ML18032A297
| ML18032A297 | |
| Person / Time | |
|---|---|
| Site: | Browns Ferry  |
| Issue date: | 05/15/1987 |
| From: | Brown W, Ensworth F, Long J TENNESSEE VALLEY AUTHORITY |
| To: | |
| Shared Package | |
| ML18032A274 | List: |
| References | |
| 71900, 71900-R05, 71900-R5, NUDOCS 8706040300 | |
| Download: ML18032A297 (79) | |
Text
'p TVA EMPLOYEE CONCERNS SPECIAL PROGRAM REPORT NUMBERS 71900 REPORT TYPE:
Management and Personnel Subcategory TITLE:
Pay REVISION NUMBER:
S PAGE l OF 22 REASON FOR REVISION:
IncorPoration of final TAS review comments.
PREPARATION S
NATURE DATE PEER:
REVIEWS SXGNATURE DATE TAS'XGNATURE ATE CONCURRENCES SXGNATURE DATE CEG-H:
SRP:
SIGNATUR APPROVED B
ECSP MANAGER SS AT MANAGER OF NUCLEAR POWER CONCURRENCE (FINAL REPORT ONLY)
DATE SRP Secretary's signature denotes SRP concurrences are in files.
8706040300 EU'0522 PDR ADOCK 05000259 P
t v
TVA EMPLOYEE CONCERNS SPECIAL PROGRAM REPORT NUMBER:
71900 FRONT MATTER REV:
2 PAGE i OF viii Preface This subcategory report is one of a series of reports prepared for the Employee Concerns Special Program (ECSP) of the Tennessee Valley Authority (TVA).
The ECSP and the organization which carried out the program, the Employee Concerns Task Group (ECTG), were established by TVA's Manager of Nuclear Power to evaluate and report on those Office of Nuclear Power (ONP) employee concerns filed before February 1, 1986.
Concerns filed after that date are handled by the ongoing ONP Employee Concerns Program (ECP).
The ECSP addressed over 5800 employee concerns.
Each of the concerns was a
formal, written description of a circumstance or circumstances that an employee thought was unsafe, unjust, inefficient, or inappropriate.
The mission of the Employee Concerns Special Program was to thoroughly investigate all issues presented in the concerns and to report the results of those investigations in a form accessible to ONP employees, the
- NRC, and the general public.
The results of these investigations are communicated by four levels of ECSP reports:
- element, subcategory,
- category, and final.
Element reports, the lowest reporting level, will be published only for those concerns directly affecting the restart of Sequoyah Nuclear Plant's reactor unit 2.
An element consists of one or more closely related issues.
An issue is a potential problem identified by ECTG during the evaluation process as having been raised in one or more concerns.
For efficient handling, what appeared to be similar concerns were grouped into elements early in the program, but issue definitions emerged from the evaluation process itself.
Consequently, some elements did include only one issue, but often the ECTG evaluation found more than one issue per element.
Subcategory reports summarize the evaluation of a number of elements.
- However, the subcategory report does more than collect element level evaluations.
The subcategory level overview of element findings leads to an integration of information that cannot take place at the element levels This integration of information reveals the extent to which problems overlap more than one element and will therefore require corrective action for underlying causes not fully apparent at the element level.
To make the subcategory reports easier to understand, three items have been placed at the front of each report:
a preface, a glossary of the terminology unique to ECSP reports, and a list of acronyms (terms formed from the first letters of a series of words),
Additionally, at the end of each subcategory report the reader will find at least two attachments.
The first is a Subcategory Summary Table that includes the following information:
the concern
- number, a brief statement of the concern, and a designation of nuclear safety-related
- concerns, The second attachment is a listing of the concerns included in each issue evaluated in the subcategory.
r
TVA EMPLOYEE CONCERNS SPECIAL PROGRAM REPORT NUMBER:
71900 FRONT HATTER REV:
2 PAGE ii OF viii The subcategories are themselves summarized in a series of eight category reports.
Each category report reviews the major findings and collective significance of the subcategory reports in one of the following areas:
management and personnel relations industrial safety construction material control operations quality assurance/quality control welding engineering A separate report on employee concerns dealing with specific contentions of intimidation, harassment, and wrongdoing will be released by the TVA Office of the Inspector General.
Just as the subcategory reports integrate the information collected at the element level, the category reports integrate the information assembled in all the subcategory reports within the category, addressing particularly the underlying causes of those problems that run across more than one subcategory.
A final report will integrate and assess the information collected by all of the lower level reports prepared for the
- ECSP, including the Inspector General's report.
For more detail on the methods by which ECTG employee concerns were evaluated and reported, consult the Tennessee Valley Authority Employee Concerns Task Group Program Hanual.
The Manual spells out the program's objectives,
- scope, organization, and responsibilities.
It also specifies the procedures that were followed in the investigation, reporting, and closeout of the issues raised by employee concerns.
0
TVA EMPLOYEE CONCERNS SPECIAL PROGRAM REPORT NUMBER:
71900 FRONT HATTER REV:
2 PAGE iii OF viii ECSP GLOSSARY OF REPORT TERMS~
classification of evaluated issues the evaluation of an issue leads to one of the following determinations:
Class A:
Issue cannot be verified as factual Class B:
Issue is factually accurate, but what is described is not a
problem (i.e., not a condition requiring corrective action)
Class C:
Issue is factual and identifies a problem, but corrective action for the problem was initiated before the evaluation of the issue was undertaken Class D:
Issue is factual and presents a problem for which corrective action has
- been, or is being, taken as a result of an evaluation Class E:
A problem, requiring corrective action, which was not identified by an employee
- concern, but was revealed during the ECTG evaluation of an issue raised by an employee concern.
t collective si nificance an analysis which determines the importance and consequences of the findings in a particular ECSP report by putting those findings in the proper perspective.
concern (see "employee concern")
corrective action steps taken to fix specific deficiencies or discrepancies revealed by a negative finding and, when necessary, to correct causes in order to prevent recurrence.
criterion lural:
criteria) a basis for defining a performance,
- behavior, or quality which ONP imposes on itself (see also "requirement").
element or element re ort an optional level of ECSP report, below the subcategory level, that deals with one or more issues.
em lo ee concern a formal, written description of a circumstance or circumstances that an employee thinks unsafe, unjust, inefficient or inappropriate; usually documented on a K-form or a form equivalent to the K-form,
TVA EMPLOYEE CONCERNS SPECIAL PROGRAM REPORT NUMBER:
71900 FRONT MATTER REV:
2 PAGE iv OF viii grouping of employee concerns.
~findin s includes both statements of fact and the judgments made about those facts during the evaluation process; negative findings require corrective
- action, issue a potential problem, as interpreted by the ECTG during the evaluation
- process, raised in one or more concerns.
K-form (see "employee concern")
evaluation judgment or decision may be based.
root cause the underlying reason for a problem.
gfTerms essential to the program but which requixe detailed definition have been defined in the ECTG Procedure Manual (e.ges
- generic, specific, nuclear safety-related, unreviewed safety-significant question).
~ ~
TVA EMPLOYEE CONCERNS SPECIAL PROGRAM REPORT NUMBER:
71900 FRONT HATTER REV:
2 PAGE v OF viii Acronyms AI AISC ALARA ANS ANSI Administrative Instruction American Institute of Steel Construction As Low As Reasonably Achievable American Nuclear Society American National Standards Institute ASME ASTM AMS BFN BLN CAQ CAR CATD CCTS CEG-H CI CMTR COC DCR DNC American Society of Mechanical Engineers American Society for Testing and Haterials American Melding Society Browns Ferry Nuclear Plant Bellefonte Nuclear Plant
. Condition Adverse to Quality Corrective Action Report Corrective Action Tracking Document Corporate Commitment Tracking System Category Evaluation Group Head Code of Federal Regulations Concerned Individual Certified Haterial Test Report Certificate of Conformance/Compliance Design Change Request Division of Nuclear Construction (see also NU CON)
4
TVA EMPLOYEE CONCERNS SPECIAL PROGRAM REPORT NUMBER:
71900 FRONT HATTER REV:
2 PAGE vi OF viii DNE DNQA DNT DOE DPO DR ECN ECP ECP-SR ECSP ECTG EEOC EQ EHRT EN DES ERT FCR FSAR FY GET HCI HVAC INPO IRN Division of Nuclear Engineering Division of Nuclear Quality Assurance Division of Nuclear Training Department of Energy Division Personnel Officer Discrepancy Report or Deviation Report Engineering Change Notice Employee Concerns Program Employee Concerns Program-Site Representative Employee Concerns Special Program Employee Concerns Task Group Equal Employment Opportunity Commission Environmental Qualification Emergency Hedical Response Team Engineering Design Employee
Response
Team or Emergency
Response
Team Field Change Request Final Safety Analysis Report
,Fiscal Year General Employee Training Hazard Control Instruction Heating, Ventilating, Air Conditioning Installation Instruction Institute of Nuclear Power Operations Inspection Rejection Notice
TVA EMPLOYEE CONCERNS SPECIAL PROGRAM REPORT NUMBER:
71900 FRONT HATTER REV:
2 PAGE vii OF viii L/R HRAI HI HSPB NCR NDE NPP NPS NQAM NRC NSB Labor Relations Staff Hodifications and Additions Instruction Maintenance Instruction Merit Systems Protection Board Magnetic Particle Testing Nonconforming Condition Report Nondestructive Examination Nuclear Performance Plan Non-plant Specific or Nuclear Procedures System Nuclear Quality Assurance Hanual Nuclear Regulatory Commission Nuclear Services Branch NSRS NU CON Nuclear Safety Review Staff Division of Nuclear Construction (obsolete abbreviation, see DNC)
NUMARC Nuclear UtilityManagement and Resources Committee OSHA ONP OMCP PHR PT QAP QC QCI Occupational Safety and Health Administration (or Act)
.Office of Nuclear Power Office of Morkers Compensation Program Personal History Record Liquid Penetrant Testing Quality Assurance Quality Assurance Procedures Quality Control Quality Control Instruction
J
TVA EHPLOYEE CONCERNS SPECIAL PROGRAH REPORT NUMBER:
71900 FRONT HATTER REV:
2 PAGE viii OF viii QCP QTC RIF RT SQN SI SOP SRP SMEC TAS TSL TVA TVTLC UT Quality Control Procedure Quality Technology Company Reduction in Force Radiographic Testing Sequoyah Nuclear Plant Surveillance Instruction Standard Operating Procedure Senior Review Panel Stone and Webster Engineering Corporation Technical Assistance Staff Trades and Labor Tennessee Valley Authority Tennessee Valley Trades and Labor Council Ultrasonic Testing Visual Testing MBECSP Matts Bar Employee Concern Special Program MBN
'MR Watts Bar Nuclear Plant Work Request or Work Rules Morkplans
0
TVA EMPLOYEE CONCERNS SPECIAL PROGRAM REPORT NUMBER:
71900 REVISION NUMBER:
5 PAGE 2
OF 22 1.0 CHARACTERIZATION OF ISSUES 1.1 Introduction This subcategory report addresses ten issues raised by 66 employee concerns about pay.
Host of the concerns were generated at Watts Bar Nuclear Plant (WBN) but the issues raised have generic applicabilty.
1.2 Descri tion of Issues The issues have been grouped into four elements:
Salary Policy Merit Pay Plan TVA Salary Comparability Management Pay Plan""
Pay and Distribution Policies 1.2.1 Salary Policy Merit Plan Issue 71901 - Favoritism in Merit Pa Awards This issue is based on the arguments that the same employees receive the merit awards each year, and the awards are not going to the most deserving.
Issue 71902 Merit Plan Fundin The issue is whether a fixed budget can allow an effective merit pay plan and whether the plan is adequately funded.
