or:dutv program requirements (to include not ben ne h nlece orany illegal substance or mentafl orpysically impaired I~oro any cause whiuih in n y olfavreyfecthiabiytosey and competently perform. th-eir duties). If required, thbe incumbent rus aiomitain facial hiir shaven su inrvto permit contact of respiratory prtcindvces and also be willing toaheeto prescribed dress out procedurs aligto meet any of the above requirements will result in denial of unescorred nula lant access, removal fro the plati n possible termination.
The incumbent is expectped to participate actively in TVA's quality assurance programs (QA) by a ssuring that all QA policies, procedures, and regulations are comnplied within this position. Suggests changes through appropriate channels for the QA program.
Thie incumbent for this position must be cognizant of NRC requirements and is expected to perfor sinet with initiative and judgment that wil prevent noncompliance. Must also be knowledgeable of ndvdual actions required by this position durinig irnplenmentation of the radiological emergency plan.
The incumbent may be subject to periodic questioning from outside groups such as NRC, special inquiry groups, and even the general public.
Must be willing and medically able durg peak prods to wvork-extensive overtime.. This overtime may be as much as 8 hours9.259259e-5 days <br />0.00222 hours <br />1.322751e-5 weeks <br />3.044e-6 months <br /> or more consecutively Mvthout an extended rest period.
AUl TVAN employees are expected to work to a high quality standard by on h ih hn ih h
is time. They are accontale or he ualitv results of their own work and take personal responsibility to ensure that quality problems they encounter are identified afid resolved promptly. IVAN employees are to personalVcbeck or inspect the quality of work they or their subordinates perform or that they are required to approve or certify.
MANIAGEMENT-MPLOYEES Ensure the effective impleme~ntation of site radiological control program requirements witi the staff througth incorporation of ALARA principles 'into work practices and instructions.. munimiziniz the spread of contamuination and generation of radioactive waste by staff activities, and observing work of and counseling staff personnel to improve rdolgical work practices.
A r-C~O~
TVA 12B [CR&D 9-901 Page
,- - U~ vA I, t
.a PERFORKANCE REVIEW AND DEVELOPMENT PLAN Name WILSQN C. McARTHUR Position aygrr Radiological Control Review Period 10Q1194 to 9/30/95 Date of Annual Performance Review I I.
Social Security Number I
I Organization Radjological Control C
I I
I PERFORMANCE RATINGS DEFIN111ONS Co U)
C:)
0
~44 Exceeds Expectations Meets Expectations Meets Some Expectations Unacceptable Individual far exceeds expectations for this objective or expectation.
Frequently makes significant contributions well beyond job responsibilities.
Individual consistently meets expectations for this objective or expectation. Employee knows and performs the job well. May occasionally exceed expectations in some areas.
Fully competent and valuable employee.
Individual partially meets expectations for this objective or expectation.
Improvement in this area is necessary for the employee to fully meet expectations. Performance does not indicate successful completion of all assigned responsibilities.
Individual consistently below expectations and performance is unacceptable for this objective or expectation. May require more supervision than expected.
Improvement required to meet expectations.
QUARTERLY REVIEW DISCUSSIONS 1st n
ISt flee DaeDsussed 2nd MAnager Emol ovee Initials Date oiscussed~
3rd Manager Emloee~t Initials Iscussed 4th__
Hanagt Empl oyee w~itials ito Discpssed TVA 4535 (G' J -
- 1) [2-933 1
..... 1108G
PERFORMANCE OBJECTIVES I
PERFORMANCE OBJECTIVES Establish specific results or goals that this employee is expected to achieve during this rating period.
(Additional pages may be used as necessary).
.I I I PERFORMANCE
SUMMARY
Review performance against each objective.
Discuss results achieved, areas of success, and improvements needed. Cite examples where appropriate below. Then mark (X) in the column on the right which best describes the employee's performance.
I I
w E
I G
Ii T
X EXPECTATIONS 4 3 2 -1UN M A E C E C E
T E x
S P E E S A E E 0 B 0 TH L
S SF F
a)0)
L; 0) 0~
T a
T A
L
- 1.
4-4 4
t I --*
I I
- 1. The incumbent will meet the expectations of the Operations Services (Radcon) Business Plan, Corporate Radcon Expectations and Goals as determined by the Corporate Radcon Task List.
Attention to safety standards and good house-keeping practices will be maintained. Meet management expectations as described by the General Manager, Operations Services.
- 2. Maintain focus on the top priorities listed for TVAN and the Top Priorities listed for Operations Services and Corporate Radcon.
- 3. Meet budget requirements for FY95 and continually look for effective ways to reduce costs.
- 4. Support the TVAN standardization effort by providing review of standardization documents and involvement Jn process reviews as required.
- 5. Visit the sites on a routine basis and exhibit a high level of support for the activities at the sites.
- 6. Maintain emphasis on the principal responsibi-lilties of Operations Services:
Programmatic activities
- Long-standing problems
- Industry Ini Iatives
- Standardization/benchmarking 10%
10%
10%
10%
10%
x X
x 30 40 30 30 40 x
I I
A_
TVA-T5T67,,
)12-93J 2 Performance Objective Percent of Total Wei-ht Uototai
PERFORMANCE OBJECTIVES PERFORMANCE OBJECTIVES Establish specific results or goals that this employee is expected'to achieve during this rating period.
(Additional pages may be used as necessary).
PERFORMANCE
SUMMARY
Review performance against each objective.
Discuss results achieved, areas of success, and Improvements needed. Cite examples where appropriate below. Then mark X) in the column on the right which best describes the employee's performance.
W E
I6II T
X EXPECTATIONS 4 3 2 -1UN M A E C E C E
T E x
SE C M T
E E S A E E 0 B
$ S EE cd) 0 T
0T A
L I
- l. $1 t
- 7. Maintain a high level of productivity and effectiveness in all areas of Radcon. Works aggressively to instill a competitive spirit and to recognize that we must continuously evaluate our resources to be the best we can be.
.9. Resolve the interface problems with the Resource Group.
- 10. Pursue a high level of technical capability by personal development and attendance at appropriate conferences/meetings.
5%
5%
x 20 20 20 x
x 5%
x 15 I
IA I
I I
ITVA 4935 (61
)12-93J Performance Objective" Percent of Total Weight1 i
iot TotalI
PERFORMANCE BEHAVIORS BEHAVIORS These behaviors come directly from TVA's workforce mission.
Employee and supervisor jointly decide which of these behaviors specifically apply for the review period. Choose up to six behaviors, with no behavior receiving a weight of less than 5.
PERFORMANCE
SUMMARY
Review performance against each behavior, Discuss results achieved, areas of success, and Improvements needed. Cite examples where appropriate below. Then mark (X) in the column on the right which best describes the employee's performance.
EXPECTATIONS E
G HT 4 1 3 X
ExCUED
.H2 E
T S
S 0
F U
N A
CCEP T
A BL V
T 0TA L
C.')
0 C)
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I-
- 4. 4.
- 4. --
- 4. -a.- 4
4-
- 1. High Performance Sets clear goals for self and others; includes the needs of customers in setting these goals, shows persistence and dependability in accompiish-Ing goals, looks for ways to make projects successful rather than finding reasons for failure; takes personal responsibility for ensuring results are achieved.
5%
5%
x x
- 2. Teamwork Shows a team orientation by placing team goals over individual goals; effectively communicates information needed for task completion: contri-butes actively to group projects and meetings; develops positive and productive relationships with other team members; works to turn conflict Into "win-win" situations; looks for shared goals with other workgroups.
- 3. Continuous Improvement Determines customer expectations; identifies strengths and weaknesses in present work methods; fuses Quality roblem-solving tools and techniques to develop neU and more effective methods; creates a non-blaming atmosphere while exploring past mistakes and future methods changes; evaluates continuous improvement for self, suppliers, and customers by: determining performance benchmarks, setting explicit, measurable goals, and measuring progress toward goals.
20 20 15 5%
I
) ( W 9 3 A T o A ls._
) V93 4
T ta I
PERFORMANCE BEHAVIORS BEHAVIORS These behaviors come directly from TVA's workforce mission.
Employee and'supervisor jointly decide which of these behaviors specifically apply for the review period. Choose up to six behaviors, with no behavior receiving a weight of less than 5.
PERFORMANCE
SUMMARY
Review performance against each behavior.
Discuss results achieved, areas of success, and improvements needed. Cite examples where appropriate below.
Then mark (X) in the column on the right which best describes the employee's performance, E
G H
T X
EXPECTATIONS 4
3 2 -1U N
H A E
C E C E
T E
X S
P E
E S A
E E 0 B S
S E E N
cl.)
0 T0 T
A L
I1 I. oh I
I t
I 1
- 4. Coaching and Develop ing Sets clear performance expectations with each employee; provides ongoing feedback; works with employees to prepare individual development plans; provides support and resources for implementation of development plans evaluates performance based on established expectations.
- 5. Leadership Consistently communicates a clear direction for the workgroup; gais commitment and participation by modeling actions necessary to accomplish the direction; implements an organizational or cul-tural change that gives action to organizational vision; recognizes and rewards others for their contributions.
- 6. Planning and Organizing Sets goals and develops strategies for meeting noals.
5%
5X x
x x
15 20 15 5%
I.
- Performance Behaviors = 30 Percent of Total Weight Total 50 FORMULA OVER/
Objectives Rating Total =
245 Behaviors Rating Total 105 Overall Rating Total = _350 Divided by 100 -
3.50 ALL PERFORFANCE I
RATING EXCEEDS 1v3 MEETS I-3.5B 26 MEETS SOME 2!W UNACCEPTABLE I-I 1.9 and Below TVA 4535 (C
- 1) M2-93] 5
STRFNTTHS/nFVFnPMFNTA1 NrEED (Tn hbe rhmn1ptd hv ziinprvienr with AmnInvoe Inmnit-u Overall Excellent backaround in both education and experience. Knows TVA systems and processes well, He is well connecteg in the Strengths:
Industry and grows on other oneratina experience to Jmorove TVAN Radcon performance.
Overall Continue to follow new methods & techniaues within the industry relative to Radcon. Expand his Inout to areas outside the Radcon 0ev. Needs:
arena. I bglieve he can take on more responsibilitv in the chemistry and environmental area as well as training and other technical expert ise.
CARMER OBJECTfVES (o - 3 veers)-
Enloyee's stated Career Objectives:
(Priority order)
(1) agdcon Chemistry Manaaer (3)
(2), Onerations Supoorl Qeneral Manaaer (4)
INDIYIDUaL DEVELOPMENT PLAN AREAS FOR DEVELOPMENT ACTION TARGET List specific knowledges, skills, and behaviors to be List steps which can and will be taken to DATE FOR developed.
Indicate areas of current performance address these development needs.
COMPLETION COMPLETION which need to be develooed with an asterisk (*).
(12-18 mo.__
(X)
()C) 1, Continue to develop technical capabilities.
- 2. Increase ability to make timely decisions regarding employees.
- 3. Negotiations
- 1) Attend PEP courses at the Annual Health Physics Society Meeting
- 2) Take a technical course In radwaste Take a management skills course in managing employees Take a course in the art of negotiations July 1995 September 1995 September 1995 September 1995 TVA 4535 (GL M) [29:3W 6
9 OVERALL
SUMMARY
OF PERFORMANCE:---
rerIorMance nas Deen excellent throUghout FY 95.
Wilson has dealt with many changlna prioritles and handled these Well in utilization of resourcns both in manpower and dollars, He has contributed s2inificantlv to the standardization effort and been heavily involved -in resolving 0
Droblems. Examples are BEX errors. consolidation of TLD facilities. interface with resource oroup and SCAR resolution.
He had demonstrated 0
9god leadership, sets an excellent examole. and always looks for a quality -roduct.
EMPLOYEE ACKNOWLEDGEMENT:
(My signature means that I have been advised of my performance)
Employee's Comments:
EMPLOYEE SIGNATURE:
A 2
DATE:
,/&//6
! 1 APPROVALS:
SUPERVISOR SIGNATURE:
DATE:
ER&D REVIEW: __
DATE:
NEXT LEVEL SUPERVISOR REVIEW AND ENDORSEMENT:
DATE:
TVA 4535 (GL J) 12-93] 7
08/02/1996 C O R P O K A T E T R A I N I N O SY3 T E PACEs *01 QUARTERLY REPORT OF INDIVIDUAL TRAINING 220415 FROM 04/01/1995 la P6/30/1995 NAME WILSON C HCARTHUR SSHI ORGi R
CH NUC PR OfHUC OPERS OPS SUPP SCH/2RD12 H SR JOB TITLE:
HGR TRAINING INSTITUTION/
CWIPLETION COLLEGE MAJOR/
REASON/
COURSE TITLE DATE CLASS IIRS COURSE 10 JCATECORY ACTIVITY
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PA.fl/r SVs our-se Description BO VrLD=ASS SUCCE LearnAt Desshort Session 0004.6212 E:RXM 0067674 PR-rpose AFGGOCG25
- -6 April 12, 1999 W. C. McArthur RESIGNATION It is with deep regret that at this time I must tender my resignation effective May 6, 1999.
At this time I have received an offer that will afford me a significant economic increase as well as an opportunity for professional growth.
I have enjoyed my tenure at TVA and hope that I have had a positive impact on the recovery of the Sequoyah units and startup of Watts Bar Unit 1 and the current success that each station shares. My TVA experience has truly been wonderful and I hope that should there be opportunities in the future that I might be considered for them.
Sam Harvey Program Manager, Radiological and Chemisty Services BR 3F-C CC:
_-54.
TENNESSEE VALLEY AUTHORITY CAUTION_
THIS IS AN OFFICIAL RECORD CONTAINING ADMINISTRATIVELY CONFIDENTIAL INFORM~ATION.
IT IS YOUR RESPOUSIBILITY TO INSURE THAT:
-1.
THE INFORMATION IS -USED FOR OFFICIAL PURPOSES ONLY;
- 2.
T=l RECORD IS RETURN4ED PROMPTLY TO YOUR DIVISION PERSONNEL OFFICER WHEN YOU NO LONGER NEED IT; AND
- 3.
TH RECORD IS ROUTE7D IN A SECURE PACKAGE OR ENVELOPE.
SEE:
III EMPLOYEE RECORi) FOR MORE DETAILED PROCEDURE.
CERTIFICATE OF AUTHENTICITY THIS IS TO CERTIFY THAT THE HICROPHOTOGRAPHIC IMAGES APPEARING IN THE JACKE ARE ACCURATE REPRODUCTIONS OF THE PERSONNEL. RECORDS OF THE INDIVIDUAL IDENTIFIED HEREIN AND WERE MICROFILHED IN THE REGULAR COURSE "IF BUSINESS j'E1MUANT TOD ESTABLISHED AGENCY POLICY FOR SYSTEMS UTILIZATION-*
- Nfl/OR FOR THE MAINTENANCE AND PRESERVATION OF SUCH RECORDS THROUGH THE STORAGE OF SUCH MICROFORMS, IN PROTECTED LOCATIONS.
IT IS FURTHER CERTIFIED THAT THE PHOTOGRAPHIC PROCESSES USED FOR MICRO-FILMING OF THE ABOVE RECORDS WERE ACCOMPLISHED IN A FANNER AND ON MICROFILM WHICH MEETS THE RECOMMENDED REQUIREMENT OF THE FEDERAL PROPERTY--,
MANAGEMENT REGULATIONS FOR PERMANENT MICROGRAPHIC REPRODUCTIONS.
KNOXVILLE, TN LMK M. RAINES,
- MANAGER, EMPLOYMEN SERVICE 0210A AFC;%'-'4A Y-C--.
I I
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'PE AVOUNT OF $42,000 AUT BE'REPAigL
'O TVA IS WILSON C MCARTHUR
!OLUNTARILY LEAVES TVA'S EMPLOY WITItft INE YEAR FROM 4l-2.90, OR IS TERMINATEI
'OR CAUSE.. THIS WAS DISCUSSED WITH,;Is
,ND AGREED TO BY THE EMPLOYEE ON 90.
4, 0MA' (AW i 5 4.-
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kOZO SE -Ta D~ PAE1~O E WBA BY APPO#JTME 85CR! 31rANlN W
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inwfichyou h e been vtef a
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Cwzwdec any c~itensfo ainat t aw? (In~clode cormodr tion whie mtryve by y
t ipec.ia orgeedr-'i couxt marL btt do not x
) raft iolatiom for wt*h you paid a kw d S$100 oar is;
() any offerins c ;
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af k a juveni court or tuide a youth ottwider by er any offerim coaintited befoeyu m 18ta Uttidaykna hwtio0(ayt Lihoffandebiwith aenswocid bebetedasanolfensecoma'iptdby ak e
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d (d) Wyc ico setaside twodet Fede ye wp t Z Y
outhCocction Act or sa $We
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you reported to MA h wiling al hden wthin the past e years in which you were dscwged (Cre or reigned (quit) Yes ma after uor that you ware being dscaged xomanXjob for any reason?
-L,,
e PRIVACY ACT NOTICE
-r t'
9 t
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--- A r-'
Section 3(eX3) of P
Act of 1974 MP.L 93-S.9) reqtieg that VA dscrg)e for you its authority to request Wifortnation and e iises$
67=
'+.WA make of information requested on Vis ard other forms you are requested to complete in the employment process. The P Act equiresVA to inform you of the effects of not ;sros
-eny or s2jo the requested information.
- ynoy with vA isreguted by te TVA (18 US.C. 831-831ddl and a number of o rstaues and Presidental Executv oders. hformation' on this and other forms you are requested to complete duiug te appointment process is requested by TVA to assist in determiing yorw eEgiblity and t g>ot employment. and you coverage by appicae TWA employee benefits.
