ML17290A835
| ML17290A835 | |
| Person / Time | |
|---|---|
| Site: | Columbia  |
| Issue date: | 08/20/1993 |
| From: | Corporandy D NRC OFFICE OF INSPECTION & ENFORCEMENT (IE REGION V) |
| To: | |
| References | |
| NUDOCS 9312230071 | |
| Download: ML17290A835 (10) | |
Text
FO1<D 2 REGULA INFORMATION DISTRIBUTIO STEM
( R IDS )
ACCESSION NBR: 9312230071 DOC. DATE: 93/08/20 NOTARIZED:
NQ DOCKET ¹ FAG IL: 50-397 WPPSS Nuclear Pro Jecti Unit 2i Washington Public Pace 05000397 AUTH. NAME
'UTHOR AFFILIATION CORPORANDY D.
Region 5 (Post 82020i)
RECIP. NAME RECIPIENT AFFILIATION
SUBJECT:
Employee concerns programs insp questionmaire.
DISTRIBUTION CODE:
DFOiD COPIES RECEIVED: LTR ENCL SIZE:
TITLE: Direct Floe Distribution:
50 Docket (PDR Avail)
NOTES:
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LTTR ENCL 4
ip
S
Attachment A
EMPLOYEE CONCERNS PROGRAMS PLANT NAME:
WP-2 DOCKET 8:
50-397 LICENSEE:
Washin ton Public Power Su l
S stem NOTE:
Please circle yes or no if applicable and add comments in the space provided.
A.
PROGRAM:
1.
.Does the licensee have an employee concerns program?
Yes The program is called "Direct-Line" 2.
Has NRC inspected tha program?
Report g
The resident inspectors have been generally aware of the program.
- However, no specific inspection has been documented since the program was initiated in 1990 (a different form of employee concerns program existed prior to that time).
B.
SCOPE: (Circle all that apply) 1.
Is it for:
a.
Technical?
Yes b.
Administrative?
Yes Ce Personnel issues?
No U
According to the licensee, personnel issues are supposed to be handled through their appeal process.
However, the inspector noted that a number of issues raised through the licensee's "Direct-Line" concerned personnel issues (e.g.,
complaints of cigarette smoking).
2.
Does it cover safety as well as non-safety issues?
3.
Is it designed for:
a.
Nuclear safety?
Yes Yes 29'90 5 x b.
Personal safety?
Yes c.
Personnel issues including union grievances?
4.
Does the program apply to all licensee employees?
No Yes'.
Contractors?
931223007i'930820 PDR ADOCK 05000397 I
PDR Issue Date:
07/ZB/Ja
Yes A-1 6<
2500/028 Attachment
) il I
P ty C
WASHINGTON PUBLIC POWER SUPPLY SYSTEH EHPLOYEE CONCERNS PROGRAH 6.
Does the licensee require its contractors and their subs to have a
similar program?
No As noted in Item B.5, the regular program covers contractor employees.
A mandatory part of standard licensee contracts reminds contractors and their subcontractors invo')ved in providing services or components for a nuclear plant of their obligations under 10 CFR 50.7 and Section 211 of the Energy Reorganization Act of 1974.
7.
Does the licensee conduct an exit interview upon terminating employees asking if they have any safety concerns?
Yes C.
INDEPENDENCE:
Currently the exit interview is offered as an option to the licensee's employees when they leave the company.
A draft of proposed changes to the licensee's employee concerns program calls for the exit interview to be mandatory for exiting Supply System employees and optional to exiting contract employees.
1.
What is the title of the person in charge?
The Direct-Line Program is administered personally by the Assistant Managing Director for Operations (AHDO), the utility's senior nuclear officer.
2.
Who do they report to?
Managing Director (the utility's chief executive officer}
3.
Are they independent of line management?
Not entirely.
Plant management reports to the AMDO.
Engineering and gA report directly to the Managing Director.
4.
Does the ECP use third party consultants?
Third party consultants are used when deemed necessary by the AHDO.
5.
How is a concern about a manager or vice president followed up?
Concerns about a manager can be taken to the AHDQ.
Concerns about the AHDO can be taken directly to the Managing Director.
Issue Date:
07/29/93 A-2 2500/028 Attachment
D.
RESOURCES:
WASHINGTON PUBLIC POWER SUPPLY SYSTEM EMPLOYEE CONCERNS PROGRAM 1.
What is the size of staff devoted to this program?
No one is solely devoted to this program.
Resources are dedicated as necessary.
2.
What are ECP staff qualifications (technical training, interviewing training, investigator training, other)?