Issue 71903 - Merit Award Criteria Are Unclear The concerned individual (CI) claimed that inadequate,
- unjust, and inconsistent criteria are utilized in the merit pay program and there are no written guidelines available to employees.
Issue 71904 Merit Awards Are Not Grievable The CI expressed disagreement with the policy that management decisions on meritorious performance are not subject to challenge through the grievance adjustment procedure.
TVA EMPLOYEE CONCERNS SPECIAL PROGRAM REPORT NUMBER:
71900 REVISION NUMBER:
5 PAGE 3
OF 22 1.2.2 TVA Salary Comparability Issue 71905 TVA Salaries Are Not Com arable To Outside Salaries The CIs contend that TVA employees'alaries are not comparable to salaries paid employees with similar responsibilities outside of TVA.
1.2.3 Management Pay Plan Issue 71906 Mana ement Salaries and Bonuses Un'ustified The CIs contend that managers receive undeserved bonuses or raises for either completing tasks on time or reducing corrective action documents and question whether TVA managers deserve any pay increases at all.
1.2.4 Pay and Distribution Policies Issue 71907 - Difficult Gettin Check Earl The CIs contend they should be allowed to get their checks early for such reasons as taking vacations on Friday, family emergencies, or illness.
Issue 71908 Pa roll Information is Im ro erl Released The CI contends that unauthorized personnel can call the payroll department and get information regarding payroll amounts.
Issue 71909 Final Com ensation Should Be Paid On Last W~ar kda The CIs contend that TVA should have checks, with all due amounts included, ready for laid off employees on their last day of work.
1.2.5 Miscellaneous Concerns Issue 71910 Concerns With Insufficient Information to Evaluate The concerns listed below contained insufficent information to permit investigation or evaluation;
TVA EMPLOYEE CONCERNS SPECIAL PROGRAM REPORT NUMBER:
71900 REVISION NUMBER:
5 PAGE 4
OF 22 EX-85-017-001 EX-85-079-001 EX-85-080-002 EX-85-193-002 IN-85-531-001 IN-85-785-007 IN-85-972-001 IN-86-051-001 IN-86-267-005 SQM-86-004-015 SQM-86-007-001 WBP-85-005-005 WBP-86-013-001 WBP-86-013-006 XX-85-076-001 XX-85-076-002 To locate the issue in which a particular concern is evaluated, consult the following attachments:
Attachment A, Subcategory Summary Table Attachment B, List of Concerns by Element/Issue.
All Management and Personnel Category concerns having a technical component (including all concerns designated Nuclear Safety-related) are shared with the appropriate technical category for investigation and resolution of that technical component.
Report(s) sharing a concern with this report are identified in the entry for that concern on Attachment A.
t 2.0
SUMMARY
2.1, Summar of Issues The issues in this subcategory relate to fairness of the Salary Policy Merit Pay Plan, comparability of TVA employees'alaries with those of other employees outside of TVA with similar responsibilities, fairness of pay procedures and pay check distribution, and fairness of management bonuses or raises for top managers.
TVA EMPLOYEE CONCERNS SPECIAL PROGRAM REPORT NUMBER:
71900 REVISION NUMBER:
5 PAGE 5
OF 22 2.2 Summar of Evaluation Process The evaluator has reviewed all the information available on the concerns in this subcategory.
The information pertinent to the evaluation of the issues has been considered and incorporated in this report.
A systematic evaluation process was followed beginning with the review of each individual concern (K-form) and of reference documents to identify the requirements and criteria that govern the issues.
Interviews were conducted, files reviewed, and a survey of merit awards was reviewed.
The issues were evaluated against the identified requirements and criteria.
A collective significance analysis was done on the findings.
Causes were arrived at for negative findings.
Corrective actions for negative findings were initiated or determined to have been previously initiated.
2.3 Summar of Findin s
TVA's Salary Policy Merit Pay Plan has an established
- budget, a
standard practice for the'industrial community to which TVA belongs.
The administration of the merit pay plan needs to be improved.
Merit Awards are not being properly documented and service reviews lacked performance ratings and comments clearly supporting meritorious performance pay awards.
Watts Bar Nuclear Site (Operations) and Browns Ferry Nuclear Plant (Operations) do not have an informal complaint process for their Salary Policy Merit Pay Plan, as required by the TVA Instruction on Pay - Salary Policy Represented Employees.
Methods used in TVA's salary survey process are consistent with industry practices; the amount of data gathered by TVA is much more extensive than that gathered in similar surveys examined for comparison as a part of this evaluation.
TVA's salary survey process does adequately measure the market for the jobs it surveys.
TVA's pay rates for most occupations are in line with those of employers in the industrial community.
Pay scales for Health Physics Technician and Radiological Chemists Laboratory Analyst were below industry average in the recent past, but are now comparable (when fringe benefits are considered) to the industry average.
TVA EMPLOYEE CONCERNS SPECIAL PROGRAM REPORT NUMBER:
71900 REVISION NUMBER:
5 PAGE 6
OF 22 2.4 Summar of Collective Si nificance Few people ever feel they are paid enough, but low pay is not a
burning issue among ONP employees.
- However, the issues raised in this subcategory, and the subcategory evaluation, indicate that employees as a whole do not understand TVA's pay policy, 2.5 Summar of Causes The apparent cause of the finding on the informal complaint process for the Salary Policy Merit Pay Plan was that Personnel Officers were not aware of the requirements governing that
- process, even though those requirements are outlined in TVA Instruction:
Pay Salary Policy Represented Employees.
The cause of the Health Physics Technicians and Radiological Chemical Laboratory Analysts being paid below industry average is that one job does not dictate the entire schedule rate.
2.6 Summar of Corrective Action Watts Bar (Operations) and Browns Ferry (Operations) are going to issue an instruction implementing an informal complaint process for their Salary Policy Merit Pay Plan.
An annual survey will be conducted by Nuclear Personnel of the supporting documentation for merit award recipients in each division and site.
The results of the survey will be forwarded to the Manager of Nuclear Power who will assess the results and require corrective action where necessary to ensure adequate merit award documentation.
3.0 EVALUATION PROCESS 3.1 General Methodolo The evaluation of this subcategory was conducted according to the Evaluation Plan for the Employee Concerns Task Group and the Evaluation Plan for the Management and Personnel Group.
The concern case files were reviewed.
Source documents were researched and interviews conducted in order to identify the requirements and criteria which applied to the issues raised by the concerns.
The issues were evaluated against the identified requirements and criteria to determine findings.
A collective significance analysis was conducted; causes were indicated for negative findings; and corrective action for the negative findings was initiated or determined to have already been initiated.
TVA EMPLOYEE CONCERNS SPECIAL PROGRAM REPORT NUMBER:
71900 REVISION NUMBER:
5 PAGE 7
OF 22 3.2 S ecific Methodolo The following documents were reviewed to identify the requirements and criteria by which to evaluate the issues in this subcategory:
Articles of A reement, General A reement (Construction Employment),
General A reement (Annual Operating and Maintenance Employees),
TVA Code III PAY (Salary Policy),
TVA Code III PAY (Trades and Labor),
Red Circled Employee's Transition Plan, Personnel Manual Instruction-Pay (Salary Policy Represented Employees),
Division of Nuclear Construction-Revised Merit Pay Plan for Represented Salary Policy Employees, TVA Management Pay Plan, TVA Instruction III SERVICE REPORT (TVA Form.3031),
and American Societ for Personnel Administrator's Handbook of Personnel and Industrial Relations and Com ensation Administration.
Four QTC individual response reports and their field files were consulted.
The four reports contained only the K-form.
The comments in the field files are consistent with the findings in section 4.0 of'his report, Thirteen interviews were conducted in the evaluation of this subcategory.
Eight of the thirteen interviews were on the subject of merit pay.
These interviews were conducted with the Chief, Research and Analysis Branch, Division of Personnel; the Division Personnel Officer for the Division of Nuclear Construction; a
Personnel Officer for the Watts Bar Nuclear Site (WBN); a Personnel Officer for the Sequoyah Nuclear Plant Site (SgN);
a Personnel Staff Officer in the Research and Analysis Branch; and a line manager for Nuclear Operations at WBN.
One interview was conducted on the salary survey process with the Supervisor, Negotiations Support Staff of the Labor Relations Staff.
One interview was conducted on management pay with a Personnel Staff Officer in.the Classification and Compensation Branch in the Division of Personnel.
Three interviews were conducted for the pay procedures, for check distribution, and for one of the miscellaneous items.
These were with a Labor Relations Officer on the Labor Relations Staff, a
WBN Construction Management Assistant, and a Personnel Staff Officer for the Division of Nuclear Construction at the Watts Bar site.
4.0 FINDINGS Salar Polic Merit Pa Plan
~Back round Salary policy employees are those non-management personnel who are paid a salary rather than an hourly wage.
TVA has had a merit pay plan for its salary policy employees since 1981.
The intent of this plan is to reward employees for meritorious performance.
TVA EMPLOYEE CONCERNS SPECIAL PROGRAM REPORT NUMBER:
71900 REVISION NUMBER:
5 PAGE 8
OF 22 Prior to that time, salary increases were based entirely on length of satisfactory service.
The seven TVA pay schedules for salary policy employees are divided into eight rates within each pay
- grade, Advancement through the first four rates depends strictly upon length of creditable (i.e., satisfactory) service.
Advancement above rate 4 is based on merit.
Each rate above rate 4 is subdivided into eight increments for merit pay awards.
The amount of a merit award may be l, 2, 3, or 4 increments, the equivalent in lump sum payment, or a combination of these.
Lump sum payments are made when an employee is already at the top of Step 8, or when the number of increments recommended would place him over Step 8, or the employee is on a retained (frozen) rate.
The exact number of increments awarded to the meritorious performer is left to the judgment of the nominating and approving managers.
These judgments are based on how well employees do their jobs.
The farther above the satisfactory level the employee's performance is, the greater should be the increments awarded.
Employees become eligible for a merit award after required periods of creditable service (26 pay periods for schedules SA, SB, SC, SD, and SE) as outlined in S-4:L-l of the Articles of A reement; Once employees become eligible for a merit award, they remain eligible until they receive a merit award or receive a promotion or other status change that requires a new accumulation of creditable service.
The TVA merit budget is established by, the General Manager who then allocates it to Offices and Office-level organizations (e.g., Office of Nuclear Power).
The Office Managers then allocate the budget for their divisions and sites.
Division and Site Directors in turn allocate the budget for branches and project staffs.
All managers allocated a budget have the responsibility to see that their merit award totals do not exceed the dollar amount of their budgets.
Offices and divisions are expected to monitor and review merit budgets on a regular basis and make necessary adjustments.
The TVA Merit Plan calls for semiannual managerial planning reviews.
Semiannually, managers are to review the performance of the eligible employees under their supervision and determine nominees for merit awards. If the employee is immediately eligible, the employee is then nominated for the merit award. If the selected employee is not immediately eligible, then the employee is nominated when he/she becomes eligible.
(An employee becomes eligible after serving 26 pay periods of creditable service at one rate.)
TVA EMPLOYEE CONCERNS SPECIAL PROGRAM REPORT NUMBER:
71900 REVISION NUMBER:
5 PAGE 9
OF 22 Every merit award has to be thoroughly justified by documentation that clearly shows the employee's performance is above the standards expected at the current in-grade rate.
This documentation also justifies the number of increments that are awarded.
The minimum acceptable documentation is the most recently completed Employee Service Report, TVA Form 3031.
A "recent" service report is one that has been issued within the interval required by the employee's organization subject to the 12 month maximum interval specified at S-12 of the Articles of agreement.
Organizations may reguire additional justification.
Nominations for merit awards are to be reviewed and approved by the Manager who has approval authority for the budget in each organization (e.gea Branch Chief, Staff Chief).
4.1.1 Issue 71901 - Favoritism in Merit Pay Awards Discussion This issue is based on the arguments that the same employees receive the merit awards each year, and that the awards are not going to the most deserving.