In order for TA to appoint you to a TVA position, you miW answer the questions regarding your nare, address. socia security number. telephone
'citizenship. date of birth. relationship to 'VA employees. educaion. previous or current employment, references, and aresft or convictions. Although answering the remainki questions is not requred in order for you to be appointed to a TVA position. providng the Wormation Wi assist 'A in making on informed ud et concenig your appointment to wployment,and may expedite your apoirtment and TVA employe beneffs coverage
. I Infomation provided an the forms used in the empoymen t process Is normalty used only to appoint you to a TWA positon. This Includes using C
of the infZma provided to request Wonmation from others concernin your appointmienLt however. shoud a dispute arise or a congressional iQury be made regarding WTA employmnt practices, the informaion nsy be avalable outside of VA in te course of that dis or Inquiry. Further i*- oration provided awy be ubtzed in Sfum reportig requirements to the Office of Personnel Management and Way be provided to anothe Federal agency if rel t to a decisn to de made by Vat agecy. Thesa kfnsaso may be made avlabe to lo enforcement agenciesn the exercise of their dAtes STATUTORY PROVISIONS Section 7311 d Tite 5. Uted States Code. provides that an Individual my not accpt or hold a poshon in the Government of th United Stata if he participates in a strike against the Government of the United States.
The penalty for a violion of section 7311 is a fine of not more Vwn S *.000 or imprsornent for not more tran one year and a day or both (1 8 U.
1918)
X INVENTrONS The Tennessee Valey Autyory Act provides tt YA shal acquire title to inventions or discoveries of employees made by virture of and ncidental to their TVA employment Employees have the duty to promptly report inventions or discoveries to r
respective organizations in accore wt TVA Code a INVENTIONS.
AFFIDAVIT AND ACCEPTANCE OF APPOINTMENT (Appointee S;gns on Other Side of This Form)
I do solemnly swear or affnn:
- 1. That I have read and understand the above statutory provisions and my acceptance and holdirg employment with the Tennessee Valleyj Authory does not and wd not constitue a violation of those provisions.
- 2. That I uzdurstand tat my appointment and subsequent changes in status are subject to the terms and condicais described in his form 9880A, and those of existing haw an TVA agreements and polcies. including those governing wae and salary assignments, and such modicitar al d additorks thereto as WVA dedemies to be necessary or desiable to carry out the Tenresee Valey Ai cfnly Act as aended and that V
His is in the excepted service.
- 3. The Informatioritwieprovidedioi completing tne other side of thus form and the accompanying form 988S and the personal hWity record I have submitted are correct to the best of my now-ege and belet.
I hereby accept thse present aopointment which is in accordance with Section 3 of the Tennessee Valley Authorty Act. as amended, and I certify that i.
I subscribe to the constitutional form of Government of the United States of Aeica.
A FALSE OR DtSI-4ONEST ANSVER TO ANY CUESTION MAY BE GROUNDS FOR YOUR t7 5SSAL AFTER APPOINTMENT AND MAY8E i---
4 PUNISH(AELE BY FINE AND IMPFISONMENT.
To the Appointee.
You are hereby olficiaty notfied of your appointment as described on this form 9880A and the attached form 9880 which it supplemens Continuation of your employment depends upon your demonstrated absty, conformance to VA policies and meeting any appointment corxon, th need for you sennces. and yu o
ts any special medical constan placed on you by a TVA or cooperating examining phnysican. You are expected and required '.-
to can your sioervisois attention to such constraints n trie event you are given an assignient which could cause you to violate Diem. Notify your s W
uperi immectefy should you develop a healh problem or be placed on medication that might interfere with your ability to safely pertorm your.duqs We hope that your employment with NA wilt prove of mutual benefit.
- A1F00C,1*tj S
YVA 90A (HR-rS-;11-9)
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LIFE INSURANCE ELECTIN m o oACT~
Federal Employees Group We nsurance Program.
Back of Part3 -
ft ei ntstruc By awaperonwhtinotextudedfom To complete thisfor:
aut has Bi Life kwaaneC tISS hO or she Read the back of Part 3-Employee Copy carefutly drva&S Whmyou eggyou
- Type or prnt in ink 1mv Ow choke df (t)-edng EBaslc UN and any oram of te op osasprtetepf orwn~got mc t
( 2) electn Basic Life but decWig all of te options, or(3)
- Do e the pts Your empoing office Wi cerlt jhe all Me surance coverage. If you wre d wang your elec-completed form and reRft your copy to you. This form sb~i~d wos 9 the bark: of Part 3--Ep Copy.
be kept with your SF 2817A (SF 2817B for Postal Empoyis)
_ -6 in ldentfyln m
125201 HmN A&V 0-Doze of BwM jlUn Day. rear I
Sc Searwy Numb4er HcArthur Wilson C.
E2w~,
Dep-M bADy r-icrVy &..
- Code]
c Tennessee Valley Authority Chattanooga, TN JA
-To eect BasIc Life, sign and date below. If you do not elect Basic LUfe, you may not elect any form of c;tiona1 Insurance. If you dc;ot F-%X want any Insurance at all, skip to section 5.
g as I want the Basic LUfe Insurance. I authorize deductions tomay sy share of the cost.
-.If you hav clected Basic Life, you may elect any or all of the following options. Sign the box below for any option(s) you want. Ci'u
-S. will not have coverage for any optionis] for which you do not sign.)
Option A-Standard l
Option B-Additional
.l Option C-Family 1Jwant the Standard $10,000 optional In-ur-I want the Additional optional insurance in I want the Family optional Insurance. I
- . I authorize deductoa-to pay the full the multiple of my annual basic pay I indi-stand-that In the event of the death of t
cate below. I autorize deductions to pay spouse I would receive $5.000 and upon %-
the fuli cosL (Indicate multiple by marking death of a child I would receive $S0sl1 X-' in the appropriate box. Do not mark authorize deductions to pay the full cost more than one box.)
I tirnes 4 times M pay my pay 2 timnes 5 times my pay my pay 3 timnes 1-=
my pay t
5 tf you want No fif knuance coverage at all, sign and date below.
.Wa~ver of t' AD Life tnrumrance
, Coverage ON:. ;i t' I want no Insurance coverage at al. I understand that any insurance I have will stop at the end of the pay period In which myemployAg-offi receives-this waiverahnd that I cannot get Basic Life insurance unless (1) ! wait at least one year after I sign this form AND satisfactory medical evidence of insurablity, or (2) I have a break In Federal service of at least 180 days. I understand that I cars3hC~
get any optional insurance unless I first have Basic Life. I have read 'Waiving or Changing Your Insurance Coverage" on he b$9 -
of Part 3 and I understand that my decision to waive insurance coverage now may affect my eligibility for coverage as a netree:-
So10 io p-0 IDC*
FOR EMPLOYING OFFICE USE ONLY
.Out d Receipt In Empiohg Offie I
the fla d emp e Is erigible for the insueance coverage he or D She kbove.
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I In SF 2817A or SF 28173_.....
jiploypse COPY Of tils bimn,64n certified by the emplying office, together with SF 2S17A. The Federal Employees' Grw3oup ULfe Ikursn Pro
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5 Dexpdo and Coktc n of Emmnt (SF 28i7B for Possal Employees). consttute e employee's Certcate ot Irance.
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-- -A t--rTENNESSEE VALE AUTHORITYM APPLICATION FOR EMPLOYMENT i
.arType.
print or write plainbz. Use aol shets ofpaprif Ret= to E=o*ment Servic.
TVA. Knoxville. TN 37902 e an addres is shown in block to right If one is shown. please use that address.
L Have you ever worked for TVA?
If yes give date last worked and location
'2.
Is yor prea employer a fod" agency or have you been RIrd by another federal agency in the last year.?
- 3. Date of this applicatioec 4l IMfL2i
-P
- 4. If you are under 18 years of age, state your date of b;rth
/A Soda Security N. b
- 6. Areyou a ctizen of the U.S.A.?
If _no. give the country or countries of which you am a ctizen
- 7.
-__4_
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8 MAILING ADDRES PERMANENT ADDRESS (fi different from maiMg) jcts or R.F.D ciuty Ca~y stt I,
I ZIP I Work Telephone/Area Code (
)
w
r Type of work or positions dcsired: First Choice Is3 l 1 Second Choice [1 11 11
- 10. Would you accept temporary enploymnent?
Summer?
Part-tinwe?
Full time?
'Y-M S.w Yr Xo Y_
Y" o
- 11. Wht is the lowest entrance salary you will accept per hour S_-. _
Per Year S
- 12. At what locations will you accept employment?
- 13. Are you related in any way to a TVA employee?
If ym-state name of each employee and exact relationship.
Yq. W.%
Give position and location. if known.
- 14. If pertinent to the position for which you are applying. list the office machine computers. laboratory equipment. etc.. you can operate
- ffi tly_._.
- 15. Union Membership ci t:i LAC.1 %umb.
Aid.t
, 16 Professional or techical organizations of which you are a member andlor other honors. distinctions. licenses. cert;ficates lif directly related
.7 to your occupation, indicate license name. number and state from which issued r
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C. List your clef college gradat
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D. ScLolastic hono.
extraeurricular activities nof r I
18 Military Active duty in Armed Forces Ito be filled in so by spouses riaor disabled exe-vice ptL and by widows. widower or mothers of ex-servsice personel). Documentary Evidence: Proof of discharge. campaign awards. andior di-Ability status wre ot required writh this application (except as spedfled in item I below~ however, in the event of appointment to a TVA Dositio. documentary evidence mu xsitt be presented it Gard or reserve service unless your organization was activated.
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Dates of Dr DONOT WRITE IN THIS SPACE E. Ra n at schare of a vo.
w b# aNdisablied.
oV widower w e
o te 5
G. Number of days of loat time LAW 107: A 86: AWOL 7.~~r-0Non-compensable Disabled Vetern H. Were all separations under honorable cordstions?
of *f do.
py s
ably Disabled Veerak Docamen d-~eneIcuding dates of na<
- i. Are you a disabled veteran?
So compensation being paid for a pilitary servie-nye aed; the status cgecked ablig cnetddisability? __
Are disability retirement benefitsumored.
Ymor N~o SUafRp rmi pension being paid by the VA or the Deptr. of the Army. Navy. or Air Force for disabilitye n
Y.
r1.
$&.t P Date VA Claim No._____
IF DISABILITY IS COMPENSABLE ATIO%~OR MORE. YOU MUSTPRESEN'TDOCUMENTARY EVDENCE ATTHETIME APPLICATION IS MADE.
J. Purple Heart Award? ____
K. Retired Member Armed Forces?____
L. Did you receive an expedition or campaign medal.-....
Y"~~~~~e or N
0 N
"WN Name medal and campaign M. If you are thespouse of aveteranwhobhas aservice-connctddisabilityor ifyou are a veteras widow or widower who Las not remaried.
or if you are a widowed. divorced, or separated mother of a deceased or totally disabled veteran who was honorably discharged, check this box 0 and you wilU be sent a form for snore detailed inormaticn to establish preference eligibility.
- 19. REFERENCES. List references, not related to you by blood or marriage. who are or have been mainly responsible for close direction of your work. or who are in a position to judge your work critically in those occupations in which you regard yourself as best qualified. Also include persons who have knowledge of education and experience reported under items 17 and 20 of this application.
NAME AND HOW ASSOCVATED BUSINESS OR HOME ADDRESS vc^.ME Cf TELEPHONE YEAXS LEMPtOYER.
TEACHFR. CQM 4AN"I4G 01 IC.R.FT()
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lted employment Specific informstion
-bout speial qualiflcatkos. zbot covered elsewhere including pMibed witings. patents. licenses. etc. and educational course particularly levant to positionts) for which you are applying should be given on supplementary sheets. Craft worker* should show type of welding.
t I Employes Name Home Office Address WCity. State. Zip Code)
Telephone Number Date EmpLoyed. Unemp t&SeW>Em t
Job
.Site atelo Psoition Held Reaon for leavng DateEmplyed.Uneployd11Slf-Frm 2To IS IV Cfcc Name & Title of Supervisor 4
Residence While Emploved (City. Apt No. State. Zip Code" I)o ID*eAt w"v>.'
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- 21. Have you ever been convicted of an offense against the law or forfeited collateral or are you now under charges for any offense against the law? Include convictions while in military service by summary. speciaL or general court martial, and include traffic violations for wvhch you paid a fine of more than S200.
Write "Yes' or -No"
/vJ G Do not include any offense committed before your 28th birthday which was finally adjudicated in a juvenile court or under a youth offender law.
or any offense committed before your 18th birthday in a state without a youth offender law if the offense would be treated as an offense committed by a juvenile under Federal law. any conviction the record of which hcs been expunged under Federal or state law. and anv conviction set aside under tbr*Federal Youth Corrections Act or similar state authori4y. CONVICTION IS NOT A BAR TO EMPLOYMENT. EACH CASE IS CONSIrDERED ON ITS INDIVIDUAL MERITS.
If you; answer is -yes give on extra sheet of paper the lollowing for each: 1I) date. iW nature of offense or violation. (3D name and location of courtand 14) penalty unposed. amonnt of collateral firfeited. or other disposition of case.
- 22..Have you beer. discharged fued),or have yo resigned (quit) after notice that you were being discharged (fired). from anv job for any reason within the xast frve years? J I If your answer is -yes.- give details on an extra sheet of paper.
YE, TVA iobtecs am subject lo fiual appoinatm: intesrwi.
rmmxerprhtiag. Medical emaniit2a;oa. aad ivedzigxitoe A false statenwat or dabonest sn*-ar to v-y question my begroanda torcancellatloa of your apphlcat or. oardaismu1..l after appoiultMCt mad mwy be punishable by fhie snd iMnPrtnMeAl.
t do saletnly I lor Mlrm)hui the atements made in an-er to the quetions on this fo,
) 1fl1 and 1n57o tbest of owl d
ble.
Date _
4Zq1L5i Z.
Signed
- 23. Hlave yot any objection ;o our making inqu'y of any person named in your r-terences or employm ent record?..
If
- yes.
give ne and re-on on separate sheet of paper. 1f "no.' please read. date. end sign the following statement:
I hereby iiuthoTize any person. agency. organikatirn. or institution to release to the Tennessee Valley Authority (TVAI information as TVA may request roout me. This information r%2y include but is not limited to acadernics. performn.ncc c.-aluation. attendance. discipline. and arrests and convictions. I hereby rP!c.se any person. agency. organization, or institution from any sn-t all liability whsattver resulti m
this inq1 3ry.
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- I EMPLOYMENT EUGIRIUTY VERIFICATION (Form -9)
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WName
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Talet
<C Ronald Z. Brock Employment Manager
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/ &e nneIssee Valley 4,Sority Chattanooga, TN 37402-285l01 J
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DATA ON CONVICTIONS
-Have you ever been convicted of an offense against the law or forfeited collateral,'bi are you now under charges fog any offense against the law?- (Include convictions while in military service by summary, special or general court martial:
but do not include (a) traffic violations for which you paid a fine of less than $100. (b) any offense committed before your 18th birthday which was finally adjudicated in a juvenile court or under a youth offender law. or any offense committed before your 18th birthday in a State without a youth offender law it the offense would be treated asan offense committed by a juvenile under Federal law, (c) any conviction which has been expunged under Federal or State law.
and (d) any conviction set aside under the Federal Youth Corrections Act or similar State authority.) CONVICTION 15 NOT A BAR TO EMPLOYMENT OR CONTINUED EMPLOYMENT: EACH CASE IS CONSIDERED ON ITS OWN MERITS; pTS-A-
If you have not been convicted and are not under charges. as explained by the above paragraph, all you need to do is check the answer on LINE A and sign.
4 If you have been convicted andlor are under charges, you must check the answer on LINE B and UST ALL TIMES YOL WERE CONVICTED AND/OR LIST ALL OFFENSES FOR WHICH YOU ARE NOW UNDER CHARGES. Failure to givs a complete list of such cases may cause YOUR DISCHARGE FOR FALSIFCATION. Persons who falsify information ark subject to prosecution under Federal law. YOUR RECORD WILL BE INVESTIGATED.
>\\.
PLEASE NOTE: If you check line B. it is necessary foryou to obtain the signature of a Personnel or Employment Officer LINE A r/I HAVE NEVER BEEN CONVICTED, NOR AM I UNDER CHARGES FOR ANY OFFENSi AGAINST THE LAW.
.4 LINE B 0
I HAVE BEEN CONVICTED AND/OR I AM UNDER CHARGES. Below is a complete lii.J as described in the first paragraph.
P-enatty Imposedlor Amount Date Location Offense of Collateral Forfeited
.C The information -given aboV~is~correct and complete to the best of my knowledge. I understand the penalty for falsifyj 4&
any information on this Wilso C.Mtu 6-Sgnature otApplicant[Employee DAte Tye ae f
pijcanjlmployee SSN:
AF.
I have discussed the mniormation with the applicant/ermployee who has signed this form.
_Signature of Personel or Employment Officer Title We
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_~~~~A03 3.____9 ts fs
- e1.
WILSON C. MCARTHUR
,V-PROFESSIONAL GOALS To peform as a technical manager I an envkonment that recognizes and rewards the meeting of goals and objectives and Snakdains the 1ei ty to respond to a changing market place. Business development and strategic planning posItions hav amay% proved a challage and produiced a high hlvel of motivation and positive results.
E XERIENCE NGHLIGHTS Directed the engieering efforts of Carolia Power and Light Compan's Harris Nudear Power Plant projed. Approximately 75 -ngieers were assigned to thWs project.
- Was VkPresidnt and General Manager of Hamian Nuclear and Development Corpoalton. The company experienced growth In Fequment sales and geld services dwing this assignment.
Saved as Division Manager for Waste Management Services for TERA and EDS Nudear (now kipell). Goals for both companles were met during these assignments.
to
- Managed the start-up of a new company. KLM Enghieering, and directed Us efforts for six years. Primary services were W
waste maiagement. health physics and =cmuter services. Several key technologies were developed during this tenure.
5erved as Senior Staff Conullanl and Manger of Environmental and Technial Services for the Quadrex Corporation.
a Peromed and directed consulting services hI waste management (both hazardous and radioactive) for utilities, private xdustries", and Department of Energy, and the Enviroanmental Protection Agency.
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Was Instrumental in the development of RCRA and assisted both Oak Ridge and Argonne National laboratories in programUatic development a rias speca experre xi zechnncal programns, aamustrativo controls. documenzauon tsoriware ano taroware). Van ra o
development i as peiomied id services for the EPA hi Radon Gas and Its progeny and the dean-up of several hazardous was ndoactir waste sites. Most recently, directed the hazardous waste aean-up of the Naval Overations Service Cent (NOSC) and decon4amniat.. i of a Trilun contaminated facility.