There are no specific qualifications.
Typically, the AHDO would assign followup on a concern to a seasoned employee in most cases a manager who could be expected to be independent, able to maintain confidences, and knowledgeable in the area of concern.
Some of the licensee's managers and super visors have attended training sessions on how to deal with employee concerns.
The licensee's legal counsel has given some training to Supply System managers and supervisors on how to handle employee concerns.
E.
REFERRALS:
1.
Who has followup on concerns (ECP staff, line management, other)?
The AMDO is ultimately responsible for followup on concerns.
As mentioned in D.2, the AMDO may assign individual concerns to another person for investigation.
F.
CONfIDENTIALITY:
l.
Are the reports confidential?
Yes 2.
Who is the identity of the alleger made known to (senior management, ECP staff, line management, other)?
Other The identity of the alleger is divulged only to those with a need to know.
3.
Can employees be:
a.
Anonymous?
Yes b.
Report by phone?
Yes The phone number is posted and is included on the back cover of the licensee's phone book (copy included as Attachment B).
Issue Date:
07/29/93 A-3 2500/028 Attachment
WASHINGTON PUBLIC POMER SUPPLY SYSTEM EMPLOYEE CONCERNS PROGRAN G.
FEEDBACK:
1.
Is feedback given to the alleger upon completion of the followup?
Yes Feedback can be either written or verbal if the identity of the alleger is known. If the identity of the alleger is unknown, actions taken in response to the alleger 's concern may be posted or published (e.g., in a Supply System newsletter).
2.
Does program reward good ideas7 No A different. licensee program rewards good ideas.
3.
Who, or at what level, makes the final decision of resolution7 Assistant Managing Director for Operations 4.
Are the resolutions of anonymous concerns disseminated7 The resolutions may be disseminated.
See answer to G.l.
n'.
Are resolutions of valid concerns publicized (newsletter, bulletin board, all hands meeting, other)?
They may be, but in a manner which maintains the alleger's confidentially, as appropriate (see answer to G. I).
H.
EFFECTIVENESS:
I.
How does the licensee measure the effectiveness of the program?
No formal measurement.
2.
Are concerns:
.a.
Trended?
No Not formally, however, they may be tracked informally if a particular area were shown to have a lot of concerns, there might be some additional focus in that area.
b.
Used?
Yes 3.
In the last three years how many concerns were raisedi 16 Closed'?
16 What percentage were substantiated?
0 The inspector reviewed each of the 16 concerns with the AMDO and determined that only one concerned safety.
The inspector noted that the safety concern was investigated, and it was documented that no evidence was found to substantiate the safety concern.
Issue Date:
07/29/93 2500/028 Attachment
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WASHINGTON PUBLIC POWER SUPPLY SYSTEM EMPLOYEE CONCERNS PROGRAM 4.
How are followup techniques used to measure effectiveness (random survey, interviews, other)?
No specific techniques to measure effectiveness.
- However, each concern is entered onto a special form which requires completion of the "closeout" section before closing the concern.
5.
How frequently are internal audits of the ECP conducted and by whom?
No specific frequency.
An audit was performed by the licensee's QA department in 1992.
I.
ADMINISTRATION/TRAINING:
l.
Is ECP prescribed by a procedure?
No However, the ECP is described in the licensee's General Information Handbook (No.
GIH 9.5. 1, Rev. 0, dated 6/3/92).
2.
How are employees, as well as contractors, made aware of this program (training, newsletter, bulletin board, other)?
Contractors who perform work onsite and employees are made aware of the ECP through training (e.g.,
general employee training), bulletin
- boards, and through a notice on the back of every Supply System phone book.
ADDITIONAL COMMENTS:
(Including characteristics which make the program especially effective or ineffective.)
l.
According to the licensee, the Supply System tries hard to convey to its employees an "open door" policy for employee communication with all levels of management.
2.
In most cases, licensee employees with knowledge of a plant problem would identify the problem by initiating a "Problem Evaluation Request" (PER).
This process would erisure that the problem is communicated to Plant Management for action.
The PER process is prescribed by licensee administrative procedure 1.3. 12.
Approximately 1500 PERs per year are generated at WNP-2.
The person completing this form please provide the following information to the Regional Office Allegations Coordinator and fax it to Richard Rosano at 301-504-3431.
NAME:
TITLE:
PHONE f:
David Cor orand /Pro'ect ins actor/510-975-0319 DATE CDNPLETED:
~8 20 93 Fi 1 e Locati on:
G: NPS1KW2KECP-TI.DEC Issue Date:
07/29/93 A-5 2500/028 Attachment
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