Theoretically, there would not be anything wrong, with the same employee receiving a merit award each year if he/she is continuously performing meritoriously.
A sample of 113 merit awards at WBN for 1983-84 were reviewed and compared to the 1984-85 Merit Award list, and 37 of the 113 were given merit awards both years.
This did not appear to be a
result beyond normal expectation.
This evaluator could not find a way to determine whether merit awards go to the most deserving employees.
What was examined was whether the awards are being properly documented.
The Research and Analysis Branch of the Division of Personnel reviewed a sample of merit awards at WBN.
As a whole,, TVA managers do a poor job of documenting merit awards, but WBN (Operations) merit awards are even less well documented.
- However, the Division of Nuclear Construction (DNC) awards at WBN are better documented than the TVA average.
In the last TVA-wide merit award review, 53 percent lacked adequate documentation.
Of a sample of 18 WBN permanent plant merit awards, 83 percent (15) lacked adequate documentation.
Of the 15, 4 of the employees'iles lacked a recent, Form 3031 while the other ll employees'ervice reviews lacked ratings and comments clearly documenting meritorious performance,
I
'I
TVA EMPLOYEE CONCERNS SPECIAL PROGRAM REPORT NUMBER:
71900 REVISION NUMBER:
5 PAGE 10 OF 22 Out of the sample 20 merit awards from DNC at Watts Bar, nine (45 percent) lacked adequate documentation.
This is better than the TVA-wide figure of 53 percent but needs improvement.
Of those nine, one employee did not have a
recent 3031 on file and the other eight employees lacked ratings or comments on their 303ls that would clearly prove meritorious performance.
Conclusion The issue of favoritism in merit awards can not be verified as factual.
A comparison of lists of employees granted awards for two recent years did not support the contention that the same employees receive the merit awards each year,
- However, 53 percent of all TVA Merit Awards lack adequate documentation.
By itself this statistic does not prove that the most deserving do not receive merit awards, but it does reveal a problem--TVA is not following its guidelines for administering its Merit Plan.
Merit awards will always depend to some extent on judgment.
Nevertheless, the lack of documentation puts management in a difficult position.
Charges of "office politics" in the distribution of merit awards are hard to judge without objective evidence by which to justify award decisions.
Issue 71902 - Merit Plan Funding Discussion The second issue in this element addresses the funding of the Merit Pay Plan from two angles:
can a merit pay plan with a fixed budget be an effective merit plan, and is TVA's Merit Pay Plan adequately funded.
TVA's merit pay plan with a fixed budget is consistent with standard industry practice.
Employee costs must be planned and managed just as other costs.
Whether TVA adequately funds its Merit Plan is very difficult to determine.
Since the Merit Plan was started in 1981, TVA has had a merit budget that was equal to 26-30 percent of the amount of dollars that it would take to give all eligible employees a full increase (that is, the maximum number of increments allowed).
This means that 3 out of 10 eligible employees could receive a full increase or a higher number of the 10 employees could be awarded a merit with a smaller increase.
TVA EMPLOYEE CONCERNS SPECIAL PROGRAM REPORT NUMBER:
71900 REVISION NUMBER:
5 PAGE 11 OF 22 How much merit pay is enough?
If one were to judge solely by merit budget expenditures, one might conclude that the budget is not a problem since TVA managers have expended only about 95 percent of the allotted budget in the years since the Merit Plan was started in 1981.
In addition, if a salary policy employee's only possible annual increase was a merit award as is prevalent in some "pay for performance" plans in
- industry, then the current level of funding would be questionable.
However, this merit plan only covers steps 4
through 8 on each grade.
Advances on steps 1 through 4 are based on time and satifactory service.
Also, each year TVA and the Salary Policy Employee Panel negotiate a general salary increase for each schedule and grade based on survey data.
- However, TVA Salary Policy employees, through their bargaining representatives on the Salary Policy Employee Panel, have expressed the belief that TVA is definitely not allocating enough money to the merit fund.
Conclusion This issue could not be verified as factually accurate.
While it is true that the merit plan has a fixed budget, neither the fixed budget nor the level of funding constitutes a problem requiring corrective action.
Issue 71903 Merit Award Criteria Are Unclear Discussion The CIs contend that the criteria by which recipients of merit awards are determined are not clearly defined.
The evaluation revealed that, other than defining meritorious performance as performance by an employee that clearly exceeds job expectations, there are no criteria or requirements stated in TVA's Salary Policy Merit Pay Plan.
For most jobs in TVA,
- concrete, inflexible requirements would be difficult to establish.
The qualities of an effective merit pay plan are spelled out in the American Society for Personnel Administrator's Handbook of Personnel and Industrial Relations as outlined below:
TVA EMPLOYEE CONCERNS SPECIAL PROGRAM REPORT NUMBER:
71900 REVISION NUMBER:
5 PAGE 12 OF 22 A true pay for performance plan requires that the following conditions ex'ist:
(1) employees must believe that good performance will lead to higher pay, (2) employees must want higher pay, (3) employees must believe that efforts on their part will lead to good performance ratings, (4) employees must not feel that good performance will hurt them, and (5) employees must see that other rewards beside money result from good performance.
The first condition is the most basic and the most difficult to obtain.
Obviously, it requires that pay be actually tied to performance and that the better performers actually get higher pay.
The first and the third conditions also require that employees (1) know what good performance consists of (2) be able to influence performance by what they do, and (3) accept the performance measures as valid.
Exit interview information obtained from all levels of employees leaving TVA indicates that employees do not know what performance on the job is expected of them.
The information further indicates that supervisors are not providing, periodic feedback to their employees on how they are performing.
These results imply that employees are unaware of the supervisors'tandards of acceptable performance or meritorious performance.
There is supposed to be a very close tie between the Service Review System and the merit pay awards.
As outlined in the merit pay plan, the Service
- Review, TVA form 3031 is the primary indicator/justification of meritorious performance.
The TVA Instruction on Service Reports states that "The day-to-day supervision of an employee requires that the supervisor keep the employee informed of expected performance and the extent to which he/she is performing as expected."
Exit interview data suggests that supervisors need to be more diligent in carrying out this responsibility.
Conclusion The issue is factually accurate and identifies a problem for which corrective action was initiated prior to this evaluation, Issue 71904 - Merit Awards Are Not Grievable Discussion The fourth issue in this element involves disagreement with the policy that management decisions on meritorious performance are not subject to challenge through the grievance adjustment procedure.
TVA EMPLOYEE CONCERNS SPECIAL PROGRAM REPORT NUMBER:
71900 REVISION NUMBER:
5 PAGE 13 OF 22 Thi s policy was negoti ated by TVA and the Salar y Poli cy Employee's Panel and is outlined'n S-4:L of the Articles of Agreement.
- However, the IVA Instruction on Pay-Salary Policy Represented Employees, states that "each operating organization (office, divisions) shall establish and maintain an informal complaint procedure for handling employee dissatisfaction about not being nominated for a merit award or about his/her nomination being rejected."
As outlined in the Division of Nuclear Construction's (DNC)
Merit Pay Plan, DNC has an informal complaint procedure in place for their employees at all sites.
The personnel officers for the Sequoyah Nuclear Plant (Operations) and Nuclear Engineering indicated that they also have an informal complaint procedure for.their employees.
- However, the personnel officers for MBN (Operations) and BFN (Operations) each indicated that they did not have an informal complaint procedure in place for their employees.
Conclusion This issue is factual and identifies a problem requiring corrective action.
TVA and the Salary Policy Employee Panel agreed through negotiations that merit awards not be subject to challenge through the grievance adjustment procedure.
- However, TVA did recognize the importance of the employee having an avenue to question management as to why they did not receive a merit award.
This is why TVA established the informal complaint procedure and this procedure needs to be implemented in all organizations.
4.2 TVA Salar Com arabilit Issue 71905 TVA Salaries Are Not Comparable To Outside Salaries Back round Since the concerns raising, this issue were from salary policy employees, only the salary policy survey was reviewed.
TVA approaches the task of paying for work by conducting the Salary Policy Salary Survey of key classes of work found in industry throughout the Tennessee Valley region, Key classes are those titles and grades covering a pr'eponderance of TVA employees, are representative of the functional categories/schedules of work within the agency, and are jobs commonly found in the Tennessee Valley region.
A survey of all jobs is impractical because of the high cost associated with this approach.
For example, on the SC schedule, only chemical, electrical, civil, mechanical, and instrument engineers, and programmer analysts are surveyed.
l I
TVA EMPLOYEE CONCERNS SPECIAL PROGRAM REPORT NUMBER:
7l900 REVISION NUMBER:
5 PAGE 14 OF 22 The Negotiations Support Staff of the Labor Relations Staff conducts the survey for salary levels effective on July 1 to determi'ne the minimum, maximum, and average rates for each grade within each schedule.
The staff collects the data, analyzes it, and makes recommendations on salaries to the Labor Relations Advisory Committee, which includes office managers appointed by the General Manager.
This committee determines the position TVA will take on pay
- rates, Both TVA and the base for seven salary collectively the agency.
distribution the Salary Policy Employee Panel use the survey data as their negotiations.
TVA administers pay through one of schedules (SA, SB, SC, SD, SE, SF, and SG) that include all of the non-management salary policy work in Unsurveyed work, therefore, receives the same pay as the surveyed work within the same functional category.
In interpreting the survey data, TVA compares the combination of salaries and benefits for TVA to the surveyed companies.
It is the TVA policy, as stated in the Articles of A reement (the labor agreement between TVA and the Salary Policy Employee Panel),
to fix pay rates "on the basis of prevailing rates including evaluations of total fringe benefit levels."
Based on this policy, TVA's total compensation, should be near the middle of the data.
Therefore, because TVA leave and pension program benefits are superior to those in most organizations, salary rates are generally held lower than the middle range.
This middle ground in total compensation is in essence a compromise position that assures that TVA does not intend to pay rates that are too low and assures the rate payers, taxpayers, and Congress that TVA does not intend to pay rates that are too high.
The prevailing criteria were mandated by Congress in Section 3 of the TVA Act for Laborers and Mechanics.
TVA Board policy has extended it to Salary Policy employees.
TVA has been utilizing the present survey process since 1981.
The survey process was revised as a result of questions and criticisms by outside parties including Senate committees and other employers in the area.
After 1981 the survey was designed to more accurately reflect the salaries paid to people doing work similar to that of TVA employees.
There are some jobs in TVA that are found almost exclusively at nuclear plants;
- however, most jobs in TVA are also found in other industries.
Some jobs, such as clerical and accounting, are found in almost all.industries.
The revised survey was designed to collect salary information from the industries and geographic areas where similar work is performed,
TVA EMPLOYEE CONCERNS SPECIAL PROGRAM REPORT NUMBER:
71900 REVISION NUMBER:
5 PAGE 15 OF 22 For example, in the 1986 survey, four utilities and five architectural/engineering firms were surveyed to gather salary data for similar work being performed at TVA.
Although the survey methods are consistent with industry practices, the amount of data gathered by TVA is much more extensive than the amount gathered in most other
- surveys, Attachment C, which is a survey extract, indicates that TVA's salary survey process is meeting its objective of keeping TVA's salaries competitive.
Discussion For jobs that are strongly affected by supply and demand pressures, the survey has difficulty in keeping up with industry trends because one job cannot dictate the salary setting proc'e'ss for the entire schedule.
Two past examples of this dilemma are Health Physics Technicians and Radiological Chemist Laboratory Analyst positions.
For the last few years, these jobs were commanding higher rates of pay in the private sector than TVA was paying for them in the past, Turnover figures in these classifications for 1983 and 1984 were high, but the turnover rate declined in 1985.