Oirecded and performed consuftingzINthe areas of management and team development training. radwaste. radiation protection, and performed audis and evaluations for utilities. Developed and improved new technological concepts:
rm' Boric Add Recamatio 14gh Integrity Containers. end Robotics.
e Held the lead position hI directing the technological drection and business development ellorts of the Texas Nudea Corporaton after the company was purchased by the Nuclear Chicago Corporation.
e Responsbia for organizing Ouality Ckes and Independent Review Teami (TRT).
Hus seaved &3 President of the stateflocal sections of the American Nuclear Society and Health Physics Society.
Publshed and presented over ffty technica! papers and reports hI the fAelds of radiation protection. instrumentation.
waste maagemat, computer appications. organizaltonrnanagement. and quality circles.
eveloped technology exchange programs in the Far East and Europe.
,A te and ter such as 0o b3o 0
WMLSON C McARTHL Pase two IOFSION4AL E 187 - Pasent 1 82-1987 1975 - 1982 1977-178 1971 - 1977 1967-196 DTERIENCE Ouadrex Corparalon_
Manager. EnviromrmualfTechnlcal Servces. Rlesporsile or the tayical and project management o
hi the areas of mnanagement development taing. radiation protecton. adoactive and haadous waste -.
nunagemrenL KLM Enolneeina. Incorporated Principal. Responsile for developing. minahahfg and asshurig the quality of wodc.
Responsible for radwaste, zadian protection consultation and new business development Sppcft areas of expertie were managere and organizatton rmew, tnraig. radation protection, ALARA. radioactive and toxc ze chemical waste processing, storage, packaglng. shipment and txuaL Exerienced hI engineeing Services. spedfcaly decontanrinaton and deconmrlxssoning tichnlogy. tansportatln and fied processing of waste Directed the company's EPA RCRA and Super Fund adfrtl.
Was Involved hI thq ;
development of Robotics, High Integrity Containers, and Mwrane Technokogy (Bodo Acid Reciamnlo). '>
Assisted several utGty organizations at nudesr power plants hI developing a positive management st
- e. This process consisted of an audit of existing progm= and corrective action through procedurwl,j changes, development of management processes, and ihproved training pro ms. Devoted a consldermbp C; amount of time and eflort to woding with health physics organizations and Plant Superintendents In o BWR-s and PWR's during the startup and operational phases. helping them develop a kf9J understandlng t4 thdr Individual roles, as wet as the relationship of heath physics to the rest of the planL
,4 EDS Nuclear (now lnmel~l end lERA Cormoratnor DivLson Manager for both Impel and TERA. EDirected the cZ5ays efforts nh RCRA. Super Fund d
an decontamination projects. Successfully managed a consulting group prmarly concemed ith solviIg th Irdustrys day-to-day problem hI health physics and handling of wasii. both radloactive and toic chemical.
The effort resulted In a number of conceptual designs for the badMt to radloactive waste processing systems. Experse hi ALARA methodology was developed in the process of creating several ;.
complete dose reduction (ALARA) programs and In the performance of plant A4ARA and radiatlon protectIuji audits. Developed a technology exchange program hI Japan. RepublIc of China. and Italy.
ifttman Nuclear and Development Corporation Vie-President and General Manager.
Directed a Oid serices organization thal packages and transports -
radioactive waste (fuel cycle and nonkuel cycle) to burial grounds. Responsibilities also Included the design of low-level radrioactive waste containers and the development of waste processing equipment.
Directly responsible for deconitarriallon. decomnussloning. and usual radwaste problem projects.
Experience includes responsibility for the design. manufactirIng. and installatIon of radwaste soladilcatlon system.s both cement and polymer.
Carolina Power & tth N
-Prinpal Project Engineer for the Shearon Hlanis Nuclear Power PlanL Functions Included design.
construction Interlace. and the management of 75 engineering personneL Prior to the position. was responsibe for Radwaste Retrolt Designs at H.B. Robinson 2. Brunswick I and 2. and Shearon arrs.
innovative direction hI Health Physics programs at al CP&l plants.
Ncldear Chicano Coryoratlon/Tms Nucefre Experience Includes the design and labricatlon of radiation Monitoring equpment and low-energy particle accelerators. Both nuclear power plants and high-energy physics laboratories are a part of Ws design oxperience. Involved in original research for the development d the Thermally Stimulated Emisslon of Exo-electrons (TSEE) dosimoic concept.
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gPage thr LwAXATION a Ph. D.. Radiologicat Physics. Purdue Universlty. 1M7 USi. Radiatlon Physics.
ntivrsdty of North Carolna. 1967 Physics, East Carolna UnIvrsity. 1965 PROFESSIONAL AFFILIATIONS, REGISTRATION AND LICENSES, SOCIETIES, AND AWARDS Nuclr Eng*emE. State of Califora Raglsfralion #1717
- Cermed Hazards Control Manage - Masters Loyd Registration #1337 American Nuclear Society. Past Chairman or Eastern Cona Section Health Physics Society. Past President of North Carolna Section
- Chairman. Edison Electric Institute. Sloam Generator Safety Valve Committee Member of seral AoF Committees SELECTED PRESENTATIONS AND PUBLICATIONS
'Impact of tOCFpR2 changes on Radiological Controls, Invited paper at the 1988 IEEE Symposium on Nuclear Powr Sysltns.
November 10-12. 1988. November 1988
- 'gh Integrity Containers,' Waste Management T Syrnposum Tucson, Arizona. March 1988 Circles hI Nuclear Plant Operations.' Invited Paper - ASOC Energy Division. San Fransisco. California. Apri 10.
'Litigation Management - A Practica Approach.' Health Physics Society Annual Meeting. Chicago.
U 1Mnots. May 2"31.
1985 a 'You Get what Your Pay For-Appicalons of Computers I Health Physics Program at Nuclear Power Plants.' Health Physics Society Annual Meeting. New Odeans. Louisian June 1984
'AtARAk Woddng Levell7Management-An Update,'
Radiation Protection Management. VoL-1. No.2-anuary 1984. pp. 15-24 The Economic Impact of Regional Waste Disposal on Advanced Volume Reduction Technologles.' Waste Management '83 Symposulm.
Tucson. Arizona. 183
'ALARA:
Woddng Level to Management-An Update Health Physics Society Annual Meeting. Baltimore. Maryland. June 1983
- 'Pre-Operalonal Nuclear Plant Radiatlon Protection Programs.' Health Physic Society Annual Meeting. Ballinore. Maryland.
June 1983
- 'Laboratory Requirements and Procedures for Compliance with the Requirements of 10CFR51.' Health Physics Annual Meeting.
Baltimore. Mryland. June S83
- 'Application of Microcomputers hI Strengthening On-Site Health Physics at Nuclear Power Plants.' Health Physics Society Anhual Meeting. Baltiore. Mwyland, Jun. 1983
- 'The Role of Ouality Circles' hi Nuclear Power Plant Operatlon.'
Health Physics Society Annual Meeting. Baltimore, Maryland, June 1983
- a. 'Data Requirements for Meaningful Long-Term Epidemiology Study of the Cornmercial Nuclear Power Industry.- 1Ith Health Physics tSodety Mid-Year Topical Symposium. Albuquerque. Mexico. January 9-13. 1 83 a
'A Computer-Based ALARA Cost Benerit Analysis for Operaling Plants.' American Nuclear Socdely Power Division Topical Meeting.
Columbia, Souh Caron archW11982 a 'Volume Reduction - Its Impact on Ionizing Radiation Exposure of Power Plant Personnel.' Health Physics Annual Meeting.
t Seattle. Washington. July 1S80 a* ALARA From Working Level to Management. Health Physics Society Annual Meeting. Seattl?. Washinton. July 1980 a* Irnsuranic Contaminated Waste - Functional Delinitbon and Implementation.' UCRL March 1980 a 'Trandlantic Contamaed Waste Form Characterization and Data Base.' UCRL. July 1980. Rev. 1 (3volumes)
- -inventory and Sources of Tranvuranic Sold Weale.' UCRL March 1980. Rey. I a*'The Status of Low-Level Radioactive Waste Disposal How to Plan a Disaster.' Mld-Year Health Physics Society Symposium on t
Low-Lewd Waste ManagemenL, 1979
. eLight Water Reactor Wa6t Management System Emphasis Upon Volume Reduction (by Membrane Technology) and Economics.' TopIcs Conlerence on Reactor Operating Experience. Arlington. Texas. August 1979 Tru Waste Foars, Containers and Packages-Problem Overview and Defin'iton.' UCRL, December. 1978
' *An Analysis of Captal and Operating Costs Associated with HIgh-Level Waste Soldiricallon Processes.' UCnL 80064. 1978 I!. 'Health Physlcs Problems Associated with the Dismantling and Decontamination of the imnols InstItulte of Technology Research Institute QUTRI) Ractor,' Health Physics Annual Meeing. 1978 A
N F
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-1 I
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.P LECTED PRESENTATIONS AND PUBLICATIONS (continued)
Q
- Pdon of So&Zed HghLAvd Wastes
- A Cost Conpars of Soldiwcation Processes. UCAL 13740, August. 177 fRadatlon, MoltAcing Sys:am Currer S~u and Futhwe Prospeds. inited Keynote Speaker. i-977 tEEE Annual Meeting.
San Frandco Caifornk
>' A Nuce Powa Phant PAditUon Monltouing System," Heafth Physics. Pergarnon Pess. Septerber 1975 3p
- Is Youw Eqosum as Low as Psadicablet' Power Engiheering. August 1975
'Reductlon of IkPan Personnel Exposuwe - Operating Experience as a Design Feedbzck.$ 1975
'Responality Begins ad 21 or ?,' Health Phty sc Annual Meeting. 1975 a
Proposed 10CFR5O Apperv-1 A Developing RachW Health Physics Sodety Annual Meeting, 1974
- A Radwaste System Phxlsophy and Design for the 1990' Heulth Physics Society Annual Meeting. 1974
)
"Ruby - A Dynan R ie :.tModelhh Health Physics Society Annual Meeting. 1974
'Design Methods fr Ftedc-g n Exposue Health Physics Annual Meeting. 1974 Z5renw. PI, McAr.
V.'-. WdIananmua.
V. and Smith. G.0. 'Characderistics of Sdected Phosphors for S&kuated Ez Eo-Eloctn E&issWon,' Fl/) Report 249. Danish AEC. Rlso. Roskdde. 1972 M
he Do snec Properties ot lthkun F 1nnd using Thermaly Stimulated Emission of Eo-Electirons. Loctoral Ihesis'.
W Purdue UniversityS 1971 Charaterizatlon of the North Caoorna State University Research Reactor tor Radlobltogicl Experinentation.' Masters ehsis University of North Caro&%a, 1967 ti if I __
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Position 'Title Reports to (Title, ORGANIZATION TITLi Operations th Level Three NUCLEAR POWER POSITION DESCRIPTION McArthur Social Security Number Mansaer. Technical Proj.rnms Effective Date April 2
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Vice President. NASS Location Ch; S:
Incumbent J
uclear Assurance and Services Signature X
LPPROVALS:
01 Technical P-o-.ras Supervisor Next Level Manager HE/HRO
-', Department Level One 1S cZ POSITION EVALUATION
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POSITION PURPOSE:
Hanages the Technical Programs organization and the Technical Programs functions which include Protective Services, Chemistry and Radiological Services, and Emergency Preparednei; ensuring that =anaged activities are conducted in accordance with appropriate regulatlpns,'..:
TVA comit~mcnts, policies and procedures.
DITHESIONS:
Operating Budget:
Annual Basc Payroll:
TO' t
Employecs (Direct. -
(Indirect) o Manasement/Professional/Technical:
o Clerical/Technical Support/
Trades and Labor
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Distribution: Original - Personnel Hicrorecorc
$12.2 MM
$25.9 MM TAL
$38.1 MM 635 587 48 Is Unit. Knoxville Copy-EEmployee Copy - Operations Organization (as needed)
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WATURE AND SCOPE:
This posit~ion-report.s to thQ Vice President, Niuclear Assurance and Services (NA&S).
along with thwe iRanagers of Nuclear Manager's Review Group, Nuclear Q~uality Assrance. Mn-DAement Programs, Nuclear Training. and Managcmen~t Services Staff; Senior Project Hannger; and an Administrative Assist~ant.
The Incumbent bas corporate ae.ponsibi-lity for the 'Nuclear Power Protective Services programs to ensure that adequate security systems, security forces, security training. and security clearance activities are conducted to conform to Security Plan requirements.
Is also responsible for the development of training requirements, implementation of the training program and conduct of training for Fire Protection personnel. and for the development and implementation of the industrial safety programs to ensure that bazardous conditions are recognized and corrected. and a trained response tea is properly prepared to contain and eliminate any active hazard such as fire or cbe-mical. spill.
UaNnages and implements the Chemistry and Radiological Services function to include the development of controls,* procedures, generation of records, obtaining of environmental permits, and operation of an analytical laboratory to analyze radioactive activity; to. ensure that radioactive exposure at nuclear facilities is contained and minimized in compliance with regulatory requirements; and that-chemistry parameters are controlled to meet engineering and operating limits that protect plant facilities against unacceptable damige'due to corrosion or internal chemical changes..
-Responsible for the overall management of the environmental pi-otiction. PrOgraM to ensure that the required permits are obtained from regulatory authorities and that' the faciliti~es are operated i.n a manner that. meet environmental limits and minimize worker and public exposure.
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Responsible for the managrement of the emergency protoction function to include funding for off-site facilities and personnel cost, installation and maintenance of public warning systems, conduct of response drills to accident conditions, training,-
of personnel, establishing and maint~aining emergency response facilities and equipment. development of accident scenarios.
This ensures that the public 'health and safety are adequately protected and the emergency pian contains all the feature-s necessary to meet regulatory requirements.
Manages the Technical Programs administrative process to include budget preparation' and budget performance1 personnel selection, staff ing levels, personnel qualification -criteriax. -development of level 3 goals and program performance
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reporting in conformance with Nuclear Power policy and procedures, and to ensure that the support. functions are conducted in a manner to meet 'Nuclear Power goals
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7 and objectivis. the Nuclear Power Business Plan, continued development of profcssionalism and efficient allocation and utilization of resources.
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Raags Lmrulzn1a Programs or anization to include:
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Chemistry and Radiological Services, and Eergency P~reparedness.
'Ensres~ that all TWA-and Nuclear Power policies and procedures are enforced; that.'V
- all above function v-re implemented in a manner that is conuistent with 1WRC and
-~otber regulations and requirement~s.
plans for and manages all resources associated with the above-listed functions.
Acts as principal spokesperson an matters related to the Technical Programs QUALIFICATrOWS:
t The incumbent im-st bave a Bachelor's Degree in a technical discipln or documented
- evidence of equivalent, demonstrated knowledge, skills, and abilities.
The incumbent shall have 1.0 years of experience in 'the Nuclear Power industry, 3 ::including 5 years of experience in a respousible
-aagerial capacity and three years of documented evidence of direct experience related to one or =ore of the PI 7't~echnical progr ams' iar functions.
5-t
7/02/90 C O R P O R A T E T R A I N I N O S Y S T E M PAGEv QUARTERLY REPORT OF I?:DIVIDUAL TRAINING 220415 APRIL 1, 1990 - JUNE 30, 1990 I
- NAME,
-,jON MCARTHUR OROi NUC PONER NUC ASSUR&SV SCH/GRDi M
JOB TITLEs MOR t.TRAININO INSTITUTION, COMPLETION COLLEGE MAJOR/
REASON?
' COURSE TITLE DATE CLASS HRS COURSE ID CATEGORY ACTIVITY UCLEAR CENTRAL OFFICE
'FITNESS FOR DUTY CFFD) 042/004MANDATORY ITEQUOA NOUCLEAR PLANT 04/27/90 004 NFFDO01.000 00 INTERNAL TRAINING SUPERVISORY
.SEQUOYAN NUCLEAR PLANT TRAINING MANDATORY k UCLEAR INDUSTRIAL TRAINING 04/19/90 004 NOET010.000 00 INTERNAL TRAINING OTHER ISEQUOYAH NUCLEAR PLANT MANDATORY
- RADIOGICAL CONTROL CINITI 04/19/90 016 NGET022.000 00 INTERNAL TRAINING TECHNICAL
,,SEQUOYAH NUCLEAR PLANT MANDATORY XRADIOLOGICAL CONTROL CRETRA 04/19/90 080 N
DETo23.000 00 INTERNAL TRAINING OTHER 1SEQUOYAH NUCLEAR PLANT MANDATORY
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BFN RADCON.SST CAT 04/19/90 000 NOET102.000 00 INTERNAL TRAINING TECHNICAL
?SEQUOYAH NUCLEAR PLANT MANDATORY gSSR SCN RADCON SST CAT 2 04/19/90 080 NGET2,02.00 0o INTERNAL TRAINING TECHNICAL
- SEQUOYAH NUCLEAR PLANT
- SSR -HBN RADCON SST CAT 2 041/000MANDATORY C04/1990 000 NGET302.000 00 INTERNAL TRAININO TECHNICAL T
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NAME Or FEDERAL AGENCY ONLENGTH o
THIS COLUMN RESERVED, bCTO OF
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LW E
C O R P O R A T E T R A I N IN S Y S T E M PAGE 1
I QUARTERLY REPORT OF INDIVIDUAL TRAININO JULY 1, 1990 -
SEPTEMBER 30, 1990 220415 '
. I 0c.
i.
NAME i SSN ORGO SCH/ORDt JOB TITLE.
HARTHUR MOR SSUR&SV a_
',TRA!NIHO INSTITUTION/
COMPLETION COLLEGE MAJOR/
REASON/
'COURSE TITLE I DATE CLASS HRS COURSE ID CATEGORY ACTIVITY BROHNS FERRY NUCLEAR SITE HANDATORY DFN NON-RADCON SITE SPECIFI 07/25/90 000 NOET100.000 00 INTERNAL TRAININ*
TECHNICAL 14 tT
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-EMPLOYEE APPRAISAL ?OR MINAGER AND SPECIALIS ZMPLOYEES -
for riscal Year ending September 30, 1990 NAME Wilson C. McArthur ORGANIZATION LEVEL SS7_
GROUP Nuclear Poyer TITLE/PG ManIaer. Technical Proarams OPERATION Nuclear Operations TYPE POSITION (m or s)
M DIVISION Ooerations Services MANGEAR W. C. Kazanas DEPABIMET Technical Programs Summarv Statement of emplovee's performance and potential:
lncumbent has served In this nosition for five months.