Y Health Ph sics Technician Total Em lo ees Em lo ees Who Resi ned 1983 142 30 1984 197 1985 133 14 Radiolo ical Chemist Laborator Anal st 1983 115 1984 114 24 1985 75
TVA EMPLOYEE CONCERNS SPECIAL PROGRAM REPORT NUMBER:
71900 REVISION NUMBER:
5 PAGE 16 OF 22 The decline in turnover can be attributed to a decrease in the demand for Health Physics Technicians coupled with TVA salaries catching up with private industry, The 1986 salary survey indicates that TVA's rate for Health Physics Technicians is now competitive with the rate paid by other utilities (see Attachment D).
Although there are no specific data on Radiological Chemist'aboratory Analysts in this survey, traditionally, the survey data has been very similar for the two jobs, In 1986, TVA also changed the starting rate for both of these jobs to step 6 in an effort to assist in recruiting efforts.
The salaries of current employees in these jobs were then adjusted to reflect the increased starting rate, Close attention needs to be paid to situations like this so TVA will remain competitive, especially in the nuclear industry.
One way to ensure this would be to increase the number of utilities/power companies that are currently being surveyed.
On the other hand, as a result of the 1981 survey, some salary policy pay grades were found to be out of line with TVA's policy of paying prevailing wage rates.
On pay grades where a new lower rate range was implemented in 1981, incumbent employee's salaries were frozen.
These employees did receive a token three percent raise in 1981-82 and 1982-83.
In 1983, a transition plan was implemented which provided employees whose rates were frozen with an increase in their base rate each time their pay grade/salaries were increased.
Of those initially on a retained rate, 427 employees are still on a retained rate and no employees, as some of the concerns indicated, had their salaries frozen for three years due to the revised salary survey.
It is possible, as some of the concerns indicated, that some TVA employees on retained rates have received less than a
3 percent increase over the last two years.
These
- should, however, be very few due to the increases granted through within-grade advancement, either by satisfactory service or merit, and due to the negotiated increase.
Employees who were not on a frozen rate received no less than 3.77 percent in 1985, which was more than the inflation rate as measured by the Consumer Price Index.
Conclusion Although, TVA's pay rates for Health Physics Technicians and Radiological Chemist Laboratory Analysts were below industry average in the past, they are more comparable now.
The survey process is designed to measure the market from which TVA recruits its employees.
This survey process is consistent with industry practice.
C 0
TVA EMPLOYEE CONCERNS SPECIAL PROGRAM REPORT NUMBER:
71900 REVISION NUMBER:
5 PAGE 17 OF 22 The change in the survey process after 1981 ensures that TVA's pay rates are in line with the other employers in the vicinity.
Therefore, this issue points to a specific and not overall problem that existed in the past but was corrected by the time of this evaluation.
4,3 Mana ement Pa Plan Issue 71906 - Management Salaries and Bonuses Unjustified Discussion This issue has three aspects, The first is the contention that management receives a bonus if work is done on time.
There were at the time when these concerns were expressed no provisions in TVA's Management Pay Plan for the awarding of bonuses for completion of specific tasks or any other reason.
Under the Management Appraisal System (MAS), each manager's performance was reviewed once a year against objectives which were set at the beginning of the review
- cycle, This annual performance evaluation was used to determine the amount of pay for performance increase for the entire year.
This
'as the only time during the year their salary was adjusted because of performance.
Note:
Effective September 29, 1986, TVA established the Pay for Performance Plan for managers, The plan still calls for manager performance to be evaluated once a year followed by a salary adjustment based on performance.
However, there is a
provision for the allocation of a performance award/lump sum payment.
Only those that were approved as superior or exceptional performers by their Division Director will be eligible for the award.
There are limitations on the amount of the award as outlined in the Pay for Performance Plan.
- However, the pay for performance increases and awards are based on the entire year's performance and not on the completion of a specific task.
The second aspect is the contention that managers
- have, in their Management Appraisal System, goals statements concerning the reduction of corrective action documents (e.g.,
audit findings, nonconformance reports,.)
as a measure of performance.
Interviews with the Personnel Officers for DNC and Watts Bar Site (Operations) indicate that these types of statements are not part of their Manager Management Appraisal System objectives.
Review of managers'revious years appraisal forms in both organizations indicate the same.
The third aspect of this issue is a desire to know why TVA top managers are being considered for pay raises.
The employee felt that since TVA managers have already proven themselves incompetent, they would not become better managers just because they are paid more.
TVA EMPLOYEE CONCERNS SPECIAL PROGRAM REPORT NUMBER:
71900 REVISION NUMBER:
5 PAGE 18 OF 22 Interviews with representatives of the Classification and Compensation Branch in the Division of Personnel indicated that compensation for executive positions in TVA is not comparable with compensation for most similar positions in private industry, The pxoblem of low executive salaries mandated by the Federal pay cap has hampered and still hampers TVA's efforts to attract and retain upper management talent, especially in the nuclear program.
TVA recognizes this as a problem and is addressing it with such ideas as the Nuclear Senior Management Service Plan, which is an attempt to compensate key senior managers with salary ranges at levels comparable to other utilities.
There is no plan to raise all managers'alaries.
Establishing compensation packages that are comparable to similar positions in private industry will assist TVA in attracting highly qualified managers.
Greater ONP efforts to hold managers accountable for performance of their responsibilities is coupled with the higher compensation packages.
Conclusion This issue is not factually accurate.
TVA managers did not receive bonuses and do not have goals to reduce corrective action documents.
Not all TVA top managers are being considered for a pay
- raise, although key executive positions are underpaid and TVA is considering, ways to correct that problem.
4.4 Pa and Distribution Policies 4.4.1 Issue 71907 Difficult to Get Checks Early Several concerned individuals contend that employees should be allowed to receive their checks early.
The reasons they cited included taking Friday as an approved vacation
- day, family emergencies, and illnesses.
Most of the concerns expressed a desire by employees to receive their checks prior to the normal Friday payday; others were in reference to the policy of releasing checks only during the designated 15-minute period at the end of the shift.
Discussion The TVA General A reement provides that employees are paid on each Friday.
TVA's pay policies dictate that employees cannot receive checks before the date that is shown on the check simply because the pay check is not valid and cannot be cashed before that issue date.
TVA EMPLOYEE CONCERNS SPECIAL PROGRAM REPORT NUMBER'l900 REVISION NUMBER:
5 PAGE 19 OF 22 TVA policy does permit employees to get their checks early on payday.
During the time of these
policy that made it rather difficult to receive pay checks early on payday, However, effective February 26, 1986, Watts Bar Construction established a new policy that makes the process much easier for employees to obtain their checks early if the need arises by removing the supervisory approval and other conditions previously necessary.
This process appears to be helping and has reduced the number of complaints in this area.
Getting early checks has not been a
problem area for other WBN personnel.
Conclusion This issue was factually accurate but corrective action was initiated prior to this evaluation.
4.4.2 Issue 71908 Payroll Information is Improperly Released This issue is based on the concern that personnel in DNC can call the payroll department and request information regarding payroll amounts.
Discussion The interview with the WBN payroll supervisor-DNC clearly indicated that this was not the case.
Payroll personnel are very careful as to what information they release and to whom they provide the information.
In addition, effective June 1986 the payroll ledger sheets are no longer being sent to the sites or other offices/divisions.
Conclusion This issue was not verified as factually accurate.
4.4.3 Issue 71909 - Final Compensation Should Be Paid On Last Workday The CIs contend that TVA should have checks ready for laid off employees on the last day of their work for all the money owed to them,
TVA EMPLOYEE CONCERNS SPECIAL PROGRAM REPORT NUMBER:
71900 REVISION NUMBER:
5 PAGE 20 OF 22 Discussion After employees leave TVA, regardless of the reason (e.g.,
resignation, lay off, etc.), it takes three to four weeks for employees to get all the money (annual leave, severance
- pay, etc.)
owed to them.
The comptroller's office is making every effort to stay within this three-to four-week timeframe, and it appears they are doing so.
If there is a delay,
- however, in the comptroller's office receiving the appropriate paperwork from the site or division personnel office, it could then possibly take longer than the three to four weeks.
Conclusion The issue can not be verified as factual. It is correct that total final compensation is not available on the last workday, but no promise of immediate payment was ever, made and no simple corrective action can be identified.
4.5 Miscellaneous Pa Concerns Sixteen concerns in this subcategory contained insufficient information to allow further investigation.
Therefore, the accuracy of these concerns could not be verified.
For example, one concern indicated that the employee's last pay check was shorted three hours because of an error in attendance records.
Without the specifics of this case there is no way to determine the validity of this concern.
There were two concerns from Construction employees on checkout time.
The General A reement H-XVIII, "Daily Work Schedule, on Construction Projects" dictates when employees are to check out for
- lunch, end of work, etc. It states, "employees are to remain at work until the whistle blows at the start of the lunch period or end of the shift."
For an employee to violate this would be considered an unauthorized absence from his work area and his time could be docked accordingly.
One concern indicated the employee was only 30 seconds early for checkout time but was docked l/2 hour's pay.
An employee's time can only be adjusted in half-hour increments.
There was no way to determine how early the employee reported for
- checkout, but the employee did acknowledge on the K-form reporting for checkout early; therefore, it would have been according to the procedure to dock the person's pay l/2 hour.
TVA EMPLOYEE CONCERNS SPECIAL PROGRAM REPORT NUMBER:
71900 REVISION NUMBER:
5 PAGE 21 OF 22 5.0 COLLECTIVE SIGNIFICANCE pay issues account for less than one percent of the total number of concerns being dealt with by the Employee Concerns Special Program.
Of the 66 concerns, only 18 came close to saying that TVA employees were not paid enough.
And even here the worries were about how TVA pay compared with pay for similar jobs at other utilities and about whether TVA pay raises were keeping up with inflation.
Few people ever feel they are paid enough, but low pay is not a burning issue among most ONP Salary Policy employees,
- However, management's handling of merit pay does constitute a problem:
employees do not perceive management as applying consistent, objective standards in awarding merit pay.
The dismal state of merit award documentation in the ONP (and the whole of TVA, for that matter)
- suggests, at the least, a loss of management
- control, and at the worst, makes charges of blatant favoritism in merit pay distribution hard to
- refute, 6.0 CAUSE 6.1 Lack of Informal Com laint Process at WBN and BFN Personnel officers at both sites were unaware that establishment of an informal complaint process for the Salary Policy Merit Plan was a requirement as outlined in TVA Instruction; Pay-Salary Policy Represented Employees.
6.2 Fault Documentation and Va ue Criteria for Merit Plan The failure to adequately document why someone is awarded merit pay, like the failure to clearly explain how merit will be determined, can be traced to inadequate (or nonexistent) managerial training on these management tasks and insufficient higher level review, 7.0 CORRECTIVE ACTION 7.1 Previousl Initiated Corrective Action All ONP managers and supervisors are now required to complete a
40-hour managerial skills course called General Supervisory Training on Policies, Procedures, and Practices.
One segment of this course, and of the Su ervisor's Handbook that goes with the
- course, is Managing Individual Performance.
F l
P
TVA EMPLOYEE CONCERNS SPECIAL PROGRAM REPORT NUMBER:
71900 REVISION NUMBER:
5 PAGE 22 OF 22 This segment trains managers on the six responsibilities in managing performance:
(1)'ssign work and communicate performance expectation, (2) continually and informally appraise performance, (3) informally feed back the performance appraisal, (4) use progressive procedures for correcting performance problems; (5) formally appraise performance, (6) award meritorious performance.
In the award meritorious performance portion of the training, it informs them of the philosophy and proper administration of the Salary Policy Merit Pay Plan.
Watts Bar Construction established a new policy that makes it much easier for employees to obtain their checks early if need arises by removing the supervisory approval and other conditions previously necessary.
7.2 Corrective Action as a Result of This Evaluation Nuclear Personnel will issue to WBN and BFN an interim instruction requiring those sites to establish an informal complaint procedure.
The instruction will be incorporated into a Nuclear Personnel Standard.
(CATD 719-NPS-Ol)
An annual survey will be conducted by Nuclear Personnel Staff of supporting documentation for merit award recipients in each division and staff.
The results of the survey will be forwarded to the Manager of Nuclear Power, who will assess those results and require corrective action from division directors/staff managers where necessary to ensure adequate merit award documentation.
The transmittal memorandum to the division director/staff manager of the survey results will stress the importance of and correlation between adequate merit award documentation and an objectively and fairly administered merit pay plan.
(CATD 719-NPS-02) 8.0 ATTACHMENTS Attachment A, Subcategory Summary Table Attachment B, List of Concerns by Element Attachment C, Salary Data Attachment D, Salary Data
FEREtlC ECPS132J-ECPS132C EQUEtlCY REQUEST P - ISSS -
RHth EGORY:
HP HGT.
8 PERS.
ISSUES AT NT A TEtltlESSEE EY AUTHORITY OFFICE OF tlUCLEAR POllER EHPLOYEE COtlCERtl PROGRAH SYSTEH (ECPS)
EMPLOYEE CONCERt)
INFORHATION BY CATEGORY/'SUBCATEGORY SUBCATEGORY> 719 TVA SALARIES tlOT CONPARABLE TO OUTSIDE TVA RUtl TINE 10-.00-39 RUtl DATE " 03/10/87 OWCERtl WUtlBER CAT S
H SUB R PLT CAT D LOC 1
REPORT APPL 2 SAF RELATED BF BL SQ HB HISTORICAL CONCERN REPORT ORIGItl CONCERt)
DESCRIPTIOH REF.
SECTION CAT MP SUBCAT 719 tt-86-005-00101 T50263 thP 71905 H BFH 1 tl H
tl N
2 tlA HA HA tlA QTC PERSOHtlEL (DEPARTNEWT KWOlltl) ARE tlOT PAID AS IlELL AS OTHER PERSONNEL (DE PARTHEtlT KtlOlltl).
ALTHOUGH BOTH DEPA RTtlENTS PERFORN SERVICES ESSEtlTIAL T 0 PLAtlT OPERATIONS AWD SAFETY.
WO F
URTHER IWFORtlATIOtl It) FILE.
tlUCLEAR PONER DEPARTHEtlT CONCERN.
tl-86-006-00101 HP 71905 tl BFN 1
H W
W H
T50263 2
NA WA HA tlA ll-86-008-00101 tlP 71905 N BFtl 1
N tk H
H T50263 2
HA HA HA HA tlOtlPEC003 Ol HP 71906 N BLtl 1
W H
tl H
2 tlA HA NA HA QTC QTC OECP PERSOtltlEL (DEPARTtlEtlT KtlOlltl) ARE PAI D LESS tt0ttEY>
BUT ARE REQUIRED TO HA VE ttORE ACADEHIC TRAIttIttGp THAtl OTHE R PERSONNEL (KtlOlltl) ltHO PERFORtl JOBS EQUALLY It1PORTAtlT TO PROPER PLAllT 0 PERATIOtl.
tlUCLEAR POllER DEPARTtlEtlT COtlCERN.
CI HAS tlO FURTHER IttFORHAT IOW.
ttAGES FOR TVA tlUCLEAR EtlPLOYEES ARE GEtlERICALLY L01'lER THAtl THOSE PAID AT OTHER UTILITY NUCLEAR PLANTS.
THIS CREATES A BAD ATTITUDE ANOtlG TVA tlU CLEAR EtlPLOYEES.
tlUCLEAR POllER DEPA RTNEttT CONCERN.
CI HAS WO FURTHER I HFORt lATI0 W.
FAILURE TO ASSIGtl AHD KEEP GOOD thAttA GERS (THIS REFERRED TO THE HAtlY PUBL ISHED REPORTS OF TVA TO KEEP AtlD PRO PERLY COtlPEtlSATE TOP LEVEL t1AttAGERS)
WOtlPEC005 01 HP 71902 H BLH 1
H H
H tl 2
HA tlA WA tlA
- 017-00101 HP 71910 N llBtl 1
tl H
H W
T50060 2 tlA tlA tlA WA OECP QTC tlOT EtlOUGH t10ttEY IS ALLOCATED fOR TH E tlERIT PAY PLAt).
HORALE-llORKERS ARE tlOT TREATED HITH ANY DEGREE OF PROFESSIOWALISH BY TV A; INDIVIDUALllILL tlOT BE PAID FOR C
HECK OUT TINE FOR DEPARTURE FROtl SIT E EVEtl THOUGH TVA 'llAS RESPONSIBLE FO R DELAY.
COtlCERtlS ARE GROUPED BY FIRST 3 DIGITS OF SUBCATEGORY HUt'1BER.
c'4
FEREtlC
- ECPS132J-ECPS132C EQUEtlCY
- REQUEST P ISSS RHM EGORY:
t1P MGT. 8 PERS.
ISSUES TENtlESSE LEY AUTHORITY OFFICE OF NUCLEAR POHER EMPLOYEE CONCERN PROGRAM SYSTE11 (ECPS)
EMPLOYEE CONCERtl INFORtlATIOtl BY CATEGORY/SUBCATEGORY SUBCATEGORY 719 TVA SALARIES tlOT COMPARABLE TO OUTSIDE TVA PAO RUtl TIME 10:0<(-39 RUtl DATE 03/10/87 S
H SUB R PLT OtlCERW NUt1BER CAT CAT D LOC 1
REPORT APPL 2 SAF RELATED BF BL SQ HB HISTORICAL CONCERN REPORT ORIGItl CONCERN DESCRIPTIOW REF.
SECTIOtl CAT MP SUBCAT 719 "85-026-00101 MP 71905 tl HBW T50080 1
N tl tl N
2 tlA tlA NA NA QTC QC INSPECTORS ARE tlOT PAID EtlOUGH FO R HHAT THEY MUST KtlOH TO DO THE JOB.
NO FURTHER DETAILS AVAILABLE. 065-00101 t1P 71909 N HBN 1 tl tl N
N T50175 2 tlA tlA NA NA
-85"079" 00101 MP 71910 N HBtl 1
tl W
tl tl T5018<i 2
WA WA WA NA "85-080-00201 t1P 71910 tl HBW 1 tl N
tl tl T50193 2WAtlA WANA QTC QTC QTC TVA SHOULD HAVE A PAYCHECK READY FOR ALL EMPLOYEES BEING LAID OFF HHICH INCLUDES ALL MotlIES ONED THE EMPLOYE E RATHER THAt( SEtlDItlG THEM A CHECK P
ER HEEK FOR THO HEEKS.
SOME EMPLOYE ES DO tlOT HAVE A PERt1AtlEWT ADDRESS.
COtlSTRUCTIOtl DEPT.
COtlCERtl.
C/I HA S
WO FURTHER ItlFORt1ATIOtl.
CI HAS VERBALLY ADVISED HE COULD EXP ECT A SALARY ItlCREASE HITHIW 6-8 t10tl THS AFTER ItlITIAL EthPLOYt1EtlT DATE HI TH TVA; HOllEVER HE HAS LATER TOLD T HIS IWFORMATIOtl HAS INCORRECT AWD HE HAS WOT ELLIGIBLE FOR A SALARY INCR EASE UtlTIL HE HAD BEEtl HITH TVA FOR OtlE YEAR.
(ttAHESiDETAILS TO THE SPE CIFIC CASE ARE KWOHW TO QTC AWD HITH HELD TO t1AItlTAIW COtlFIDEWTIALITY.)
tlUCLEAR POHER COtlCERN.
CI HAS tl0 FU RTHER ItlFORt1ATIOW.
CI REPORTED THAT HIS LAST PAYCHECK, AFTER LAY OFF HAS SHORTED THREE HOUR S AtlD THAT TVA ATTEtlDAtlCE RECORDS HE RE Itl ERROR.
(WAMES/DETAILS KWOHtl T 0
QTC BUT HITHHELD TO t1AItlTAItl COtlFI DEWTIALITY).
CollSTRUCTIOW DEPT.
Coll CERtl.
CI HAS tl0 FURTHER INFORMATIOtl CONCERtlS ARE GROUPED BY FIRST 3 DIGITS OF SUBCATEGORY NUtlBER.
0 11
FEREtlC ECPS132 J-ECPS132C EQUEWCY
- REQUEST P
ISSS Rltt 1 EGORYi NP
- NGT, 8 PERS.
ISSUES TEtlHESSEE LEY AUTHORITY OFFICE OF tlUCLEAR PONER EMPLOYEE CONCERN PROGRAH SYSTEH (ECPS)
Et1PLOYEE COtlCERW ItlFORt1ATIOH BY CATEGORY/SUBCATEGORY SUBCATEGORYi 719 COtlCERHS HITH INSUFFICIENT IHFORNATIOtl TO EVALUATE PAG RUtl TItlE - 10:06-.39 RUtl DATE - 03/10p'87 SUB OtlCERtl ttUNBER CAT CAT S
H R PLT D LOC 1
REPORT APPL 2 SAF RELATED BF BL -SQ llB HISTORICAL CONCERN; REPORT ORIGItl COtlCERtl DESCRIPTIOH REF.
SECTIOtl CAT NP SUBCAT 719
-85"193-00201 tlP 71910 N HBN T502ci 6 1
H W
tl tl 2
HA WA WA HA QTC CI EXPRESSED THAT TVA PERSOtlWEL Itl K WOXVILLE COWVEtlIEtlTLY "LOSES" PAPERll ORK l<HEtt Atl ENPLOYEE IS DUE COt1PEtlSA TIOtlp IF TVA NAtlAGEHEWT DOES tlOT AGR EE HITH THE ACTIOtl HHICH AllARDED THE COtlPEtlSATIOtl.
DETAILS KtlOHH TO QTC p
ktITHHELD DUE TO COtlFIDEtlTIALITY tl0 FURTHER ItlFORNATIOtl tlAY Bf RELEAS ED.
CONSTRUCTION DEPARTMEtlT CotlCERW CI HAS HO FURTHER ItlFORHATIOtt.
'85"0<i7-00101 NP 71901 H HBN 1
tl H
H W
T50 012 2
HA HA HA HA "85-113-00201 HP 71905 N
1'lBH 1
H H
H N
T50071 2 tlA tlA tlA NA
'85-333-00201 HP 71905 H llBH 1
N tl H
H T50023 2
NA tlA tlA NA "85-3<iii-00101 11P 71905 N HBN 1
N tl H
H T50 0<i 0 2 tlA WA WA tlA QTC QTC QTC QTC PROJECT COST 8 SCHEDULIHG DEPARTt1EtlT DUE TO PAST SERVICE REVIEHp IWDIVID UAL (ttAthE KtlONtl) HAS RECEIVED tl0 tlfR IT ItlCREASES IW THE PAST 3 I/2 YEARS THE ItlDIVIDUALFEELS IT IS UNFAIR (SQH ISSUES ADDRESSED IH RPT HP-1'SQtl Rl)
LIHITATIOtt Otl SUPERVISIOH'S SALARIES CAUSE THE BEST PEOPLE TO SEEK llORK ELSEl<HERE.
EXAHPLE-thAttY PLANT OPER ATORS TRAItlED BY TVAp QUIT TO GO ELS El<HERE FOR HIGHER SALARIES.
C/I COU LD NOT PROVIDE AWY ADDITIONAL IttFORth ATIOW.
PAY RATES FOR SKILLED TECHWICIAtlS AR E HOT COthtlEtlSURATE llITH THE IWVESTNE NT REQUIRED BY TVA FOR TRAIHIWG.