During this neriod of time, an effort to develop a Technical Proerams (TP) mission statement was finalized and agreed to rith the sites.
Lines of communication were developed to ensure that the mission is accomolished. and that exchanoe and flow of information is hich nriority.
Senior ranagement has been made aware of 32otential -problem areas withb corrective action included.
'Reasonable progress has been made in the following areasi
^ Increased attention at the sites toward emergenCy 2reparedness's exercises
- Standardization in RADCOIfChemistrv. Security, and Fire Protection
- Industrial Safety awareness
- Stabilizina the TP organization throuah the recent downsizinir
- Team building and individual development of key nersonnel Incumbent has been actively involved with the SMART effort and with the Senior Evaluation Committee (Eay).
Technical issues have received major attention by the "white-op3er" concept-write it down and review to ensure-all aspects have been addressed.
Budget, goals. reduction of CAORs. late payments. and emolovee =rievances have been well within accepted ranges.
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E24PLOYE N. C.
Wazanas (typed name)
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W. C. McArthur (typed name) 151,7 /§° D
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=TLE/PG Manacer. Technical PmIs.SSN APerfomance Stai-da ds (To be completed at the beginning of the N3 f-fiscal year) State the major accountabilities, specific projects and/or assignments on Which the employee will be evaluated throughout th. fiscal year.
PERMOR3NEUB STANDARD TAXRGET DATE
- 1. 'etac-eed-noon budget requirements and Coals and OM2oing v2roiect ggod busimess 2ractices by areement with the W
- Vice President, Operations Services.
i
- 2. Maintain a proficient. orofessional staff of cersonnel ongoinga that can suoport the sites by selecting appropriate 2ersonnel and maintainin3 a feedback system from the sites regarding cualitv of suoport.
- 3.
Increase the R1P awareness of individual and =rouy safety Onaoiner by maintainina an Industrial Safety Program that will be equal to or better than other southeast utilities.
- 4. Instiltute a Corrosion Awareness Prooran that will assist M~arch 1991
'sstem encineers and the sites in minimizinm the imoact of ecuioment/comoonent failures by developinc a plan that wi1ll o rovide accurate information regarding identification,.Z
~ prevention. and corrective action for -potential/existing I
corrosion oroblems.
SIGNATURES (indication of understanding the performance standards for the next 12 months and that they may be amended at anytime):
IT. C. XazanAs
- SAGEs (typed name)
DATE O. D. -Ximasley NEX HIGEER MANAJGER (typed name)
DATE W. C. McArthur EMPLOYEE (typed name)
DATE AFC006054
- 4.
^
I DLOZ APPRAISAL
- page 2a D
/30/
JDK lilson C. Mc.Arthr SfrLK/PG Manager. Technical P=s.
,A RT Performanc StAdads - (To be coppleted at the beg4Tinni of the fixcal year) State the major accountabilities, specific projects and/or 9tS assignents on which the employeo will be evaluated throughout the fiscal year.
STN
.A A
PGET DAE
= 5.
Standarrsed site orocram on Fire Protection and Security Jtne 1991 by develoving colsistent 2olicies. procedures. anA coonizance in these two oreas,
- 6. Provide a plan for storing/disposal of LLW during the July 1991 timeframe in which the SE compact facilities may not be available I=
evaluating the opotions. interfacina with industry. and develoipng a detailed olan to
-o!rotect the interest of TVA.
- 7.
Develon a strong Environmental Proaram by revievina Aouast 1991 exis ing and new reoirements andl imrolementing a vlan that will meet or exceed industrX standards.
S 8. Provide key ranagers with career =rowth plans that will March 1991 allow themreasonable versonal career objectives -la intervievin and agreeing to a career development vlan that will benefit both the individual and Tm.
- 9.
Suoport the 'BEE unit 3 dose-reduction effort by providina Onolna-the necessary time to meet with vroiect versonnel and to
- rovide timely reviews and innut.
SIG[A5URES (indication of understanding the performance standards for the nset 12 months and that they may be amended at anytime);
lt. C. XazLanaS
- IMA5ZER, (typed name)
DATR O. D. INeOwm
= EIGE MANAGER (typed name)
DATE W. C. McArtbur MeLOYEE (typed name)
DATE
-....K-.
-~
W V V I
pagL E APPAISA 2b DA=m VJ-
E~ a' L/=/PG SS_
2PART T.B Peormanc Stan-rds Ammual S=umary -
(To be completed at the end
=~
of the fiscal year) St-ate the employees accomplis mts relative to the major accountabilities, specific projects and/or assignments listed in Part I.A.
ACCPLISEMT/PERPOMO;CE C
SPLETIOH DATE AlFOGOC56
~
UAUMMMLWU
pagAPPepage 3
DA=.f3aQ90 RUM ilOn McArthur TZL/PG Manager. Technical Pcms.SS9 PAR-T1 Bebavioral Standards -
(To be reviewed at the beginning of th. fiscal year and evaluated at the end of the fiscal year.)
The following list those behavioral standards against which each employee should be evaluated.
The extent to which they are used will vary depending on the nature of the position of the employe.
and the type of organisation.
All employees who have supervisory responsibilities must be evaluated on the behaviors identified with asterisks.
Other behavior standards may be added as appropriate.
- 1.
E IIT
.--- low /
/
/
X.
/ high Coments Is willing to change direction if the adontnges are both t*n^Lp.t>
- p.
LY*SJLI
-- Al
%,O-n CI Cfil CeJ a
CA-
- 2.*
DECISION-MASflG low/
I
/
f L
/ high Comments Usually gathers the facts and Tnakes apyrovriate decisions consistent with the orioritZ of the problem.
DEPEMDABILITY low f f
high Coments Recoonites that the 2osition recuires timely regponse to orcanization and site needs.
sEF-MoTIv~sIN low I f
I _
_/Tz
/ high Coments Does mot recuire Prodding to get the iob done.
I,;
4.
5.* I3YLUElCING O0HERS low /
f I.X1 S
/ high Comnents Background and management sty2e is accepted by peers and senior manacement.
6.* PROBLEM SOLVING AND ANA.LYSIS low 1_
f X
I high Connents Good analytical capabilities. Sometimes spends too much time gathering the facts prior to making a decision.
- 7.
TECHICAL/PROFESSIOITAL COMPETENCE low /
/
/
/
X / high Co ants Ras the appropriate background and exoerience for the position.
- 8.
INOVAIING low f
X
/ high Comments Seeks innovative and unioue ways to solve 2roblems.
Listens to others who have new ideas.
- 9.
ORAL CONMUNICAXIONS low v
f fX f
high Comments Communicates well and expresses position adecuately.
t!E~I -
_s
=
I
,^
A, ICOC57 4
I I
- AM N2 tilson CManagrther "b
5flX/PG e
=LSS ma cMM cAOxS low
'r s-Writes well and coymmicates problem And correctye action In a
Mi timely manr. e
-211.0 SUPERMS lobwx h
Wig Coanents Resnect and raoort mith 3eers. direct re2orts and senior
-tanageent is well develoved.
- t.
j 12.* TEAHOlBRI low 1../
f
.. /
/ high Comments Efforts are being made to solidify good relationshios with co=rooate and site activities. This requirs some 'time.
-13.* PLANNING AND ORGANIZING low /
/
f X
/
high C osnts Follo"s 2lans and thinks ahead to divert problems that will
,i ae LI low Ii
/
I
/.L../
hgh Coments Has ressect for all levels of versonmel amd attempts to be fair and impartial.
15.* SUBORDINATE DEVELOPM3MT low?
/
I
/
X3 high
.1 Corents Ras a bich decree of concern for the career paths of those that reoort to the position.
- 16.
ORGANIZAXIONAL ZHOWLZGE low f
X f
high Conents Still relatively new at TVA and is attemytina to learn how to work efficiently in the system.
- 17.
EMPLOI CONIM CATIOH low I f
f X
f high Co~ments Eas areat concern for the flow of inform tion both uo and down the oromnization.
- 18.
RESOURCE MANAEMzEN=
low /
/b-X
/
/ high Comments Uses the resources available to meet the needs of the sites.
.e S.
- 19.
low?
/
/
/
/high r
Comments_
- 20.
low?
/
/
/
f igh Cor-enta
-06J
.~
g*4
- I.
-DPLOM APP SAL -page 4
TULZ/PG PARS TTI Employs Appraisal -
(To be cam Summary statement of the employee's perfc fiscal year as zotd by the gas er and t SIGNATURES:
,Tfl*
DATE
-;.SSN_
Tplete at the end of each quarter) rsance during each quarter of the Liscussed with the employee.
DATE DATr 2--
- -X-
5
.I.:
-r
- i-It
?7-
i, r-F.
c El
.111, tr t
F-il-S.,%
Sk-is -
iFP-,
SECOND QUA.=
K N7/9-SIGUXTURES:
M"XAGE EMPLOYEE DATE 4.
-~-~
F-'
i3 ENLLOYE APPLASAL - page 4a DATE 6/30L90 AI_ Wilson C. McArthur ITnLP Manager. Teeb. Progr=9 S SNI PART~fl Employee Appraisal -
(To be completed at the end of each quarter)
S~xry statemt of the employee's perform-ce during each quarter of the fiscal year as noted by the emager and discussed with the employee.
3MD QUAERM Progress bas been WDoitiyr during the 3-wonth veriod in learning boy to onerate in the TVA form.
Communications with cortorate and site persornel 'hae been develored.
In rejtard to SON nd nWBW. s8ecific resDoplsibilties vere addressed and folloluv assi ngents zree to and goM2leted.
A rather smooth transition into directina the three functions of Technical Program has been accosllshed. AJwtoZ 0-C**.
P.
A) So
- f. ;1...t t.-
r'-'
ff v_
SIGNATURES:
C' QER DATE EM[PLOYEE DAME FOURTH QUARM See-next page.
*4tIF
.
I
'1 "S'
M SIGNATURES:
MANAGER EMPLO=E DATE DATE AFO00660 I
J.0~
ix
-t(->.~
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< t-.
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E-P DPLO=EK JPP=SAL page 4a D=
q.4n/Ig RAM Wjilson C. MArtbir 2ZfLZ/PG ager. Tech. Pra=s SSN PAR ITT Employ** Appraisal -
(To be completed at the end of *ah quarter)
Suaary statement of the employee's performance during each quarter of the fiscal year as noted by the smnager and discussed vith the employee.
FOU~H CQUARTE Incumbent has served in this position for 5 months.
?t year end. TP was successful in meeting or exceeding recuirements for goals. budget.
CAORs.
and late payments.
The TP or=an£zation has developed a oositive management style in vorking with the sites and senior management.
The TP
- 'hite-oaver' conceot allows for a detailed review of problem areas and corrective action recomiendations.
The incwmbent bas served on both the Senior Evaluation Committee (HAY) and SMART.
A professional level of respect exss In both the Upnord and dlownw-ard direction.
SIGEI^TURS:
IjCi
'EPOE E~LOYEE DATE
_)
Ab 7
ATE 2.
r
.6 9-.
- .4 AFCChOnti; C. - -
V-,
U N
FTIFInIMMIIM w
134PLO=E AhPPR~aSALL - page 5 NAME TIl=/PG SS N PART TV Development Plan - The information requested on this p~age is optional.
It in intended to serve as an aid in identifying career and developmental opportunities which are in line with both the goals of the employee and the needs of the organization.
CAREER INTER=ST
- 1.
Describe your career interests and goals, both sbort-and long-term.
QUAIFICATIONS
- 2.
tDescribe your main strengths which support your career interests.
DEVELOPMENT A1CTIVITIES
- 3.
Please describe any activities you have undertaken to develop your
'knowledge, skills, or abilities so that you are better prepared to pursue your career goals.
MANAGER I S CONME1~S EHPLOYFEE DATE
.. A.'
. f_"-=%j
_;11
.- t iA11F OG 0C6 G2 1
tt,;- -.Z._
- .4.
Z DPLOMEE APPR.XISAL
-page 5a DATE____
I,
_T
/PG S
.f A-PATlJ Action Plan -
Identify the needs of the employee for-both current and potential future assigentsz.
V_
Area To Be Developed
.ctions (O._ a coursen. assim"Chnts. AteA
,e
. --,m I
~AGER N=
HIGHER MANAGER DATE DATE
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w-W t pcovas of stte:s 27(b ge wd tdf of -Z* Ac of Fed",'*,%6 pcurty Poicy -ct t4l'S 4231 = 'oa ftnid by-secdo,
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QUARTERLY REPORT OF INDIVIDUAL TRAINING 220415 JAN 1, 1991 - MARCH 31, 1991 NAME.
ISNHC ARTHUR SSN#
-ORO NUC POHE NUCLEAR OPS OPERS SVS TECH POM SPT
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SCH/ORDt M
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REASON/
i COURSE TITLE DATE CLASS IIRS COURSE ID CATEGORY ACTIVITY NUCLEAR CEWTRAL OFFICE MANDATORY DUTIES & RESPONSIBILITIES 0 02/04/91 001 NEPT050.004 00 INTERNAL TRAINING TECJHIICAL i'
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SHOR~s 7M ME H UCLEAh OPS OPERS SVS TECH PON SPY i.S
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COhPLETICN COLfEOE MAJOR/'
REASON/
- .t 11COURSE TITLE DATE CLASS HRS COURSE ID CATEGORY.ACTIVITY NUCLEAR CENtTRAL OFFICE MNAOY*.
't FXTNESS FOR DUTY REFRESHER 06105191 001 NFFD004.000 00 INTERNAL TRAININO TECHHICAL NUCLEAR CENTRAL OFFICE MANDATORY' NUCLEAR INDUSTRIAL TRAINIHO 06105191 003 HOET010.000 co INTERNAL TRAININO TECHNICAL NUClEAR CENTRAL OFFICE MANDATORY.;
R4ADIOLOOICAL CONTROL (INITI 06/05/91 004 HOET012,000 co INTERNAL TRAINIHO tECHNICAL NUCLEAR CENTRAL OFFICE MANDATORY g
BfN,,"ON-RADCOH SITE SPECIFI 06/05/91 003 HOET100.000 co INTERNAL TRAINIHO TEC11NICAL NUCLEAR CENTRAL OFFICE MANDATORY'..;
.SSRj.--1FN RADCOH SST CAT 2 06105191 004 NOET102.000 00 INTERNAL tRAIHINO TECHNICAL N4cir;R.CE~tNRAI OFFICE MANDATORY;.
t' SQNHNON-RADCON SITE SPECIFI 06/05/91 000 HOET200.000 co INTERNAL TRAINIHO TECHNICAL f
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r 55R17 HBH RADCOH SST CAT 2 06105191 cOO0 NOET302,000 co INTEPN4AL TRAININO :
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il PERF;ORMANCE MANAGEMENT 04/03/91 003 NHRD075 000 00 INTERNALJTRAININO
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rATION SKILLS 09/17/91 016 NTQT002*000 co INTERNAL' TRAININO INTERPERSONAL Sl k01ttl'JEA1R PLANT MAND;ATORY ER'FOCUS 11/21/91 016 NTQT004.°00 co INTERNALMTAININO MANAGEMENT 44'NhUCLEAR PLANT MAN'bATORY IER FOCU53 01/23/92 016 NQT004.000 00.
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QUARTERLY REPORT OFgINDIVIDUAL TRAININO 220413 I
APRIL 1. 1992 - JUNE 30, 1992 li NAME.
WILSOM C CARTHUR SSNI OROs OPS SVCS TECH PGOS JOB TITLE#
. TRAINING INSTITUTION/
COMPLETION COLLEGE MAJOR/
REASON/
COURSE TITLE DATE CLASS HRS COURSE ID CATEGORY ACTIVITY it
_________r__________________----
HOODSOH ASSOCIATES,'INC PERS/PROF DEVELOP COMMUNICATINO HEALTH RISK A 02/18/91 000 N/A CONFERENCE/SEMINAR OTHER NUCLEAR CENTRAL OFFICE MANDATORY
'\\,
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03/24/92 002 NCATO1S.00 00 INTERNAL TRAINING TECHNICAL NUCLEAR CENTRAL OFFICE MANDATORY FITNESS FOR DUTY REFRESHER 05,01/92 001 NFFD004.000 00 INTERNAL TRAINING TECHNICAL NUCLEAR CENTRAL OFFICE MANDATORY NUCLEAR INDUSTRIAL (RETRAIN 05/01/92 002 NOET011.000 00 INTERNAL TRAININO OTHER NUCLEAR CENTRAL OFFICE MANDATORY RADIOLOOICIAL CONTROL CRETR 05/01/92 002 NGET013.000 00 INTERNAL TRAININO TECHNICAL I
NUCLEAR CENTRAL OFFICE MANDATORY I
BFN NnH-RADCON SITE SPECIFI 05/01/92 00o NGET100.000 00 INTERNAL TRAININO TECHNICAL NUCLEAR CENTRAL OFFICE MANDATORY SSRk-DFN RADCOH SST CAr 1 05/01/92 000 NGET101.000 00 INTERNAL TRAINING TECHNICAL NUCLEAR CENTRAL OFFICE MANDATORY SQN NON-RADCON SITE SPECIFI 05/01/92 000 NGET00.000 00 INTERNAL TRAININO TECHNICAL NUCLEAR CENTRAL OFFICE MANDATORY SSR SQNRADCON EST CAT 1 05/01/92 002 NGETf01.O0O 00 INTERNAL TRAINING TECHNICAL SSR. HON-RADCO N SITE SCAT FI 050 / 200 AT0.0 NJCLEAR CENTRAL OFFICE MANDATORY 00 INTERNAL TRAINING TECHNICAL N1111UCLEAR CENTRAL OFFICE MANDATORY SSR.-
WIN R.ADCON SST CAT 1I 05/01/92 000 NOET3O1.D00 00 INTERNAL TRAINING TECHNICAL
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'TENINESSEE VALLEY AUTROIlTY EIP'OYEE APPRAISAL for WJAGER AND SPECIALIST EMPLOYEES for Fiscat Year Onding September 30, 9
tE VWlson C.