AW EXANPLE HAS GIVEN THAT IT COSTS
$ 10 Op000.00 TO TRAItl A HEALTH PHYSICS T
ECHtlICIAHp YET THE HP TECHS ARE PAID
$ 5p 000.00 PER YEAR BELOH ItlDUSTRY A VERAGE.
THIS ItlEQUITY CAUSES A HIGH PERSOtlWEL TURtlOVER RATE>
AtlD tlEEDLE SS COST TO TAXPAYERS RAD CHEN PERSONNEL PAID HUGH LESS TH Atl INDUSTRY AVERAGE AWD LESS THAtl TV A HEALTH PHYSICS TECHtlICIAtlS.
EVEtl WO DEGREED PEOPLE GET PAID t10RE.
COtlCERtlS ARE GROUPED BY FIRST 3 DIGITS OF SUBCATEGORY NUHBER.
4 0
F
FEREtlC ECPS132 J-ECPS132C EQUEWCY
- REQUEST P
ISSS RHM EGORY:
t'1P MGT. 8 PERS.
ISSUES TENNESSEE LEY AUTHORITY OFFICE OF NUCLEAR POllER EMPLOYEE COtlCERN PROGRAtl SYSTEtl (ECPS)
EMPLOYEE COWCERtl IWFORtlATION BY CATEGORYiSUBCATEGORY SUBCATEGORY~ 719 FAVORITISM Itl tlERIT PAY AllARDS PAG RUW TItlE 10: 04: 39 RUtl DATE - 03/10/87 OWCERW ttUtlBER CAT S
H SUB R PLT CAT D LOC 1
REPORT APPL 2 SAF RELATED BF BL SQ HB HISTORICAL CONCERN REPORT t)RIGIt<
COWCERtl DESCRIPT IOtl REF.
SECTION CAT tlP SUBCAT " 719 386-00101 T50096 MP 71901 W HBN 1N N
N tl 2 tlA NA NA tlA QTC CI FEELS THAT MERIT RAISE HAS UtlJUST LY DENIED.
CI HAS SPECIFIC DETAILS'ELEASE OF HHICH llOULD COtlPROMISE C
OtlFIDEtlTIALITY. tl0 FOLLON UP REQUIR ED.
'85-619-00101 MP 71901 N WBtl 1
N tl W
tl T50 019 2
WA WA NA NA
-85"631 "00101 MP 71901 tl llBtl I
N N
W W
T50061 2
NA tlA tlA tlA
'85-698-00101 MP 71905 tl ktBtl 1
N N
tl N
T50031 2 tlA tlA WA NA 531-00101 MP 71910 N HBN 1
N tl N
N T500<i6 2
NA NA tlA tlA QTC QTC QTC QTC SOME HBWP EMPLOYEES DO WOT RECEIVE S
ALARY RAISES BECAUSE THEY ARE tlOT FA VORED BY t'1AWAGEMEWT.
NORK AREA IS K
WOHW.
EMPLOYEE HAS BEEN AT OWE GRADE LEVEL SINCE 1979 OR '80 ttITHOUT A STEP RA ISE OR EVEN A PARTIAL STEP RAISE llHI LE OTHERS It( GROUP GET RAISES.
EMPL OYEE FEELS DISCRItlIWATIOtl AS ALL EVA LUATIOWS HAVE BEEN GOOD.
LAST SERVI CE REVIEH STATED MARGINAL DUE TO USI NG T00 t1UCH SICK TIt'1E TO SEE HIS DOC TOR FOR A BACK INJURY.
(WAtlES 8 DET AILS KW011W TO QTC)
TVA'S COMPARATIVE SALARY SURVEY HAS PERFORMED TO RELATIVE THE PRIVATE SE CTOR RATHER THAW OTHER tlUCLEAR POllER PLANTS.
SALARIES HERE FROZEN FOR 3
YEARS BEGItltlIWG IW 1980 TO BRING TH Eth IW LItlE HITH THE PRIVATE SECTOR.=
ON MAY 29TH AT APPROX 1130 CI REPORT ED TO THE TItlE OFFICE APPOX 30 SECOtl DS EARLY FOR CHECK OUT.
CI HAS DOCK ED I/'2 HOUR PAY FOR THIS. 'I SPOKE tlITH HIS FOREtlAW 8 NAS INFORMED'30 S
ECOWDS EARLY CHECKIWG OUT JUSTIFIED THE FORFEITURE.
'85-562-00201 T50005 l'IP 71906 N HBN 1
N N
N tl It)-85-502"002 2 tlA tlA WA NA QTC MAtlAGEMEtlT RECEIVES A BOtlUS IF THE N
ORK IS DOtlE Otl TItlE l'lITH tlO REGARD T 0 QUALITY.
THIS BONUS CLAUSE ACTUAL LY CAUSES ALOT OF REWORK.
CONCERNS ARE GROUPED BY FIRST 3 DIGITS OF SUBCATEGORY NUMBER.
"~
FEREWC ECPS132 J-ECPS132C EQUEtlCY
- REQUEST P
ISSS - Rlltl EGORY:
HP HGT.
8 PERS.
ISSUES TEtlWESSEE LEY AUTHORITY OFFICE OF NUCLfAR POllER EMPLOYEE CONCERN PROGRAt1 SYSTEM (ECPS)
EMPLOYEE CONCERN INFORMATION BY CATEGORY/SUBCATEGORY SUBCATEGORY: 719 FAVORITISM IN tlERIT PAY AHARDS PAG
5 RUW TIt1E 10:Oq:39 RUW DATf - 03r10z87 SUB OtlCERtl ttUHBER CAT CAT S
H R PLT D LOC 1
REPORT APPL 2 SAF RELATED BF BL SQ HB HISTORICAL CONCERN REPORT ORIGIN CONCERN DESCRIPTIOW REF.
SECTION CAT tlP SUBCAT 719 569-00201 MP 71901 tl HBN T500c49 1
tl
'W W
N 2
WA tlA WA tlA QTC THE MERIT RAISf PROGRAM IS UtlFAIR.
RAISES ARE OWLY GIVEN TO FAVORITE EH PLOYEES.
t1ERIT HAS tlOTHItlG TO DO HI TH THf AttARDItlG OF RAISES. 569-00401 t1P 71905 tl HBW 1
W N
W tl T50069 2 tlA NA NA NA 596-00201 HP 71907 tl l<BN 1
N W
N N
T50058 2
WA WA WA tlA 680-00301 tlP 71906 tl HBtl 1
N tl N
W T50123 2
WA NA NA NA 716-00101 HP 71907 N
HBW 1 tl tl W
N T50075 2 tlA NA NA WA
'85-732-00101 HP 71905 tl lPBtl 1
N tl tl tl T50076 2
NA WA NA NA QTC QTC QTC QTC QTC UNFAIR PAY SCALE FOR CLERICAL-IT HA S
FROZftt FOR TWO YEARS UtlTIL WEll HIR ES CAUGHT UP IW PAY llITH THE EMPLOYE ES l'lHO HAD BEEN AT llBtlP LOtlGER.
EMPLOYEES TAKING FRIDAY AS AW APPROV ED VACATION DAY ARE WOT ALLOWED TO G
ET THEIR CHECHS ON THURSDAY BECAUSE THE CHECKS ARE DATED FOR FRIDAY.
TH IS POLICY CREATES A HARDSHIP ON EHPL OYEES.
(tlAttfS/DETAILS KWOllW TO QTC)
HHY ARE TVA TOP HAtlAGERS ARE BEItlG C ONSIDERED FOR SUBSTANTIAL ItlCREASES IW THEIR SALARIES?
THEY HILL WOT BE COtiE BETTER t1AtlAGERS IF THEY ARE PAI D tlORE.
THEY HAVE ALREADY BEEtl PROV EN It]COHPETftlT AtlD HAVE HADE A MESS OF TVA.
THEY SHOULD RECEIVE PUttISHH EllT tlOT A RfllARD.
CI HAS WOT ADDITI OWAL INFORMATION.
CONSTRUCTION DEPT CONCERN.
CRAFT PERSOtlNEL ARE WOT ALLOHED TO G
ET PAYCHECKS EARLY (ON THURSDAY) EVE W IF THEY ARE WOT SCHEDULED TO llORK Otl FRIDAY (VACATIOtl)p OR Itl THE CASE OF At) EHERGEWCY (FAMILY DEATHi ETC'.
CI. DOES tlOT FEEL THAT THIS POLIC Y IS PROPER OR HARREtlTED.
RAISES FOR CERTAItl TVA E11PLOYEES (DE PARTtlEtlTS KtlOHW) HAVE TOTALLED 3X OV ER THE PAST TllO YEARS> llHICH IS FAR BELOH THE ItlFLATIOtl RATE FOR THE SAH E PERIOD.
THE RESULT IS THAT EHPLOY EES tl01l HORK FOR LESS ACTUAL t10tlEY T HAtl THEY ORIGINALLY HIRED It) FOR.
tl 0
FURTHER DETAILS AVAILABLE.
COWCERtlS ARE GROI;PED BY FIRST 3 DIGITS OF SUBCATEGORY t<UtlBER.
(:,)
I J
FEREtlC ECPS132 J-ECPS132C EQUEHCY REQUEST P
ISSS -
RHt1 EGORY:
tlP MGT. 8 PERS.
ISSUES TftltlESSEE EY AUTHORITY OFFICE OF NUCLEAR POllER EMPLOYEE COHCERtl PROGRAM SYSTEM (ECPS)
EtlPLOYEE COtlCERtl IHFORMATIOtl BY CATEGORY/SUBCATEGORY SUBCATEGORY'19 TVA SALARIES tlOT COtlPARABLE TO OUTSIDE TVA PAG
6 RUtl TItlE 1 0: 00 - 39 RUtl DATE " 03/10/87 S
H SUB R PLT OWCERH tlUMBER CAT CAT D LOC 1
REPORT APPL 2 SAF RELATED BF BL SQ llB HISTORICAL REPORT CONCERN ORIGIN CONCERN DESCRIPTIOtl REF.
SECTIOtl CAT MP SUBCAT 719 738-00201 MP 71905 W l'lBN T50077 1
tl tl tl tl 2
HA HA WA WA QTC PEOPLE AT ALL LEVELS (IW VARIOUS ARE ASp ItlCLUDItlG OPERATIOtlS)
WOT PAID E
HOUGH.
THEY LEAVE TO GO TO OTHER JO BS (SUCH AS THE BOI'lATER PAPER MILL)
HHERE THEY GET 10K TO 100M PAY RAISE S.
CI HAD WO FURTHER DETAILS. 766-00101 tlP 71905 H
HBW 1
H H
tl W
T50077 2
WA NA WA tlA
-8577500101 I'lP 71905 W HBtl 1
W W
tl W
T50081 2
WA HA WA WA QTC QTC PUBLIC SAFETY OFFICERS ARE WOT PAID HELL IN COMPARISIOW TO OUTSIDE COtlPA HIES.
PAY RAISE POLICY NEEDS TO BE RE"EVAL UATED AWD COMPARED TO COMPARABLE POS ITIOtlS OUTSIDE TVA.
THIS llOULD PREV EtlT THE LOSS TO TVA OF COMPETE)tT SKI LLED EtlPLOYEES.
WO MORE INFORMATIOtl 785-00701 MP 71802 S
tlBW 1 tl H
W tl T5015CI 2
HA HA HA HA 02 MP 71910 S
l'lBH 1
tl tl tl H
2 WA WA WA WA 863-00101 MP 71901 tl HBtl 1
W tl N
H T50255 2 tlA tlA HA NA 906-00301 MP 71905 N
HBW 1 tl H
H N
T50093 2 tlA tlA HA NA QTC QTC QTC PAY INCREASES ARE GIVEN TO BUDDIES A ND FAVORITES ItlSTEAD OF QUALIFIED Atl D PRODUCTIVE PEOPLE.
tlAtlAGEHEtlT FOR CD CRAFT GROUP tlANAGERS (ASST.