WcArtlur ORGANIZATION LEVEL:
GROUP.GengfrtinL Group
^
I OPERATIONS Nuclear operations tLEJPC
- 4npuors 7echnaicl Prgoarays DIVISION operations Services PE POSITION C Or s)
DEPARTMENT Technigat Programs, Dan lt, Keuter SECTION
.mary Statement of entoyev's "erforwance ynd votentiSL:
SEE ATTACED EXECUTIVE COMPENSATION PERFORaAxCE ASSESSMENT SIGNATURES:
Oan N. Keuter
/.-ATE IUANAGER (typed name) gT J-.
ATE 1EXT IICYER MAMAO" (typed n)
WLO~fE Vitson C.
NcArthur EXPLOTEE (type ame)tAT 13050 oaR-cOR 3-90) [11-90] Page 1 of 5 AFOO0672
I
,Akh, EXECUTIVE COMPENSATION PERFORMANCE ASSESSMENT MCARTURWM.SONC ORGNIZA1ION OPSVS POSrI.ONT rrn MGR REVIEWPOTR1OD
%41192/30/92 Com erlmnts i-EFFECTIVENESS Quality X
Quantity X
TM e-iness -
=
=
Inovation X
Needs to be more chal3enging of old a
Pefonance Management X
'Reinforce results Affurmative Action X
Budget X
OVERALL EFFECTiVENESS ATTITUDE Be more willing to act and mack X
decisions based on his own kno, ledge Poli~vcApJproa&
X.
AssueskXponiblity OVIERALLrAWMITDE
=
=
X
=
iP TEAMWYORK_
w m-Coopeationw/bordinatesSit w/peus X
Well respected at sites wlsuperors X
Cu.
Osoc: Service X
i-Value added sevice (extra mile)
=
X_=_=_
Communication X
Respect for others
=_=_X
= I.._
Implementing Change X
Encourage more innovation OVERALLTEAMWORK X
FLEXIBIIT--
A Adaptability X
Ability to handlc strcs
=
X
=_=_:_
Ability to acccpt criticism X
OVERALLFLF.XlIMIUTY X
OTHER PERFORIANCE o.
> ~~~~...................
OVERALL RATING x
AFGG0673
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F, REVIEW YEAR OBJECMh Mr HcArthur is able
,people.
Re needs tc Re is a strong lead.
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SUMMARY
OF PERFORMANCE
. to handle a diverse group of responsibilities and
.address performance concerns directly with employees.
er and able to motivate eam;loyees.
Re has very high Z-IL I-Ivv-standards.
He needs to act more independently - particularly to promote innovation and change.
NE3CTYEAUR OBJECTIVES:
see attachment NETA
.BJC _S
- a
,4 I...
Reviewet's Signature
-2 Date A F 0 G0 G714 I
'\\ *tr f 'aI_'
;N Anal 0 -a 7 -, I I "OF is,,
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FAR~ OBJEC.'rIES
- 2.
- Met, the FY93 budget. *Submit a 1994 budget that is less than 1993 budget.
- 2.
Meet the FY93 OPS SVS Critical. Success Factors (Tier 2 goals).
- 3.
Maintain a proficient, professional staff of personnel that can support the sites an a customer basis:
a a
a U
Oversite Technical Support Program Standardization a Simplification Direct Service
- 4.
Support refueling of SQ1N-1r,2 and BFN-2
- 5.
Each site provide OCPS SVS personnel with career growth plans that will allow th~em to reach their potential during their tenure at TVA.
Fill 7S% of promotions from within TVA.
- 6.
conduct periodic assessments of plants.
Work with the plants to resolve problem areas and improve SALP and INPO rating of each plant.
- 7.
Continue implementation of Process Improvement by taking the leadership role of Functional Area Hanagement Review Teams (FMRTB).
S.
Implement TQ by completing TQ Awareness; and Customer Focus Training tar new employ-3es.
Review and revise department customer focus profile
- 9.
All employees complete Tools & Techniques Training.
- 10.
'Hold at least three all hands' meetings.
311.
Develop a department business plan -that rolls up to OPS SVS.
- ` 9193 9193 Ongoing 9/93 9/93 9/93 Ongoing 2193 9193 Ongoing 4/93
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8 10/28/92 C O R P O R A T E T.RA I N I N 0 S Y S T E M PAGEt 1
QUARTERLY REPORT OF INDIVIDUAL TRAININO 220415 JULY 1. 1992 -
SEPTEMBER 30, 1992 NAMEs W
CARTHUR l
ORGt 111C OPS SvCS TECH POMS SCH/ORDt M
JOB TITLEt MOR
~TRAININO INSTITUTION/
COMPLETION COLLEGE MAJOR/
REASON/
COURSE TITLE DATE CLASS HRS COURSE ID CATEGORY ACTIVITY t
MANDATORY DUTIES A RESPONSIBILITIES 0 03/30/92 001 NEPTO50.004 00 INTERNAL TRAINING TECHNICAL BROWNS FERRY NUCLEAR SITE MANDATORY BFN NuNRADCON SITE SPECIFI 08/07/92 000 NOET100.000 00 INTERNAL TRAINING TECHNICAL BROWNS FERRY NUCLEAR SITE MANDATORY SSR -
BFN RADCON SST CAT 1 08/07/92 000 NGET101.000 00 INTERNAL TRAINING TECHNICAL BROWNS FERRY NUCLEAR SITE MANDATORY UNIT SEPARATION -
(VIDEO) 08/07/92 acI NSST122.000 00 INTERNAL TRAINING TECHNICAL I
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'V
E PERFOAiVWC REVIEV AND DEVEOPMENT PLAN Page 1
'of Name.
Wilson C. HcArthur Social Security Number Position Hanpoer. Technial Programs/OPSSVS Organi2ation OPS SS/-P l deview Period 10/1/92 tol 9/31/93 I
Oats of Annual Performance Review ____
IF I
PERFORMA\\NCE RATINGS DEFYNITIONS I'I L
I I
I Exceeds Expectations Heets Expectations Maets Some Expectations Unacceptabla Individual far exceeds expectations for this objective or expectation.
Frequently makes significant contributions well beyond job responsibilitles.
Individual consistently meets expectations for this objective or expectation.
Employe knows and performs the job well. Hay occasionally exceed expectations In some areas.
Fully competent and valuable employee.
Individual partially meets expectations for this objective or expectation. Improvement In this area Is necessary for th emp bye to fully meet expectations. Performance does not indicate successful completion of all assigned responsibilities.
Individual consistently below expectations and performance Is unacceptable for thit objective or expectation. Hay require more supervision than expected. Improvement required to meet expectations.
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0O3ECTIVES PERFORMANCE O03ECTIVES PERFORMANCE SUMARY EXPECTATIONS Establish specific results or goals that this Review performance against each objective.
44 3 2 -1 employ.e is expected to achieve during this Discuss results achieved, areas of success, E
U rating period. (Additional paces may be used and Improvements needed. Cite examples I
H as necessary).
where appropr lat below. Then mark (X) In the G X H A column on thu right which best descrlbes the H
E, C T
employee's performance.
T E C A
E T E T
% X S P A
C H 1T I E C O D T H L
- 1. The incumbent will most the expectations of the A
/....'Af lOX g 3 Generating Group HMnagement System (GGHS) and other directions that sre provided for good busI-ness practices. Attentlon to high safety standards and good housekeeping practices will be II
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maintained. Meet management expectations described In Dan Keuter's memorandum dated December 1. 1992 (copy attached).
- 2. Effectively manage Technical Programs organiza-tion in the four areas of the Hission Statement:
- Technical Support
- Oversight
- Program Development/Process Improvement
- Direct Services KE0eM.7474i
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u Ott I 20%
15%
10%
I.
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4, 5.
6.
Heet the requirements of the Technical Programs Mission Statement (copy attached).
Work aggressively to instill a competitive spirit in Technical Programs and to recognize that we should continuously evaluate our resources to be the best we can bL.
Support professionally the functions of the SQN and HFN Nuclear Safety Review Boards, HAY Commit-tee Environmental Advisory Committee and the Integrated Software/hardware Review Group.
Pursue a high level of technical capability by perSonal development and attendance at appropri-ate conferences/meetings.
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It PERFORMANCE BEHAVIORS BEHAVIORS PERhORMANCE
SUMMARY
EXPECTATIONS These behaviors come directly from TVA's workforce Review performance against each behavior.
W 4
3 2 -
mission.
Employee and supervisor jointly decide Discuss results 4chieved, areas of success, E
UI which of these behaviors specilficalli apply for and improvements ineeded. Cite examples I
W the review period. Choose up to six behaviors1 whero appropriate below. Then mark (X) In the G X H
A with no behavior receiving a weight of less than 5.
column on the right which best describes the H
E C T
employee's performance.
T E C 0
E T
E T
I.
X S PA C M T
L E E S A
E E 0 B D T H L
- 1. High Performance 5
Sets clear goals for self and others; includes r
A the needs of customers In setting these goals
- 5 1
V e/r shows persistence and dependabilty In accompilsh-s Ing goals looks for ways to make projects successful rather than finding reasons for
(
O4' 'b-failure; takes personal responsibility for ensur-ing results are achieved.
- 2. Teamwork 5X Shows a team orientation by placing team goals
-Ao41v-4 rfL&
over individual goals effectively communicates Information needed for task completion, contri-j p4 h
- L butes actively to group projects and meetings; r
develops positive and productive relationships with other team members; works to turn conflict 9
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i; Into "win-win" situations; looks for shared goals with other workgroups.
- 3. Diversity Seeks and uses a broad range of experiences, backgrounds and points of view to Achieve organizational goalt; treats co-workers with dignity and respect; encourages and supports actions to ensure a representative demographic mix in the workforce.
- 4. Innovation 0-1 Develops original, cost effective, and resource-0 ful approaches to work situations; encourages and recoonlie, ths Initiative and creativity of c-z others takes appropriate levels of action to g ogt the job done right..
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PERFORMANCE DEHAVIORS OEtAVI ORS PERFORMtNCE SUWMARY EXPECTATIONS These behaviors come directly from tVA's workforce Review performance against each behavior.
W 3
2 -1 mission. Employee and superisor 01 ntly decide Discuss resultsiachieved, areas of success, E
'U which of these behaviors spe ifically apply for and improvementi needed. Cite examples I
N the review period. Choose up to slk behaviors, where appronriate below. Then mark (X) In the G X H A with no behavior receiving a weight of less than 5.
column on the right which best describes the If E C T
employee's performance.
T E C 0
C T E T
% X S P A
CM T
L C E S
A E
E O l D) T IiIL
- 5. Continuous Improvement -
Determines customor expectations; Identifies 4
/4f strengths and weaknesses in present work methods; A
uses Quality problem-solving tools and techniques to develop new and more effective methods; creates LtV44'i s,
f a non-blaming atmosphere while exploring past mistakes and future methods changes; evaluates continuous imprnvement for self, suppliers, and customers by: determining performance benchmarks, setting explicit, measurable goals, and measuring progress toward goals.
- 6. Coaching and Developing 5X
/
e Sets clear performance expectations with each e.t e-"
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'%d' employee; provides ongoing feedback; works with employer to prepare individual development plans; i
ro, 01.w provides support and resources for implementation P
7 of development plans; evaluates performance based on established expectations.
C.
- 7.
Leadership 5X II : '
Consistently communicates a clear direction for T4 CJ C-4 the workgroup; gains commitment and participation by todeling actions necessary to accomplish the p $
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die mplements an org nzatonal or cul-
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r tural change that gives act on to organizational xi, vision; recogniles and rewards others for their contributions.
- a.
Communication 4 44 tP A
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7 Sends and receivis information clearly, accu-1,
7',,1t. r"f f
rately, thoroughly, and effectively: verbal, I
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written, up, down, lateral, one-to-one, and group comnunication.
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PERFORMANCE BEIIAVIORS 8EWAVIORS PERfORMANCE
SUMMARY
EXPECTATIONS These behaviors come directly from TVA's workforce Review performance gainst each behavior.
W V
3 2
1
- mission, Employee and supervl or jointly decide Discuss results chleved, areas of success, E
U(
which of these behaviors spe flically apply for and improvements peeded. Cite examples I
H1 the review period.
Choose up to six behaviors, where appropriate below. Then mark (X) In the G X H A with no behavior receiving a weight of less than 5.
column on the right which best describes the If E C T
employee's performance.
.T E C 0
E T E T
X S PA C M T
L E
E S A
C EON D
T H L
_ -S.
S.
- 9. Interpersonal Skills Interacts with others In ways that enhance understanding and respect.
- 10. Judgement and Decision Making Shows readiness to take action based on factual information and logical assumptions.
- 11. Planning and Organizing Sets goals and develops strategies for meeting 0
e'A S
.(*
goals.
- 12. Technical Shows familiarization and utilization of tools, equipment, concepts, methods, and procedures whieh re discipline specific and necessary for professional excellence.
tmPerformanct Behaviors 3i0 Percent-of Total Weight Ioa L 4ih FORMULA V.
RATING Objectives Rating Total E
- _S MTE^
M EETS Behaviors Rating Total S
T SE C
Overall Rating Total 2
Divided by 100 1737l 3
2.E7-1!a h
doBelow
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IiStrengths:
Overall fkills In makIng emelovee decisions need imProvement.
Needs:
CAREER OBJ CTIVES (O -
3 vears I
Employee's stated Career Objectives:1 (Priority order)
,l) ResoonsIble ooston n stesDort role.)
n rn ndctons t
ste (2)
Total Ouality ProQram (4)
I NIDUAL DEVELOPENT PLAN AREAS FOR DEVELOPMENT ACTION TARGET List specific knowledges, skills, and behaviors to be List steps which can and will be taken to DATE FOR developed.
Indicate areas of current performance address Utese development needs.
COMPLETION COMPLETION
-which nted-to-be-develooed with an asterisk (^_).
_12-18 mo.)
(X) t
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Ability to make timely decisions regarding employees 2.' Continue to develop technical capabilities.
"'1 0
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Q
- a.
Take a management skills course In managing employees
- a.
Take Corrosion Course
- b.
Attend annual H.P. Society Heeting
- c.
Take advanced radwaste course July. 1993 January, 1993 July, 1993 September, 1993 x
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-g AL I.,UVU{RLL 5I4IT~RY UF PERFORM4ANCEI IIla t II ioAA"Ti'f a V A e-xv nd VW -p /
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r EMPLOYEE ACKNOWLEDGEMENT!
(My Signature mensan that I have been advised of my performance)
EMPLOYEE SIGNATURE:
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APPROVALS:
SUPERVISOR SIGNATURE:
!P-P DATE:
e t~LL ER&D REVIEW.
DATE:__________________
NEXT LEVEL SUPERVISOR 9
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Af'y/1
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REVIEW AND ENDORSEMENT:
BL~V Y7 AT E:
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1' III 0(n tV 55(GG 1-93) [1-933 7
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" aa16 December 1, 1992.
Those listed HANAGMENET EXPECTATIONS FOR FY 1993 Referenc,e:
Generating group Management System (GGMS) Ac 01-4 and 01-9 tOO 92l20rl 800 7.
- tion Plan Items Ln becoming a r practicing vhat Ln FY 1993 used in simprovement arough rt ive i requirements of Ef ective meetings, cough a cipation in QITs, as existing formal zodel 'quality' If TVA is to be successful in changing its culture and 3 world class company, ye as managers must lead the way bj we preach.
Our success in doing so vill be considered performance appraisals.
The fuolling criteria will be evaluating your performance during this fiscal year.
- 1.
You should be an active participant in the process efforr..... Such participation may be demonstrated t]
involvement in or sponsorship of PIRTs and/or QIT.,
- 2.
You should effectively implement the communicatioz GCHS GC-02 through walking your spaces, holding ec and otherwise ensuring good communications.
- 3.
You should nurture your employees'.empowerment th~
-participative management style, encouraging partii and through other means.
- 4.
You should use your own informal methods as well NP programs to recognize employees and teams vho behavior.
P I
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5.
You should prepare an effective FY 1994 business plan in accordance with dir-e-cti-o-s pr-ovided by Business Operations.
- 6.
You should demonstrate legitimate concern for the needs of your internal and external customers through completion of your customer profiles and customer relation plans.
- -i.
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Page 2 December 1, 1992 Those listed MANAGEmENT EXPECTATIONS FOR FY 1993
- 7.
You should make progress in development of employees in your organization through implementation of your plan for GGHS, management, and technical training.
The above expectations should be integrated into the performance expectations section of your appraisal by February 28, 1993.
You should also pass these expectations down to your subordinates for inclusion in their performance appraisals as appropriate.:
i A copy of the OPS SVS GGXS Action Plan is attached for your information.'
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Durham, LP 5F-C Goetcheus, BR 5A-C Knight, BR 5A-C Lagergren, LP 3B-C McArthur, LP 5D-C Pitzl, BR 5A-C Teague, BR 5A-C I
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JEL:D3JS Attachment cc (Attachment):
J. R. Bynum, LP 3B-C W. K. Castle, LP 6B-C B. M. Gore, LP 6B-C
.J. E. Law, LP 6B-C H. R. Thomas, LP 3B-C R. E. Wernly, LP 6A-C RIMS, MR 2F-C 1468B
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7-I GENERATING GROUP MANAGEMENT SYSTEM (GGMS) ACTION PLAN Location I Organization: NCO - Operations Services e I Z'
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j GGMS-Oi ORGANIZATION & LEADERSHIP Item GGMS Assigned -
Si a
Polcy Description af Implementing Activity To
-4 Start End Ref. #
IWHO Date Date Incorporate applicable GG Business Focus Areas into 1
2.2 Customer Relations & Prcess Improvement action pO ORK 1211t92 2)28/93 Utilize PIRTIFocus Area Matrix, Process inprovement Plan. & Customer Relations Plan (as recdl.
Establish Cleaw Current Customer Recquirements.
2 2.3A Update 'Requirernents-section of Partnership ProMe.
ORK 1211192 1/31/93 Communicate & Implement the TVA Values and 3
2.3B Performance Goals by rolring out the NP Strategic ORK 1211192 1131193 airection, Short Term Plans, & Business Plan.
(See NP Rollcut Booklet)
Demonstrate a Working Knowledge & Success in use 4
2.3C of Process tnprovement Have aJI Dept Mgrs take DRK 12J1192 3131193 Tools & Techniques course, and be part of
,IP.
- PIRT, MRGs or sponsordmember of QIT.
Evaluate & improve GGMS. Review all GGMS Porces 2
5 Z3D for effectiveness and provide comments back to ORK 1211192 4(1193 VP Business Ops.
Employee & Team Recognition 6
2.3E Awaiting Agency Guidelines TBD Supplier Partnering 7
2Z3F Awaiting Agency Guidelines TBD Communicata approaches to being world class by 3
8 Z3G roll out of GGMS orientation to all employees.
DRK 1211t92 3131/93 Evaluate & improve own effectiveness in adhering 9
2.3FJ to GGMS principles. Incorporate senior management DRK 1211t92 3131/93 leadership expectations into Department Manager MGRs and higher Performance Appraisals.
Develoo Training Action Plans for Employees.
1 0 2.31 Utiliza Education & Training Action Plan ORK 1/1/93 2/15193 MGRls 12 WKC7G' G Sil Wk3 I
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GGMS02 COMMUNICATIONS ftem GGMS Assigned ScheduledlActaj cpPticy Descnpffon of Implementing Activity TO Start End Ref. #
IWHO)
Date I
Date Estabrish a routinc of wafdnC spaces and achi ving1
_)9 2.0 fac--fac cmrmunications.
._DRK 12_l92 12131192 r
~MGRs_
Develop a standard meeting schedule (weekly/nonthly) 2 2.0 covering the parUac & AdHoc meeting matrix.
DRK 1211192 12131192 Er n~atrWd Soo Attached Format Develop standard aenda for each required meeting 3
2.0 addressing policy requirements.
ORK 1211/92 12131192 MGRs Restructure Bulletin Boards to Confcrm to Policy 4.
20 DRK 1211J92 3/31/93 MGRs V
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+ l GGMS-03 EMPLOYEE INVOLVEMENT_
Item GGMS Assigned ScheduledlActual Policy Description of krIolementing Activity To Start End Ref.
("WaC)
Date Date Promote 'th use of tearm to increase employee 1
2.1 involvement Develop 1993 CQITschiduct aspart ORK 1211/92 12/31192 2.2 of Process Improvement Plan MG.s Develop meases to evaluate and improve the extent 2
23 and effectivenes of team participation.
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- CPERAToNs SERVImC.s GGMS-04 TEA?., & INDIVIDUAL RECO GNITION r
- GMS Assigned SchedulediAchtUa Polcy Descnption of Inplementing Actity To Start End g
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Date Date Ptovde informal recogntion of erployee. Ust mothod.
1 2.0 being used to recognize mnploywes.
MRK 1211192 1131)3 MGRS Additional inplementation actions will be developed when agency guidefines art available.
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Date Date Dovelop the FY 1993 Op Svcs Short Term Plans Repor 1
2.1 Cards.
DR4 111n192 12131192
.4 Complete the FY1993 Op Svcs Business Plan 2
22 following the 9129 GGMS meeting Ctiderlnes.
DRK 1211192 12)31192 Rollout the Op Svcs FY19 93 business plan includinC 3
2-2 myor emphasis areas, short term Coals, and report DRK 1211192 1)31193 cards to all employees.
MGRs I.
Complete The Op Svcs FYIS1 994 business plan 4
2.2 following the policy.
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2.0 wa ational status cf customer focus deployment DRK
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Complete (or review & update) a partnership profi 2
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20 (Action Plan) for each department or key work unit.
DR-1 593 2'128193
~MGRs Incorporate Customer Relations Plans into 1594 3usine A_
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Identfy, pAoitime. and schAduis planned 1993 CITs (or QIT Problem Ainal and incorporate into a Process Improvement Plan.
Develop FY1S94 Process Improvenent and Benchmrnk Plans for inclusion in the FYI 994 Op Svcs Business Pt An-21.P
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Date As pan of the 1994 Buuiness Plan, dlop a plan 1C w~ch; identifles data neds, provides for obtaining DRF U 1 I2nl2 3131t93 dat-not crantly available. and provides for
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Identify infcnmston systes 'ownad' by Op Svcs, 2
2-2 extabrish perfoarman, trgets, darrime Performance DRX 1211192 331193 gaps, and develop improvwmenz plarm.
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Date Date Idantify 1SS3 GGMS training needs to support FY '1991 I
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DRK 1211192' 1115193
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2.2.3 FYIS93 Businss Plan.
DRK 12t1192 1115)93 MGRs Identify 1993 Technical Training needs to support 3
o FY1S93 Business Plan.
DRX 121l192 115193 MGRs Develop a traiing plan for inclusion into the FYI 994 4 4 2.2.2.4 Bustness Plan that addresses means for assessing ORK 111193 2115) S3 tralding needs, specific training to be provided, and MGRs means for assessing the effectiveness of traininc.
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7 tLt PERFORMANCE REVIEW AND DEVELOPMENT PLAN Name Wilson C. HcArthur Position Mapnmer. Technical Pr orams/OPS SVS Review Period Qctober 1. 993_ to ievtember 30._1994 Date of Annual Performance Review __
Social Security Number I
Organization OPS SySIHP PERFORMANCE RATINGS DEFINITIONS Exceeds Expectations Meets Expectations Meets Some Expectations Unacceptable Individual far exceeds expectations for this objective or expectation.
Frequently makes significant contributions-well beyond job responsibilities.
Individual consistently meets expectations for this objective or expectation. Employee knows and performs the job well.
Hay occasionally exceed expectations in some areas.
Fully competent and valuable employee.
Individual partially meets expectations for this objective or expectation.
Improvement In this area Is necessary for the employee to fully meet expectations. Performance does not indicate successful completion of all assigned responsibilities.
Individual consistently below expectations and performance Is unacceptable for this objective or expectation. Nay require more supervision than expected. Improvement required to meet expectations.
QYARTERLY REVItV DISCUSSIONS Emp;ye3rd imolovee 8~~~
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PERFORMANCE OBJECTIVES l
PERFORMANCE OBJECTIVES PERFORMANCE
SUMMARY
EXPECTATIONS Establish specific results or goals that this Review perfor ance against each objective.
W 4
3 2
1-employee Is expected to achieve during this Discuss results achieved, areat of success, E
U rating period. (Additional pages may be used and improvemen s needed.
Cite examples I
N as necessary).
where appropri to below.
Then mark (X) In the G X H A column on the ight which best descr bes the H
E C T
employee's performance.
T E C 0
I T E T
% X S P A C M T L E E S A E E 0 B 0 T H L
- 1. The incumbent will meet the expectations of the On track 1
St 30 Generating Group Management System (GGMS) and other directions-that are provided for good business practices. Attention to high safety standards and good housekeeping practices will be maintained.
Meet managoeent expectations as described by the General Mana~cr, Operations Services (OPS SVS).
- 2. Effectively manage Technical Programs (TP) organi-Maintains focus on customer while keeping the mission 20 X
80 zation by following thp TP Business Plan and ful-In mind.
filing responsibi Itles In the three areas or the Technical Support Mission Statement:
- Nuclear Plant Support
- Nuclear Program Oversight
- Functional area ownershl Meet the requirements of the TP Mission Statement copy attached).
Assure that TP maintains focus on the customer and that programmatic responsibilities are achieved.
- 3. Maintain focus and direction for the three areas Good with cost cutting. Need to keep follow through 10 X
30 Identifled by the Board of Directors:
In mind.
- To put employee's first
- To establish environtental leadership To maintain competitive rates by:
- Improving the Employee Opinion Survey results i
.1 In TP J
- Have the sites state that our environmental leadership Is excellent
- Maintain an attitude of cost cutting and follow throuoh
- 4. Meet budge requirements for FY94 and successfully Meets budget.
10 X
30 reduce the TP O&H budget by at least 5%.
S. Maintain a high level of productivity and effec-On track.
10 X
30 tiveness at all levels In TP and work aggressively to instill a competitive spirit and to recognize that we should continuously evaluate our resources to be the best we can be.
- 6. Support professionally the functions of the SON and Good support to NSRB.
5 X
15 eFq Nuclear Safety Review Boards, Hay Committee, and the Integrated Software/Hardware Review Group.
- 7. Pursue a high level of technical capability by per-On track.
.5 X
20 tonal development and attendance at appropriate conferences/meetinos, I
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1 PERFORMANCE BEHAVIORS BEHAVIORS PERFORMANCE
SUMMARY
EXPECTATIONS These behaviors come directly from TVA's workforce Review performance against each behavior.
3 2 -
1 mission. Employee and supervisor jointly decide Dlscuss results Ichieved areas of successU which of these behaviors specifically apply for and Improvements needed, Cite examples W
N the review period.
Choose up to six behaviors, where appropriate below. Then mark (X) In the E X H A with no behavior receiving a weight;of less than S.
column on the right which best describes the I
E C T
employee's performance.
G E
C 0
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T E T
IT X
TIL E E S A E E 0 B E._..._
- 1. High Performance Sets clear aoals for self and others; Includes the needs of customers in setting these goals, shows persistence and dependability In accompiish-ing goalsi looks for ways to make projects successful rather than finding reasons for fallure; takes personal responsibility for ensur-ing results are achleved.
- 2. Teamwork Shows a tears orientation by placing team goals over individual goals; effectively communicates Information needed for task completion; contri-butes actively to group projects and meetings; develops positive and productive relationships with other team members; works to turn conflict into 'win-win' situations; looks for shared goals with other workgroups.
- 3. Diversity Seeks and uses a broad range of experiences, backgrounds, and points of view to achieve organizational goals; treats co-workers with dipnity and respect encourages and supports actlons to ensure a reprrsentative demographic mix in the workforce.
- 4. Innovation oevelops original, cost effective, and resource-ful approaches to work situations; encourages and recognizes the Initiative and creativity of others; takes appropriate levels of action to got the job done right.
Keeps site in mind when settins goals, seeks SUCCeSS vs, finding reason not to go for It.
Team player 5
x 20 5
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PERFORHAHCE BEHAVIORS BEHAVIORS PERFORMANCE
SUMMARY
tXPECTATIONS These behaviors corte directly from TVA's workforce Review performance against each behavior.
3 2 ;.I mission. Employee and supervisor Joihtly decide Discuss results *chleved, areas of success, u
which of these behaviors specificalY apply for and improvements 'needed. Cite examples W
N the review period. Choose up to six behaviors, where appropriate below. Then mark ( I) ln the E X H A with no behavior recelving a weight of less than 5.
column on the right which best descrlbes the I
E C T
employee's performance.
G X
C 0
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T E T
C ESA E H S A E T H B E
- 5. Continuous Improvement Ontr 5
X Determines customer expectations; identifies strengths and weaknesses in present work methods:
uses Quality problem-solving tools and techniques to develop new and more effective methods; creates a non-blaming atmosphere while exploring past mistakes and future methods changes: evaluates continuous Improvement for self, suppliers; and customers bY: determining performance benchmarks, setting explicit, measurable goals, and measuring progress toward goals.
- 6. Coaching and Developing Good coach - work eI employees 5
X Sets clear performance expectations with eich employee; provides ongoing feedback; works with enployees to prepare individual development plans; provides support and resources for implementation of development plans evaluates performance based on established expectations.
- 7. Leadership Provides direction fpr the oroup/consistent teas player.
5 X
Consistently communicates a clear direction for the work roup: ains commitment and participation by modellng octlons necessary to accomplish the direction; Implements an organizational or cul-k7.
tural change that gives action to organizational c'
vision: recognizes and rewards others for their cb contributions.
%l 8. Communication 0
Sends and receives information clearly, accu-rately, thoroughly, and effectively* verbal, written, up, down, lateral, one-to-one, and 1VA-;5-35 GG 1-93) J2.93J 4 t11:t44 lt N
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PERFORMANCE BEIHAVIORS I
BEHAVIORS PERFORMANCE
SUMMARY
EXPECTATIONS These behaviors come directly from tVA's workforce Review perfornance against each behavior.
3 2
mission. Employee and suptrvisor Jointly decide Discuss results achleved, areas of success, i
which of these behaviors specifically ggply for and improvemehtS needed. Cite examples IN the review period, Choose up to six behaviors, where appropriate below, Then mark (X) in the E X H A with no behavior receiving a weight of less than 5.
column on the right which best describes the I
E C T
employee's performance.
G E C 0
E T E T
C M T L E E S A E E 0 0 0 TH 1L
- 9. Interpersonal Skills Interacts with others In ways that enhance understanding and respect.
- 10. Judgement and Oecision Making Shows readiness to take action based on factual information and logical assumptions.
1I. Planning and Organizing Gets/meets goals.
5 X
20 Sets goals and develops strategies for meeting goals.
U2. Technical Shows familiarization and utilization of tools, equipment, concepts, methods, and procedures which are discipline specific and necessary for professional excellence.
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- Performance Behaviors
- 30 Percent of Total Weight Total FORMULA RATING Objectives Rating Total a 235 MEETS EXCEEDS MEETS SOME UNACCEPTABLE Behaviors Rating Total 115_
Overall Rating Total a.,350 Divided by 100 3.50 Below
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Overall Tp~hnIcAl-ceogbi IiL
-~G f lechnicul Proam Vry noood. oriented, Strengths:
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Overall Dev. Needs:
Skills In makIno r glovee decis 1X.
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CAROtR QBJECTIVES (O - 3 vearsl Employee's stated Career Objectives:
(Priority order)
(1)
(3)
(2)
(4)
AREAS FOR EVELOPM T
ACTION ITARE List specific knowledges, skills, and behaviors to be List steps which can and will be taken to DATE FOR developed.
Indicate areas of current performance address these development needs.
COMPLETION COMPLETION which need to be develo.ed with an asterisk M.
_(XI
- 1.
Increase ability to make timely decisions regarding employees.
- 2. Negotiations
- 3. Continue to develop technical capabilities.
Take a management skills course In managing employees.
Take a course In the art of negotiating.
a) Attend PEP courses at Health Physics Society meeting.
b) Take technical course in Chemistry.
1 Jule 1994 September 1994 July 1994 September 1994 Cancelled Rescheduled X
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EMPLOYEE ACKNOWLEDGEMENT:
(My signature means thtIIhaveb6ec:, advised of my performance)
Employee's Comments:
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/I /I7 /eA EMPLOYEE SIGNATURE:
DATEts I
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SUPERVISOR SIGNATURE:
DATE:
/it p/ 9 ER6D REVIEW: _ _._j__
_._._....__..DATE:
NEXT LEVEL SUPERVISOR REVIEW AND ENDORSEMENT:._..__
DATE:.
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FEM LIFEINSURANCE ELECTION -
n Federal Empbyees Group Life Insurance Program I
See Prtvacy Act lnfornatlon on Back of Part 3 ewal Iisructons: By law, unmless you waive all coverage or ar I
meligible. you are au e
naticik cvered for Basic Life insurance. When you irst become elgible for FEGLU. you have ft choice of (1) electing Basic Ufe and any or Al of the options, (2) electing Basic Ulfe but decning aln of tie optons, or (33 waiving el fe Insurance coverage. If you are dcanging your election. sse ft back of Part 3 - Emptoyee Copy.
This election will suporsWde prevlous elections.
To complete this form:
Read the back of Part 3 - Empli'ee Copy carehiuy.
Type or pint in ink.
Do not separate !te parts. Your-employing office via complete tie form and return your copy to you..This form shorld be kem with your FEGU booklet DOso-4DdandCefona iar7 ofEwoftem
[RI 76-2 4 Fill In identifying information 2 Namifeasi7 1Fcfl Awe)
De of birth (mcith, day. year Social Security Number M-Cerur Wzt Is r-C Employing department oragency)
L 3 Toelect BasicLfe, signanddateb e.'
f you donotelect asicLifeyoumaynoteletanyformofop~oralinsurance.
Ifyoucdornotiwantany Insurance at all. slip to secion 5 Basic I want the Basic Le Insurance. I authofte deductions to pay my share of the cst.
llfe Ssgature (or tat)7 f
4t lDate (mdzkcr, Yrear 4 If you h elsted BasC Ule, you may eect any or all of he folowing optos (UN you hae deded any or all of ihes opon. wich teyou or eecthose owp wh yh h
are e~ie z elec-as ouedfri t FEGU booloet). Sk t box(es) below brmy o*r(s) you ar eb or and wish b elect Yc wSI not be cvered forany option(s) orw youdonot sign below. regardless of wheteryou presoy ebcted t optbnms) Fudher.i youdecineone ornmoe oS te optco your oppoi es to er an opon orirneaseyouropti co e sty d See Codons rChangi Elec-i;n your FEGI. booldet.
Option A - Standard Option B - Additlonal Option C -Family want Standard optional kisurance.
I want the Additional optional insurance in the I want the Family optional Insurance.
I lze deductions to pay the full cost multiple of my annual basic pay I indicate understand that upon the death of my below. I authorie deductions to pay the fuh1 spouse, I-would receive $5,000 and that cosL (Indicate multiple by marking X' in the upon the death of an eligible child I would appropriate box. Do not mark more than one receive S2,500. I authorize deductions to pay the full cost.
1 times my pay n 4times my pay 2 times my pay
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A Date (onprn)atSigns (DO Sig"~ir 5 f youwant O fo, Inance covrge *ta, sign and dat below.
Waiver of All Life Insuruace Coverage I want no hswuanece coverage a adl. I understand that any insrace I have wig stop at fth end of ft pay period in which my employing office receives this waiver and ftat I cannot get Basic Life Insurance unless (1) I wak at least one year ater I n this fkmn AND give s
a medcal evidence of isuabty or (2) have a break in Federal servie ct at lenst 180 days. Ifrstand that I canot get any opdonal insrance unless I first have Basic Lie. I have read Walvrng or Changing Your msurance age on the badcof Part 3 and I understnd that my decision to waive nsurnc coverage now may affect mybelilty for co ae as aretIee.
Signatre (Do notp ifi) 7 4 ate (month. day. year)
TYIIIAjL
6 TO B£ COMPLETED BY AGENCY. Agency remarns:
NrNumber of event permitting f f(See tabhe an fth back of Part21 1
lame andadda&
ss of employing office Date received in employing office Effective date of coverage (mnf)day. ya (monUT, daj year)
. I followed the instructions on the back of Par? 1.