CONST RUCTIOtl SUPT.
'S AtlD G. F.S)
TO RETI RE OR LAY OFF TO GET IT'S BUDDIES AW D FAVORITES ItlTO SELECTED POSITIONS.
CI SUGGESTED REVIEl'lIHG THE ORGAWIZ ATIOWAL CHART FOR THE LAST 5"6 YEARS CONSTR.
DEPT.
CotlCERtl.
tlo FOLLOH UP REQUIRED.
MORALE ttITHItl A SITE GROUP (DEPARTtlE HT KWOHW) IS HOT GOOD.
THERE IS LIT TLE ItlCEWTIVE TO DO tjORE THAW IT TAK ES TO GET BY.
RAISES/PROMOTIOttS ARE WOT GIVEtl FAIRLY.
(SPECIFIC ttAtlES HOT PROVIDED).
NUCLEAR POHER DEPART MEtlT COtlCERtl.
tl0 ADDITIOtlAL ItlFORMA TIOH AVAILABLEItl FILE.
THE PAY SCALE FOR TVA ttOtt-MAttAGEMEtlT PERSOtlWEL LAGS BEHIttD THE PRIVATE S ECTOR.
CI HAS tl0 FURTHER ItlFORMATIO tl.
HO FOLLOW UP REQUIRED.
COt<CERtlS ARE GROUPED BY FIRST 3 DIGITS OF SUBCATEGORY NUMBER.
I I'
FEREWCE ECPS132J-ECPS13?C EQUEtlCY
" REQUEST P
ISSS RNM EGORY:
MP MGT.
& PERS.
ISSUES TEtltlESSEE EY AUTHORITY OFFICE OF NUCLEAR POHER EMPLOYEE CONCERN PROGRAM SYSTEM (ECPS)
EtlPLOYEE COtlCERN ItlFORtlATION BY CATEGORY/SUBCATEGORY SUBCATEGORY-719 FAVORITISM Itl MERIT PAY ANARDS PAG
7 RUtl TItlE 10:04:39 RUW DATE 03/10/87 S
H SUB R PLT OtlCERN NUMBER CAT CAT D LOC 1
REPORT APPL 2 SAF RELATED BF BL SQ NB HISTORICAL REPORT CONCERN ORIGIN CONCERN DESCRIPTIOW REF.
SECTIOtl CAT MP SUBCAT 719 966-00601 tlP 71901 tk HBtl T50177 1 tl tl tl tl 2
NA NA NA tlA QTC CI llAS tlOT COtlSIDERED FOR A REGULAR MERIT RAISE DUE TO PERSONAL COtlFLICT HITH SUPERVISORS.
(WAttES/DETAILS K tl0lltl TO QTCAt>D RELEASE OF ADDITIONAL INFORtlATIOtl MOULD J EOPARDIZE CI '
C ONFIDEtlTIALITY) COtlST.
DEPT.
COtlCERW NO FOLLOM UP REQUIRED. 972-00101 MP 71910 N llBW 1 tl N
tl N
T50111 2 flA NA NA tlA 995-00601 tlP 71906 N HBN 1
N tl N
N T50259 2
WA WA WA WA
-86"016-00101 MP 71901 N NBN 1
N tl N
N T50108 2
WA NA NA tlA QTC QTC QTC SOME OF THE RULES AtlD REGULATIOWS AR E OUTDATEDr SUCH AS CHAWGIWG OFF DAY S
INSTEAD OF PAYIWG OVERTIME.
PERSO NNEL (DEPT.
KWOlltl) llORKItlG EXSTEtlDED DAYS Otl SHIFTp llILL HAVE THEIR SCHE DULED DAYS OFF CHANGED TO AVOID THIS OVERTIME PERIOD.
CI HAS tlO ADDITIO NAL ItlFORMATIOtt.
WO FOLLOW UP REQUI RED.
CI DOES NOT AGREE llITH THE TVA POLIC Y REGARDItlG MERIT RAISES.
CI STATED THAT PROtlOTIOtlS ARE AUTOMATIC UNTIL THE SE-4p STEP 0
LEVEL IS OBTAItlED.
THEREAFTER'AISES ARE AT THE DISC RETIOtl OF THE SUPERVISOR.
IlHO CAW GI VE RAISES TO llHOMEVER THEY llISH.
WO GRIEVANCES CAN BE FILED IW REGARDS TO MERIT RAISES IF Atl ItlDIVIDUAL FEE LS HE DESERVED A tlERIT RAISE AWD DID NOT RECEIVE OWE.
CONSTRUCTIOtl DEPA RTMEtlT COtlCERW.
CI HAS tlO FURTHER I tlFORMATIOtl.
tlO FOLLOI<-UP REQUIRED.
CI HAS MORE SERVICE TIME 1'lITH TVA TH AW SEVERAL OTHER EMPLOYEES BUT IS PA ID LESS.
CI HAS tlO thORE INFORMATION (SOt1E DETAILS KWOllW TO QTC AtlD RE LEASE OF THIS IttFORt1ATIOtt llOULD JEOP ARDIZE CITS CONFIDENTIALITY) WO FOLL Oll UP REQUIRED COtlCERNS ARE GROUPED BY FIRST 3 DIGITS OF SUBCATEGORY tlUMBER.
FEREtlCE ECPS132J-ECPS132C EQUEtlCY REQUEST P
ISSS Rllt'1 EGORY-MP MGT. 8 PERS.
ISSUES TEtlNESSEE L EY AUTHORITY OFFICE OF tlUCLEAR POllER EMPLOYEE COtlCERW PROGRAM SYSTEM (ECPS)
EMPLOYEE CONCERN ItlFORtlATION BY CATEGORY/SUBCATEGORY SUBCATEGORY~ 719 DIFFICULTY IN GETTING PAY CHECKS EARLY PAG
8 RUtl TItlE 10: 04 39 RUtl DATE 03/10/87 S
H SUB R PLT.
OllCERN NUMBER CAT CAT D
LOC 1
REPORT APPL 2 SAF RELATED BF BL SQ llB HISTORICAL COtlCERtl REPORT ORIGIW CONCERN DESCRIPTIOtl REF.
SECTION CAT MP SUBCAT - 719 020-00301 MP 71907 N llBN T50109 1N N
N tl 2 tlA WA NA tlA QTC CRAFT PERSONNEL SHOULD BE ALLOI1ED TO GET THEIR CHECKS EARLY It) THE CASE OF APPROVED TIfhE-OFFp HOLIDAYp OR FA tlILY EMERGENCY.
CI HAS WO FURTHER I NFORMATIOtl.
WO FOLLOH UP REQUIRED. 035-00201 MP 71901 N NBA 1
N N
N N
T50 186 2 tlA WA WA tlA 038-00101 tlP 71906 tl HBtl 1
tl tl tl tl T50110 2
NA tlA NA NA QTC QTC CI FEELS DISCRIMINATED AGAItlST BY TV A REGARDIWG SALARY CONSIDERING TIME OF SERVICE llITH TVA.
DETAILS KtlOMW TO QTCp MITHHELD DUE TO CONFIDENTIAL ITY.
COtlSTRUCTIOtl DEPT.
COtlCERtl.
C I HAS WO FURTHER ItlFORMATIOtl.
ASSURE THAT MAS GOALS DO WOT ItlCLUDE THE REDUCTION OF CORRECTIVE ACTIOtl DOCUMENTS (AUDIT FIWDIWGSp
- CARS, tlCR Sp DRSp WRC FItlDItlGS) AS A MEASURE 0 F JOB PERFORMANCE.
CI HAS WO ADDITI ONAL ItlFORtlATION. 057-00101 T50111 058-00101 T50113 MP 71910 N NBN MP 71905 N llBtl 1W tl WN 2 tlA NA NA NA 1
tl N
N N
2 WA tlA tlA WA EX-85-052-005 QTC IN-86-058-001
,QTC TVA DISCRII'lItlATES AMOtlG EMPLOYEES RE GARDIWG SALARYp I. E.,
EMPLOYEE IW SA ME CRAFT llITH LESO TVA SERVICE TIME RECEIVES HIGHER SALARY THAtl EMPLOYEE llITH MORE TVA SERVICE TIME.
CI HAS tlO I10RE ItlFORt'lATIOtl.
tlUCLEAR POl'lER COtlCERtl.
WO FOLLOll UP REQUIRED.
CLERI GAL P ERSOtltlEL (GEtlERIC) p It( BOT H COtlSTRUCTIOtl AtlD tlUCLEAR POllERp tlE ED TO BE PAID MORE.
THERE ARE MAtfY VERY EXPERIENCED PERSOtltlEL It) THESE POSITIOtlS p AtlD THEY PRODUCE A LARGE AMOUNT OF "ItlPORTAtlT" HORK Itl RELATI ON TO THE AMOUtlT OF COHPEtlSATIOW REC EIVED.
tlUCLEAR POllER COtlCERN.
CI H
CONCERNS ARE GROUPED BY FIRST 3 DIGITS OF SUBCATEGORY NUMBER.
I dti
FEREtlCE ECPS132J-ECPS132C EQUEtlCY
- REQUEST P
ISSS RHM EGORY-tlP MGT. 8 PERS.
ISSUES TENNESSEE EY AUTHORITY OFFICE OF NUCLEAR POllER EMPLOYEE COWCERtk PROGRAM SYSTEtl (ECPS)
EMPLOYEE CONCERll ItlFORMATIOtt BY CATEGORY/SUBCATEGORY SUBCATEGORY ~ 719 l'1ERIT PLAN FUNDING PAG
9 RUtl TItlE 10:06" 39 RUW DATE 03/15/87 SUB OtlCERtl NUMBER CAT CAT S
H R PLT D
LOC 1
REPORT APPL 2 SAF RELATED BF BL SQ llB HISTORICAL CONCERtl REPORT ORIGIN COWCERtl DESCRIPTIOtl REF.
SECTIOtl CAT MP SUBCAT 719 067-00101 MP 71902 N
MBN 1
W tl tl W
T50119 2
WA WA WA WA 209-00701 tlP 71903 N
WBN 1
N tl tl tl T50218 2 tlA WA tlA tlA 236-00~i01 tlP 71901 N
MBW 1
tl tl W
W T50155 2
WA WA WA NA
'86-235-00101 MP 71905 N ltBt) 1 tl tl tl W
T50lll 2 tlA WA NA NA QTC QTC QTC QTC TVA'S MERIT RAISE PAY SYSTEtl DOES NO T FUWCTIOtl AS A TRUE MERIT SYSTEM SH OULD.
TVA OWLY AUTHORIZES A CERTAIN AtlOUtlT OF tlOWEY (OR IflCREASE "SLOTS
") p REGARDLESS OF THE tlUMBER OF PERS ONS THAT ARE COtlSIDERED t'lERITORIOUS.
NUCLEAR POHER CONCERN.
CI HAS WO FURTHER INFORMATIOtl.
ItlADEQUATEp UtlJUSTp AtlD ItlCOtlSISTAWT CRITERIA IS UTILIZED It( THE MERIT P
AY PROGRAM.
THERE ARE tlO llRITTEtl GU IDELIWES AVAILABLETO EtlPLOYEES STAT ING THE REQUIREtlEtlTS FOR MERIT RAISE Sp WOR DOES THE SUPERVISOR, DURItlG T HE PERFORtlAtlCE OF EMPLOYEE EVALUATIO NSp EXPLAItl TO THE EMPLOYEE THE REQU IREMEtlTS FOR MERIT RAISES.
IT APPEA RS THAT FOR THE MOST PART, MERIT RAI SES ARE Otl THE "BUDDY BUDDY SYSTEM".
A LOT OF YOUtlGER C3'S ARE BEItlG PR OMOTED TO Cl'Sp COWSEQUEWTLYp GETTItl G
A RAISE.