Signature of au;xoized agency official The employee's copy of this formr when completed by the employing office, together with th FEGU booldet. The Federal Employees' GrovP Life I/rUrancO Descr4an and CarWf ion of ErogmenM (RI 76-21), constitute the employee's Cerficate of Insurance 1.>. Offlce of PerSonne Maragement
- PM Supplent 870-1 PART 1-Fie In Otf l! Personnel Folder NSN 7540-01-231.4280 Standard Form 2817 Rev. SePternbze 1992 2817-102 E6tens prir to February 1988 are obsolter and urnsale.
LAF'000O71J*_
FEGLI LUFE INSURANCE ELECTION Federal Emptoyees' Group Life Irsurance Program
- $ee T'vacy iiAcm Infortriatlon on Bac k of Par: 3 I
I aera Instructions: By law. unlek you waive alt coverage or are I irgiie. you am autouatiE*' covered for Basic Life insurance. When you first become eigilbse for FEC-U, you have the choice of (1) electng Basic life and any or ml of tie options. (2) e~ec*g Basic life but dedining alo!
of t options, or (3) waiving all Ifs insurance coverage. If you ae changing your elecion. sse 9-e back of Pat 3 - Employee Copy.
This election win supersede sa pnvosn electon.
To complet this form:
Read the back of Pat3 - EmpsaVe Copq carea, ?.
Type orprinntinink.
Do not separate the parts. Yow emplcying atflie Aii ca*ete the form and return your copy to you...This trnm shctld be ke -drth your FEGUbooldet, D nansJ7Co oE din (Ri76-21).
F lln idnentifying information 2
La (FV)
D of b
[
irth Sodal Security Nurnber lmpioyig depeMmet or agefy
/
-e aAtlx (L, t
ZP J f1 r'-i-e fre~e V'+/1e
.44 % t q~
3 To elect Beaxc Lftf, sign and dae below. If you do not elect Basic Life, you may not elect any form of optional insurance. If you do not want any i3surance at ail. skip lo secion 5.
B iI w=Vtlhe Bnstc LfeJnsurnc.
l auoize deduclions to pay my share of t cost Bask Life sJt
/Date
/mopnt, day. ye-)
4 l
o s av M e ~ d B a sic t ol, y u m ay elc t a y or l of tiefo llo ing op io m ns UNL SS ouha pve rviou l e l n d a y o l
'ap
~ n. h 4 seyou may o neleect sopons i you aefige b elect as oufiedin Ihe FEGL bokdlet). Signf te boxes) below forany opon(s) you ae egle for adwish o elect You wit tbe oeed fora opon(s) forwdichyou do nt sign bebw. regaiess of wheryou preoy eectd te pon(s Furter if youddeone orrex oft ecopins your coil t o en rin anoption orinease youroptionala veremi strictyknked See Condtns forChang Baion' your FEGL booldet, PI Option A - Stndard Option B - Additional Option C - Family want Standard optional insurance.
I want the Additional optional insurance in the I want the Family optional insurance.
I ize deduions to paythefull cost.
mutipbe of my annal basic pay I inditale understand that upon the death oi my below. I autorize dsductions to pay the full spouse I-ould receive S5,000 and that cost. (Indicate multiple by matihng X in the upon the death of an eligile child I would approprate box. Do not mark more than one receve S2,500. I aulhorize deductions to box.)
pay the full cost.
I times my pay 0 4 times my pay 2 times my pay
[ S times my pay 3 times my pay Signature (Do not prkU P"
V PL'ate 77TIZU17-Me
/ /AO /F-7 t
v' 7L_-
- (5
.~.
if you want NO Die Insurance coverage at all, sign and date below. -
[Wm no ihsra coverage e atL I u st a
nsurnce l have wil su at te end of te pay periodnwhidi myemploig Waivr Of All olic rec s tis aver aid ftat I cannot get Basic Lft irStxance unless (1) I wait at last one year al2tr I Sign this lorn AND give W v oA sfacmy medical evidence of insuratbirt, or (2) 1 have a break In Federal servic of at least 180 days. I understand that cannot get LUfe Insurance any opoairaeun li fist hav BascLife. I hae rad Waing orChar Yornura Coverage on thebackofPart3 overrage and l-xiderstand that my decision to waive insurawce oveage now may affect my ealibility foroe as a redree.
Signatue (Do nor l" Date (mon t day. year) 6 TO BE COMPLETED BY AGENCY. Agency rxiarks
- umber of event permittng l(e tabhr on th back of Pan 2>F Yam and adckess of empobying office Dale received in employing office Effective date of coverage (month. day. year)
X A
{~~mah. day. ~yea) e!
J c
YZ7e
~
/ IL
/J f
A a'e I W 7 {/1// D r.
instrctions on theback of Paz. 1.
( A4_ ??7 f S _
The emoyes coWpy at this orm. whien ccompleted by the enployin offic.
together witi tie FE¢L booldet, The Federal EMp106s' Group Life Isurance Dfescom mid Certkatan of Erolment IR 76-21). cons/itute tie enployee's Certificne of Insurance.
J-- MM of paemoe &IrpART t-Flb in Official Pentenrial Folder MSte n8
.'?. I S
NSN7S4-01-231-40 mr-,
- f) '"'
Standard Form 2817 Rev. Seplernber 1992 2817-102 Edtions prior to February 988 are obsolete ar uMsabe AFOC-0712
PD NO... --
960379 POSITION DESCRIPTION Name Position mite Wilson C. MtcArthur Corporate Radiological &
Chemistry Control Manager Social Security Number Pay Group or Schedule/Grade PG-SR Location Chattanooga Organization Titles:
Group Operations Division Department Section TVA Nuclear Effective Date Incumibent~s Signature Superviscor's Signature HRM/HRO's Signature Reports to (7t1ve) 61 17/96 McGrath D. E. Nixon Operations Support General Manager Nuclear Operations Operations Support Corporate Radiological
& Chemistry Control FOR COMPENSATION PLAfNNING AND ANALYSIS USE ONLY CP&A REVIEWER POSmTON EVALUATION:
EVALUATION DATE.
3/11196 INITIALS:
cih c33 528 F4 (50) 264 E3P 304 1096 48-24-28
+1
- -H Slot K-H Pts--
P-S Slot P-S Pts Acct Slot Acci Pts Tctal-Ptr.
Prorfile Profile A
,pproved Job
Title:
Manager Schedule/Pay Grade:
PG-SR Organiztion Code:
_____________Job Code:
.2186
_Supervisory Code:
Y
_Function Code:
P42 POSmTON PURPOSE-Provides technical direction for TVAN's Radiological Control, Chemnistry Contr-olEnvironmental Protection, and Radwaste programs to ensure that anl operations, mnaintenance, modifications, and engineering activities are conducted in a radiological saffe manner, protect plant systems and equipmevnt, arnd protect the environment.
Responsible for technical direction and project management activities in support of nudlear power plant sites to ensure that Radiological Control, Chemistry Control/Environmental Protection, and Radwaste activities meet industry and regulatory expectation and are conducted in a manner that protects the individuals and the Agency.
Directs and provides technical expertise for the operation of exposure records program and in radiation litigation mi~nimization program that meets or exceeds industry-expectations.
Directs the operations of the TVA Environmental Radiological Monitoring and Instrumentation (ERM&l) program that provides portable instrument repair and calibration, environmnental monitoring, source preparation and conducts special studies for WVAN.
Develops and directs the outside business efforts of the ERM&I organiRzation.
DIMENSIONS: (On page 2)
Distribution: Original - Human Resources Micorecords Unit, Knoxville Copy - Operations Organization (as needed)
Copy - Central Office of Union Having Jurisdiction Copy V/A 12A IHR 7-9 1] Page 1 of 3 960379.DOC AF000?'7a
N1 TION TITL.Ea Corp Radio~logical & Chemistry Control Mr PD NO.
960379 ZWilson C~. lMfcArtthiyr SSN EFFECTIVE DATE 6Li17/96III
-9W (Afde)
LasA*
DIMENSIONS:
Emnlovues Management/Professiona.VT'echnicaI 10 Annual Operating Budget approximately $4 million Clerical/Technlcal Support
=14 Other Examples.
Number of annual projects managed - 50.
Specialists handle projects of typical size -$50,000 - $2 million Administers radwaste and technician contracts for sites that total up to S7 million annually Responsible for the ERM&I facility and equipment with a value of $5 million Responsible for the nuclear power portable radiological control instrument inventory of 5.300 instruments with a value of $25S million PRINCIPAL ACCOUNTABJUTTE' Provide expert technical direction to TVAN, with a focus on the nuclear plant sites, for Radiological Control, Chemnistry ControV'Environmental Protection, and Radwaste. Functions include:
Technical Support Short-Term-Provide technical direction and troubleshooting to resolve technical problems that affect the operability of the Radiological Control. Chemistry Control, Radwaste, and Environmental Protection programs for TVAN.
Long-Terrr-.Provide technical direction and management for generic problems that affect TVA prodrarns in Radiological Control. Chemistry Control, Radwaste, and Environmental Research.
Programmatic Direction:
Provide technical expertise to develop and maintain standards for Radiological Control, Chemistry Control, Radwaste and Environmental Protection for TVAN.
BenchmarkiigStandardization:
-Responsible for working with other utilities and professional groups to ascertain the best industry practices and implementing iese practices at TVAN-ift the areas of Radiological Control, Chemistry Control. Environmental Protection, and Radwaste.
R esponsible for assuring consistency of practices (standardization) in Radiological Control. Chemistry Control, Environmental Protection, and Radwaste atTiVAN.
Site Technicallprogram Evaluations:
Direct and provide expert technical assessments of nuclear site operations and programs on Radiological Control, Chemistry.
Environmental Protection. and Radwaste.
Provide expert senior level technical Input to the President TVAN and the TVAN executives and managers in Radiological Control, Chemnistry Control, Environmental Protection, and Radwaste.
Provide management direction and be accountable for the operations of the Environmental Radiological Monitoring and Instrumentation (ERM&l) tacility including the non-TVAN business portion offthe operation. Responsibilities include:,
Direct the instrument services program for calibration, repair, and inventory of portable RadCon instrumentation (approximately 5,300 instruments).
Direct the iVAN-wide environmental radiological monitoring program.
Direct the radioanalyia ehIca support services required to support the sites (ii.e.. I0CFRS1. iron and strontium analyses).
Market and secure outside 'TVA business for the above listed services through a comprehensive business plan developed to assure that ERM&l can--cover costs.
Provide senior managemnent and the sites with expert technical direction in the handling, transportation, and disposal of low-level radioactive waste.
Provide expert technical direction to the Southeastern Compact Generators Group (SEGG) to ensure that TVAN has the necessary low-level radioactive waste disposal facilities now and in the future.
Serve as the principal point of contact for TVANs Work Agreements with the Resource Group. Accountable for assuring that the
--oduct is cost effective.
A 12A [HR 7-911 Page 2 of 3 i650379.DOC AF00O7'I1
RITON TITLE.
Co pRadiolo ica & Cbemsrn yControl MD NO 960379 W$11snn i'.
UeArt-h-r SSN EFPECTI)VEDATE...-
6/17196 PRINCIPAL ACCOUNTASILrITES (Conqtine)
Accountable for ensuring that the Radiological Control, Chemistry Control/Einvironmental Protection. and Radwaste programs are developed to meet the needs of WVA personnel and visitors and is consistent with a sound prograin for radiation litigation rmanagement.
Represent TVA as Senior Technical Expert in the radiological and chemistry control. environmental protection, and radwaste disciplines to regulatory agencies, outside organizations, and Itrigation matters.
Provide expert direction to implement Industry initiatives to Improve operations, outages and reduce costs.
Provide independent expert technical assessment of site performance and assist in improvement activities.
Manage and direct major projects in Radiological Control, Chemistry Control/Environinental Protection, and Radwaste.
Provide the technical and management direction to ensure that training activities for Radiological Control, Chemistry Control/Environmnental Protection, and Radwaste meet management and industry expectations.
Provide the direction and focal point for peer group and technical discipline meetings that affect TVAN.
Responsible for providing the WVAN technical expertise for the WVA wide Environmental Implementation Committee (EIC), the and the Corporate Management Reviewv Committee (MRC). Represent TVAN in fulilling the responsibilities of IGA-3 (Resource Group).
Provide expert technical direction to the Nuclear Energy Institute (NEI) and the Electric Power Research Institute (EPRI) in matters concerning low-level radioactive waste, chemistry. and radiological controls.
Develop a staff of personnel that are capable of replacing key positions at the sites, temporarily or permanently, in Radiological Control. Chemistry Control, Environmental Prctection, and Radwaste. Maintain contact with personnel outside of the agency that would fill key positions.
-MUM QUALIFICATIONS:
The manager must have a B.S. degree in Engineering or a Physical Science. An advanced degree in Engineering or Physical Science is preferred. The manager shall have at least 10 years of professional level experience which shall include at least 5 years of professional experience in radiological control or chemistry control activities with experience in 'the handling, transportation, and disposal of low-level radioactive waste and environmental protection at commercial nuclear power plants. The manager must be capable of servng as a replacement for a site Radiological and Chemistry Control manager.
Incumbent in this position is subject to rotational assignment.
/A 12Afl-R 7-9lj Page 3of 3 960379.DOC A F GO!Oa 5
I,-'
PD NO...
960378 POSITION DESCRIPTION
-u -=
Name Position Title Wilson C. Mckrthur Corporate Radiological &
Chemristry Services Manager Social Security Number
~
Pay Groupcor SchedulelGrade PG--SR Location Effective Date 6-30-97 S45*S4 Organization T'itles:
Group TVA Nuclear Operations Engineering & Technical Services Incumnbents Signature Supervisor's Signature HIRM/HRO's Signature Reports to (Twte)
Eninern
&11 Tecnial 1
nce Vi Ce Pcresien Division Department Section Corporate Radiological
& Chemistry Services FOR COMPENSAT7ON PLANNING AND ANVALYSIS USE ONLY CP&A REVIEWER POSmTON.EVALUATION:
EVALUATION DATE:
3111196 INITIALS:
eih 528 P4 (50) 264 E3P 304 1096 48-24-28
+1 i slot K-H Pts-P-S Slat P-S Pts Acct Slot Acat Pts Total Pts Profile Profile
-,-~pproved JabTitle:
Manager Schedule/Pay Grade:
PG-SR Organization Code:
___________Job Code:
2186
_Supervsory Code:
Y
_Function Code:
P42 POSmTON PURPOSE:
Provides technical direction for TVA~s Rladiotogical Control. Chemistry Control/Environmental Protection. and Radwaste programs to ensure that all operations, maintenance, modifications. and engineering activities are conducted in a radiological safe mnanner, protect plant systemsa~nd equipment. and protect the environment.
Responsible for technical direction and project management activities in support oil nuclear power plant sites to ensure that Radiological Control, Chemistry Control/Environmental Protection, and Radwaste activities meet industry and regulatory expectation and are conducted In a manner that protects the individuals and the Agency.
Directs and provides technical expertise for the operation of exposure records program and in radiation litigation minimization program that meets or exceeds Industry expectations.
Directs the operations at the TVA Environmental Radiological Monitoring and Instrumentation (ERM&l) program that provides portable instrument repairznd calibration, environmental monitoring, source preparation. and conducts special studies for TVAN.
Develops and directs the outside business efforts of the ERM&I organi~zation.
Directs the operation of the TVAN Emergency Preparedness program to assure that the program meets industry standards and regulat~ions.
DIMENSIONS: (On page 2)
Distribution: Original - Human Resources Microrecords Unit, Knoxvlle Copy - Operations Organization (as neededi)
Copy - Central Office of Union Having Jurisdiction Copy - Employee
'A 12 JHR 7-~i] Page I of 3
.,d0379.DOC AFQOO'716
MOwNTrTLE-Corp Radiological &Chemrtrsy Sevces mqr, PD NO.
- .-960379 SSN EFFECTIVE DATE DIMIENSIONS:
Management/Pmofesslonaltrechnical = 12 Annual Operating Budget approximately $6.5 mifliorsV Clerkalfrechrkcal Support
= 20 Other Exarmples:
Number of armual projects managed -S Specialists handle projlects of typical size - $50.00 - $2 million Administers radwaste and technician contracts for sites that total up to $7 million annually Responsible for the ERM&l facility and equipment With a value Of $5 million Responsible for the nuclear power portable radiological control instrument inventory of 5,300 Instruments wi'th a value of $2.5 million PRINCIPAL ACCOUNTABILITIES:
Provide expert technical direction to TVAN. with a focus on the nuclear plant sites. for Radiological Control. Chemistry Control)Environmenital Protection, and Radwaste. Functions include:
Technical Support:
Short-Term-Provide technical dhrection and troubleshooting to resolve technical problems that affect the operability of the Radiological Control, Chemistry Control, Radwaste, Environmental Protection. and Emnercency Preparedness programs for TVAN.
Long-Term--Provide technical diredtion and management for generic problems that affect WVA programs in Radliological Control, Chemistry Control, Radwaste, Environmental Protection, and Emergency Preparedness.
Programmatic Direction:
Provide technical expertise to develop and maintain standards for Radiological Control, Chemistry Control. Radwaste, Environmental Protection, and Emergency Preparedness for TVAN.
Benchmarkdng/Standardizztln:
Responsible for workding with other utilities and professional groups to ascertain the best Industry practices and implementing
_ _iese practices at TVW in the areas of Radiological Control, Chemistry Control, Environmental -Protection. Radwaste and
-Emergency Preparedness.
Responsible for assuring consistency of practices (standardization) in Radiological Control Chemistry Control, Environmental Protection, Radwaste and Emergency Preparedness atTVAN-Site Technicallprogram Evaluations:
Direct and provide expert technical assessments of nuclear site operations and programs on Radiological Control. Chemistry, Environmental Protection. Radwaste and Emergency Preparedness.
Provide expert senior level technical input to the Vice President. Engineering & Technical Services of WVAN and the WVAN executives and managers; in Radiological Control. Chemistry Control, Environmental Protection, Radwaste and-Emergency Preparedness.
Provide management direction and be accountable for the operations of the Environmental Radiological Monitoring and Instrumentation (ERM&Dl) acility including the non-WVAN business supporting the operation.. Responsibilities include:
Direct the rinstjmnent services program for calibration, repair, and inventory of portable RadCon instrumentation (approximately 5,300 Insttrurrents).
Direc the WVAN-wide environmental radiological monitoring program.
Direct the radioanalytiCal technical support services required to support the sites (i~e.. I OCFR61, iron and strontium analyses.
Market and secure WMtld TVA business for the above risted services through a comprehensive business plan developed to assu re that ERNM&I can cover cosits.
Provide management direction and be accountable for TVAN's Emergency Preparedness efforts by asuring that regulations and industry requirements are met Provide senior rnanagemnent. and the stites with expert technical direction in the handling, transportation, and disposal of low-level radioactive waste.
A 12A [HR 7-91] Page 2 of 3
-.O379.DOC A001
.9 AF0007-L`7
-1OSmON ITlLE:
Corp Radiological & Chemis Services M r PD NO.
960379 ME Wilson A McArthur SSN EFFECTIVE DATE-6-30-97 (ffr Awlde) ILZ PRINCIPAL ACCOUNTABILITIES (Conthinued:
Provide expert technical direction to the Southeastern Compact Generators Group (SEGG) to ensure tbat TVAN has the necessary low-level radioactive waste disposal facilities now and in the future.
Serve as the principal point of contact for TVANs Work Agreements with the Resource Group. Accountable for assuring that the product is cost effective.
Accountable for ensuring that the Radiological Control. Chemistry Control/Environmental Protection,Radwaste and Emergency Preparedness programs are developed to meet the needs of TVA personnel and visitors and is consistent with a sound program for radiation litigation management.
Represent TVA as Senior Technical Expert in the radiological and chemistry control, erMronmental protection, and radwaste disciplines to regulatory agencies, outside organizations, and litigation matters.
Provide expert direction to implement industry initiatives to improve operations, outages and reduce costs.
Provide independent expert technical assessment of site performance and assist in improvement activities.
Manage and direct rnajor projects in Radiological Control. Chemistry Control/Environmental Protection, Radwaste and Emergency Preparedness.
Provide the technical and management direction to ensure that training activities for Radiological Control, Chemistry Control/Environmental Protection, Radwaste and Emergency Preparedness meet management and industry expectations.
Provide the direction and focal point for peer group and technical discipline meetings that affect the TVAN.
Responsible for providing the TVAN technical expertise for the TVA wide Environmental Implementation Committee (EIC). the and the Corporate Management Review Committee (ARC). Represent TVAN in fulfilling the responsibilities of IGA-3 {Resource Group).
-ovide expert technicaLdizection to the Nuclear Energy Institute (NEI) and the Electric Power Research Institute (EPRI) in matters
- ncerning low-level radioactive waste. chemistry, and radiological controls.
Develop a staff of personnel that are capable of replacing key positions at the sites, temporarily or permanently, in Radiological Control, Chemistry Control, Environmental Protection. Radwaste and Emergency Preparedness. Maintain contact with personnel outside of the agency that would fill key positions.
MINIMUM QUALIFICATIONS:
The manager must have a B.S. degree in Engineering or a Physical Science. An advanced degree in Engineering or Physical Science is preferred. The manager shall have at least 10 years of professional level experience which shall include at least 5 years of professional experience in radiological control or chemistry control activities with experience in the handling, transportation, and disposal of low-level radioactive waste and environmental protection at commercial nuclear power plants. The manager must be capable of serving as a replacement for a site Radiological and Chemistry Control manager.
Incumbent in this position is subject to rotational assignment.
VA 12A [HR 7-91] Page 3 of 3 060379.DOC AEO~,
I-M7NTNUM OUAUTFTCATTO? REOUREMENTS (continued)
Employees must be detcrmined to be trustworthy and reliable and have the ability to obtain axidinai the requirements for uniscorred nuclear plant access. These reqtirenients include successful comiletion of a background investigation, psycho cal and physcal earminations, drug and alcohol testimg Plant Access ing, Fin ss-for-Duy traiing and Hatb Phyics taining, when appriate, and rtrai cludgpass the I
exaiuatons.
d ployees must adhere to all senurityand ofordutypgram requirements (to mclude not being under the influence of-any illegal substanc or mental or pysically inpazied trori any cause which in anyway coul adverselv affect their ability to safely and com y Perform theirduts). If required, the incumbent must also maintain facial hlir shaven sufficienly to permit contac: of respiratory protection dices and also be willing to adhere to pressnbed dress out procedures. Failing to meet any of the above requirements will result in denial of unescorted nuclear plaint access, removal from the plant and possible termination..
The incinbent is expcted to partcipate actively in TVA's qualty assurance prcgam (QA) by assung that al QA polices, procedures, and regulaons are complied within this position. Suggests changes thrugh appropriate channels for the QA program The incumbent for this poston must be cognizant of NRC requirements and is expected to perform asm s initiative and judgment t1at wIll prevent noncompliance. Must also be knowledgeable of individual actions required by this position during implementation of the radiological emergency plan.
The incumbent may be subject to periodic questioning from outside groups such as NRC, special inquiry groups, and even the general public.
Must be willing and medically able durig peak pods to work extensive overtime. Tiis overtime may be as much as 8 hours9.259259e-5 days <br />0.00222 hours <br />1.322751e-5 weeks <br />3.044e-6 months <br /> or more consecutively without an ex rcst peiod.
All TVAN employees arc expected to work to a hisih quality standard by doing the right thing right the first time. They are accountable for the quality results of their own work and take personal responsibility to ensure that quality problems tney encounter are identified and resolved promptly. TVAN employees are to person ally check or inspect the quality of work they or their subordinates perform or that they are required to approve or certvy.
MANAGEMENT EMPLOYEES Ensure the effective entaion ofsite radiological control program requirements within the staff through the ncorporation of ALARA prnciples into wvrk practices and instructions. riniing the srcadof contarnuation and generation of radioactive by staff activues, and observing work of and counseltg stafpersonnel to irprove radiological work practices.
TVA 12B CRD 9-90] Page AFC)OO f 41.
NRC FORM.5 EQUIVALENT PAGE 1 OF 1 OCCUPATIONAL EXPOSURE REPORT FOR A MONITORING PERIOD
- 1. NAME MLAST, FRST. MIDDLE INIAU
- 21.
COMMENTS:
- 1) ANNUAL INDIVIDUAL FORM5 AS REPORTED TO THE NRC
- MCARTHUR, WILSON C 9351 ROYAL MTN DR CHATTANOOGA, TN 37421-0000
- 2. IDENTIFICATION NUMBER
- 12. W TYPE MALE L DATE OF BRTH SSN RFEVA-LE
- 7.
£ N
3 UCENS5E EuMBefIS)
- 6. MONITOmGC PERIOD TENNESSE VALLEY AUTHORITY SEQUOYAH NUCLEAR PLANT DPR-77 79 1994 P.O. BOX 2000 m
RECORD so.
ROUTWE IX SODDY-DAISY, TN 37379 (615)843-6505 ESTIMATE P-E INTAKES DOSES (IN REM) 10A. RADIONUCUDE lSo. CLASS SoC. MODE SOD. INTA3m DEEP DOSE EXQIVALEXT It.
NR J.
NR NR (MDR ND EYE DOSE EQUrVALENT 12 TO THE LENS OF THE EYE
.**s*6 LAST ITTEM xs
___ILDEI ND SHAUOW DOSE EQWUVALEMT1 WHOLE BODY SHALLOW DOSE E~etZWAUI.
14.
MAX EXTREMITY avWe ND comMITTED EFFECTVE Is DOSE EQUIVALENT NR COMMfED DOSE E ALN L
AXIMALLY EXP0SE-ORGAN TOTAL EFFECTIVE DOSE EQUIVALENT 17.
IBLDM=
IIt IS) (TEDcO ND TOTAL. ORGAN DOSE EQUIVALENT IL
- cLOCES It + 1p (rODE)
NR
- 5. SIGNATURE Of DESIGEE DATE SIGNED REPORT OATEJT
%5'"/
I03/09/95 16:10O01
/I-v f
VA 40473 (05f93)
THtS REPORT 1S FURNISMD TO YOU UNDER THE PROV1bONS OF THE NtUCLEAR REGULATORY COMMUSSION REUJUATIONS t0CFRt9.
YOU SHOULD PRESERVE THIS REPORT FOR FURTHER REFERENCE
- AFO0,
-O
%./
-A
,J. -
PERFORMANCE REVIEW AND DEVELOPMENT PLAN Name WILSON C. McARTHUR Position Mananer. Radiological Control Review Period 10/1/34 to 9/30/95 Date of Annual Performance geview I Social Security Number _
Organiatlon Radioloc -lcal Control I
i I
PERFORMANCE RATINGS DEFINITIONS Exceeds Expectations Meets Expectations Meets Some Expectations Unacceptable Individual far exceeds expectations for this objective or expectation. Frequently makes significant contributions well beyond job responsibilities.
Individual consistently mets expectations for this objective or expectation. Employee knows and performs the Job well.
May occasionally exceed expectations In sone areas.
Fully competent and valuable employee.
Individual partially meets expectations for this objective or expectation.
Improvement in this area is necessar for the employee to fully meet expectations.
Performance does not Indicate successtul completion of all assigned responsibilities.
Individual consistently below expectations and performance is unacceptable for this objective or expectation.
May require more supervision than expected.
Improvement required to meet expectations.
OUARTERLY REVIEW DISCUSSIONS
.Ist ~
Date Dj cussed 2nd Manager
£ooe Initials Date Discussed 3rd--
Hanaaer -rE421ey--
Iniatisi~
- Date Uiscussed 4th
~.
47* Initls-US69 r
1 T
.. ;1 "n
0C) 0
.N A
TVA 4535 (GO 1-93) t2-933 1
..... 1108G J 7 / >.
PERFO. !
E OBJECTIVES PERFORMANCE OBJECTIVES PERFORMANCE
SUMMARY
EXPECTATIONS Establish specific results or goals that this Review performance against each objective.
W 4
3 2 -1 employee Is expected to achieve during this Discuss results achieved, areas of success, E
U rating period.
(Additional pages may be used and improvements needed. Cite examples I
N as necessary).
where appropriate below.
Then mark (X) in the G X H A column on the ri ght which best descr bes the H
E C T
employee's perf rmance.
T E C T
E E
OT x
SrP A
C M T
E E SA 0 T M L
- 1. The incumbent will meet the expectations of the 10%
x 30 Operations Services (Radcon) Business Plan, Corporate Radcon Expectations and Goals as determined by the Corporate Radcon Task List.
Attention to safety standards and good house-keeping practices will be maintained. Meet management expectations as described by the General Manager, Operations Services.
- 2. Maintain focus on the top priorities listed for 10%
x 40 TVAN and the Top Priorities listed for Operations Services and Corporate Radcon.
- 3. Meet budget requirements for FY95 and continually 10%
x 30 look for effective ways to reduce costs.
- 4. Support the IVAN standardization effort by IOX x
30 providing review of standardization documents and involvement in process reviews as required.
- 5. Visit the sites on a routine basis and exhibit a high level of support for the activities at the si es.
- 6. Maintain emphasis on the principal responsibi-10%
x 40 lities of Operations Services:
Programmatic activities 1
Long-standing problems
- Industry Initiatives
- Standardization/benchmarking IVA 4535 (GG 1-93) I2-93] 2 1108G Performance Objectives n,70 Percent of Total Weight - - - -
bo t T
"I 0
0
I I PERFORhmNCE OBJECTIVES PERFORMANCE OBJECTIVES PERFORMANCE
SUMMARY
EXPECTATIONS Establish specific results or goals that this Review performance against each objective, W
4 3 2 -
employee is expected to achieve during this Discuss results achieved, areas of success, E
U rating period, (Additional pages may be used and improvements needed.
Cite examples I
N as necessary).
where appropria e below. Then mark (X) In the G X H A column on the right which best describes the H
E C T employee's perfmrmance.
T E C T0 E
T E T
% X S P A
II E
EOB
- 7. Maintain a high level of productivity and 5%
x 20 effectiveness In all areas of Radcon. Works aggressively to Instill a competitive spirit and to recognize that we must continuously evaluate our resources to be the best we can be.
- 0. Support professionally the functions of the W'N 5X x
20 Bnd UFN NSRU sub-committee responsibilities.
- 9. Resolve the Interface problems with the Resource 5%
x 20 Group.
- 10. Pursue a high level of technical capability by 5%
x 15 personal development and attendance at.
appropriate conferences/meetings.
1 I
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TVA 4535 (GU I-93) IZ-9JJ J ruriumaime up.rjetoty" tu rui
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PERFORMANCE BEIIAVIORS BEHAVIORS PERFORMANCE
SUMMARY
EXPECTAT IONS These behaviors come directly from TVA's workforce Review performance against each behavior.
3 2 -1 mission.
Employee and supervisor jointly decide Discuss results achieved, areas of success, U
which of these behaviors specifically apply for and Improvements needed. Cite examples U
N the review period. Choose up to six behaviors, where appropriate below.
Then mark X) in the E X H A with no behavior receivingla weight of less than 5.
column on the right which best descr bes the I
E C IT employee's performance.
T E C 0
Ii E
I E
T T
X S P A 1 C H T
L E E S A l
E E 0 B
D T H E
- 1. High Performance 5X x
20 Sets clear oals for self and others; includes the needs ofcustomers In settIng these goals shows persistence and dependability in accompiish-Ing goalsi looks for ways to make projects successful rather than finding reasons for failure; takes personal responsibility for ensuring results are achieved.
- 2. Teamwork 5%
x 20 Shows a team orientation by placing team goals over individual goals; effectively communIcates information needed for task completion; contri-butes actively to group projects and meetings:
develops positive and productive relationships with other team members; works to turn conflict Into "win-win" situatiohs; looks for shared goals with other workgroups.
- 3. Continuous Improvement 5
x 15 Determines customer expectations; Identifies strengths and weaknesses in present work methods; uses Quality problem-solving tools and techniques 1
to develop new and more effective methods; creates a non-blaming atmosphere while exploring post mistakes and future methods changes; evaluates continuous improvement for self, suppliers, and customers by: determining performance benchmarks, setting explicit, measurable goals, and measuring progress toward goals.
T "II C)
.,IC)
IVA -IDJ3 kU I-10JJ 14-!IJJ -
lot 1
PERFORMANCE BEHAVIORS BEIIAV IORS PERFORMANCE
SUMMARY
These behaviors come directly from TVA's workforce Review performance against each behavior.
mission Employee and supervisor jointly decide Discuss results achieved, areas of success, which of these behaviors specifically a pply for and improvements needed.
Cite examples W
the review period.
Choose up to six behaviors, where appropria e below.
Then mark (X) in the E
with no behavior receiving&a weight of less than S.
column on the right which best descr bes the I
employee's perfermance.
G T
'0 T
A L
- 4. Coaching and Developing Sets clear performance expectations with each employee; provides ongoing feedback; works with employees to prepare individual development plans; provides support and resources for implementation of development plans evaluates performance based on established expectations.
5%
x
- 5. Leadership Consistently communicates a clear direction for the work roup; gains commitment and participation by modeling actions necessary to accomplish the direction; implements an organizational or cul-tural change that gives action to organizational vision; recognizes and rewards others for their contr ibut ions.
- 6. Planning and Organizing Sets goals and develops strategies for meeting ona it It.
5%
X
-15 20 is x
- Performance Behaviors 30 Percent of Total Weight Total SO OVERALL PERJORMANCE I
FORMULA RATING Objectives Rating Total u 245 MEETS EXCEEDS MEETS SOME UNACCEPTABLE Behaviors Rating Total 10 Overall Rating Total a 350 Divided by 100 v 350_
173 3!5 2.1 2;.
Blod Below T
0 Cl IVII q0ja kuu I-vil tz-y4j :)
Overall Excellent background In both education and experience.
Knows TVA Systems and orocesses well, -le Is well connected In the Strengths:
industry and draws on other overatina experience to Improve WVAN Radcon Performance.
Overall Continue to follow new methods & techniques within the Industrv relative to Radcon. Exoand his Inout to areas outside the Radcon Dev. Needs:
arena. I believe he can take on more responsibilltv in the chemistry and environmental area as well as traininq and other technical expertise.
I CAREER OBJECTIVES (O - 3 vears}
Employee's stated Career Objectiv s:
(Priority order)
(1) Radcon Chemistry Manager (3)
(2) Onerations'Support General Manager (4)
INDIVIDU.AL DEVELOPM~ENT PLAN________________________________________
AREAS FOR DEVELOPMENT ACTION T9UT List specific knowledges, skills, and behaviors to be List steps which can and will be taken to DATE FOR developed.
Indicate areas of current performance address these development needs.
COMPLETION COMPLETION which need to be developed with an asterisk
- 1.
.J2-18 I,.
(XI
- 1. Continue to develop technical capabilities.
- 1) Attend PEP courses at the Annual Health July 1995 Physics Society Meeting
- 2) Take a technical course In radwaste September 1995
- 2.
Increase ability to make timely decisions Take a management skills course in managing September 1995 regarding employees, employees
- 3. Negotiations Take a course in the art of negotiations September 1995 TVA 4535 (GG 1-93) [2-93] 6 I
T O'V a
OVERALL
SUMMARY
Of PERFORMANCE:
Performance has been excellent throunhout FY 95. Wilson has dealt with many chanoino Priorities and handled these well in utilization of resources both in manoower and dollars. He has contributed slanificantlv to the standardization effort and begn heavily Involved in resollino Problems. Examples are REX errors. consolidation of 1TD facilities. interface with resource oroup and SCAR resolution. He had dewonstrated aood leadership. sets an excellent examole. and always looks for a guality product.
I i
I.
EMPLOYEE ACKNOElEDGEMENT:
(my silnature means that I have been advised of my performance)
Employee's Comments:
EMPLOYEE SIGNATURE:
12 /
r..
C DATE:
' /
APPROVALS:
/
SUPERVISOR SIGNATURE:
DATE:
ER&6 REVIEW:
DATE:
NEXT LEVEL SUPERVISOR REVIEW AND ENDORSEMENT:
DATE:
C:
"I TVA 4535 (GG 1-93) (2-93] 7
6 e o R P O R A T E T r A I IO STEM YE S
- E H I
El t0l QUARTERLY REPORT OF INDIVIDUAL TRAINUtN FROM 04/o1/1995 tO 06/30/1995 220415 X.
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Personal History Record of Wilson C. McArthur -
Exhibit A to Declaration of Alice L. Greene aI, I
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