CI HAS WO ADDITIONAL TVA'S MERIT COl'1PEtlSATIOtl PROGRAM DOE S
WOT llORK.
THE BOSSES'AVORITES A
LllAYS "tlERIT" HIGHER THAW AWYOtlE ELS E:
GOOD MORK DOES WOT SEEtl TO COUNT.
CI HAS tlOT FAVORITEp AtlD SO A LESS EXPERIENCED CO-llORKER MHO HAS OWE 0 F THE SUPERVISOR'S FAVORITES HAS ARB ITRARILY GIVEtl t'1ERIT RAISE l'lHILE CI' PERFORMAtlCE HAS EQUALLY AS GOOD.
DETAII.S KWO)lW TO QTC HITHHELD TO MAI NTAIW CONFIDENTIALITY.
WO FOLLOH UP REQUIRED.
TVA PERSOtltlEL OW THE "SB" PAY SCALE ARE UNDERPAID BY APPROXIMATELY Slp00 0.00 PER YEARp HHEtl COMPARED TO EQUI VALENT HORK OUTSIDE OF TVA.
COWSTRU CTIOtl DEPT COtlCERtl.
CI HAS tl0 FURTH ER IWFORMATIOtl.
CONCERNS ARE GROUPED BY FIRST 3 DIGITS OF SUBCATEGORY NUMBER.
nri
FEREWCE
" ECPS132J-ECPS132C EQUEtlCY REQUEST P
ISSS RHN EGORY:
HP ttGT.
8 PERS.
ISSUES TENNESSEE EY AUTHORITY OFFICE OF tlUCLEAR POllER Et'1PLOYEE COtlCERtl PROGRAH SYSTEtl (ECPS)
EtlPLOYEE COWCERtl INFORHATIOH BY CATEGORY/SUBCATEGORY
.SUBCATEGORY< 719 TVA SALARIES tlOT COtiPARABLE TO OUTSIDE TVA PAG
1.0 RUtl TIt1E - 10: 06>> 39 RUtl DATE 03/10/87 SUB OWCERtl tlUtlBER CAT CAT S
H R PLT D
LOC 1
REPORT APPL 2 SAF RELATED BF BL SQ HB HISTORICAL CONCERN REPORT ORIGItl COHCERtl DESCRIPTION REF.
SECTION CAT HP SUBCAT 719 262-00101 tlP 71905 tl llBH T50161 1
tl tl tl tl 2
HA tlA NA tlA QTC THE LOH PAY FOR HAttY SKILLED PERSOtltl EL IS CAUSItlG TVA TO TRAIN PEOPLE llH 0 ARE "GREEt)"
OR ItlEXPERIEWCED AtlD T HEH LOSE THEN TO OUTSIDE COHPAWIES.
TVA ALSO HAS DIFFICULTY RECRUITItlG GOOD PEOPLE DUE TO LOH PAY.
NUCLEAR POHER DEPT CONCERN.
CI HAS WO FURT HER IHFORHATIOH. 267-00501 T5 0150 IH 60600 S
HBN 1
2 02 t1P 71910 S
HBH 1 tl H
tl N
2 HA WA HA WA 278-00301 HP 71908 H l'lBH 1
N H
N H
T50252 2 tlA tlA WA tlA 003-01501 HP 71907 tl HBtl 1
tl tl H
tl T50106 2 tlA tlA tlA tlA
-85'02600301 HP 71901 H llBtl 1
H tl tl tl T50082 2
HA HA HA HA IH"86-267-005 QTC QTC QTC QTC CI EXPRESSED A COtlCERH RELATIVE TO I NPROPRIETIES IH AW ENPLOYEE CotlPEWSA TIOW PROGRAH.
DETAILS KWOlltl TO QTCp llITHHELD DUE TO COtlFIDEtlTIALITY.
tl UCLEAR POllER DEPT.
COtlCERtl.
C/I HAS tlO FURTHER IttFORthATIOH.
WO FOLLOtl UP REQUIRED.
VARIOUS PERSOtltlEL IW A DEPARTHEtlT (K ttOtlH) ARE CALLItlG THE PAYROLL DEPART tlEWT AWD REQUESTItlG ItlFORtlATIOW REGA RDItlG PAYCHECK ANOUtlTS.
BOTH AUTHOR IZED AWD UtlAUTHORIZED PERSOtltlEL ARE DOING THIS.
SUPERVISORS (tlAMES KtlOH W)
HAVE HOT BEEN ABLE TO STOP OR PRE VENT THIS PRACTICE.
WO ADDITIOtlALI HFORtlATIOtl AVAILABLEIH FILE.
COtlST RUCTIOtl DEPARTtlEtlT CONCERN.
EHPLOYEES NOT ALLOHED TO RECEIVE CHE CK EARLY EVEtl llHEtl LEAVItlG FOR A FAN ILY ENERGEWCY.
(ttAttES/DETAILS KWOlltl TO QTC AtlD RELEASE OF THIS IWFORtlAT IOtl llOULD JEOPARDIZE CI'S COWFIDEWTI ALITY) HO FOLLOH UP REQUIRED EHPLOYEE REQUEST FOR PAY INCREASE WO T PROPERLY ADDRESSED BY SUPERVISIOW.
(tlAtlES AtlD DETAILS ARE KtlOlltl.)
C/
I DOES NOT PERHIT DISCLOSURE OF IDEN TITY.
COtlCERtlS ARE GROUPED BY FIRST 3 DIGITS OF SUBCATEGORY NUHBER.
7 jl 0
FEREWCE ECPS132 J "ECPS132C EQUEtlCY REQUEST P
ISSS RNM EGORY:
MP MGT.
8 PERS.
ISSUES TENNESSEE LEY AUTHORITY PAG lg OFFICE OF tlUCLEAR POllER RUW TIME 10. 39 EMPLOYEE CONCERN PROGRAM SYSTEM (ECPS)
RUW DATE 03ZIOr'87 Et1PLOYEE COtlCERW ItlFORt'1ATIOtl BY CATEGORY/SUBCATEGORY SUBCATEGORY) 719 COtlCERtlS HITH INSUFFICIENT INFORMATION TO EVALUATE OtlCERtl tlUMBER CAT S
H SUB R PLT CAT D LOC 1
REPORT APPL 2
SAF RELATED BF BL SQ llB HISTORICAL CONCERN REPORT ORIGIN CONCERN DESCRIPTIOH REF.
SECTION CAT
" MP SUBCAT 719 tt-86-00<i-01501 T50264 MP 71910 W SQtl 1
tl tl W
N 2
WA HA tlA ttA QTC SPECIFIC SUPERVISORS (KWOHtl) ARE PER MITTED TO HIRE SUBORDINATES AT A HIG HER PAY SCALE THAtl THEY ARE AWD TVA POLICY STATES THAT SUPERVISORS 1'1UST MAKE A CERTAItl PERCENT t'lORE THAtl THE IR SUBORDItlATESl RESULTItlG Itl THE SU PERVISORS COWTROLLIWG THEIR 01'lW SALA RY INCREASES.
(ttAttES/DETAILS KtlOHtl TO QTC, llITHHELD TO MAItlTAItlCOtlFIDE NTIALITY).
HO FURTHER IWFORl'1ATIOW 11 AY BE RELEASED.
tlUCLEAR POHER CONGE RH.
t1-86-007-00101 MP 71910 W
SQW 1 tl tl H
tl T50263 2
HA HA tlA tlA QTC Et1PLOYEE'S PAY STATUS HAS IMPROPERLY DETERMItlED.
DETAILS KtlOI'ltl TO QTCi HITHHELD DUE TO COtlFIDEtlTIALITY.
tl0 FURTHER ItlFORtlATIOtl MAY BE RELEASED P-85-002"00101 thP 71901 H
SQW 1 tl tl tl
- tl T50217 2
HA tlA NA WA QTC SEQUOYAH CI STATED THAT THE CURREtl T MERIT PAY RAISE SYSTEM IS tlOT FAIR TO THE INDIVIDUAL E11PLOYEE.
CI PRE FERRED THE OLD SYSTEMS l'lHEREBY RAISE S
HERE GIVEN BASED UPON TIME llITH TV A 'llITHOUT AtlY LETTERS OF REPRItlAtlD.
CI SUGGESTED THAT THE tlEll t1ERIT PAY RAISE SYSTEM DISCRIMItlATED AGAItlST THE "TEAM llORKER" BY EtlCOURAGItlG EAC H INDIVIDUAL TO ACT AUTOtlOMOUSLY IW ORDER TO STAtlD OUT AtlD AHEAD OF THE REST.
CI SUGGESTED THAT THE SYSTEtl RESULTS IW THE INDIVIDUAL HORKER "MA KItlG GOOD" AT THE EXPENSE OF FEL W-0250 01 MP 71905 tl HBtt 1 tl H
tl H
2 HA HA tlA HA OECP MAGE DIFFEREtlCE BETllEEtl tlUCLEAR POllE R
HOURLY LABORERS AtlD NUCLEAR POHER AtlWUAL LABORERS.
COtlCERNS ARE GROUPED BY FIRST 3 DIGITS OF SUBCATEGORY NUMBER.
FEREtlCE ECPS132 J-ECPS132C EQUEtlCY
- REQUEST P
ISSS RMM EGORY:
MP MGT. 8 PERS.
ISSUES TENNESSEE LEY AUTHORITY OFFICE OF NUCLEAR POHER Et1PLOYEE COIICERtl PROGRAM SYSTEM (ECPS)
EtIPLOYEE CONCERN ItlFORI1ATIOH BY CATEGORY/SUBCATEGORY SUBCATEGORY'19 FINAL COIPPEIISATIOH Otl LAST HORKDAY PAG
12 RUH TIIPE 10: 06-.39
. RUtl DATE 03/10/87 OtlCERH HUIIBER S
H SUB R PLT CAT D LOC 1
REPORT APPL 2 SAF RELATED BF BL SQ HB HISTORICAL CONCERN REPORT
~ ORIGItl CONCERN DESCRIPTIOH REF.
SECTION CAT MP SUBCAT 719 P-85-005-00301 T50235 MP 71909 H
WBH 1N H
tl H
2 HA HA HA HA MBP"5-005-003 QTC TVA IS HITHHOLDItlG AtltlUAL LEAVE AWD SEVERANCE t10tlIES FOR UP TO SIX IIEEKS AFTER LAY OFF.
THIS POLICY CREATES A FItlAllCIAL HARDSHIP Otl SOME Et1PLOY EES.
CONSTRUCTION DEPARTMENT CONGER W.
CI HAS WO FURTHER IHFORI1ATIOW.
tlO FOLLOH UP REQUIRED.
P-85-005-00501 thP 71910 H
ISBN 1 tl W
N H
T50235 2
HA HA HA tlA P-86-012-00101 MP 71901 tl HBN 1
H H
N W
T50263 2
HA HA tlA HA P-86-013-00101 MP 71910 N HBII 1
H H
H H
T50246 2
HA HA NA NA P-86-013" 00601 MP 71910 N NBN 1
N N
N tl T5026<i 2
NA tlA HA HA QTC QTC QTC QTC CI IS BEItlG DEtlIED HOLIDAY PAY BECAU SE OF A TVA t1ISTAKE Itl DETERMINItlG C I'S LAY OFF DATE.
(IIAMES/DETAILS Ktl ONW TO QTC AWD HITHHELD TO I'IAIWTAIW COWFIDEtlTIALITY.)
tl0 FURTHER ItlFOPM ATIOtl tlAY BE RELEASED.
COWSTRUCTIOtl DEPARTtIEtlT COHCERtl.
CI HAS tl0 FURT HER ItlFORMATIOtl.
tl0 FOLLOH UP REQUI RED.
CI DOES HOT THItlK THE MERIT SYSTEM I S
FAIRp AWD FEELS THAT SOIIE INDIVIDU ALS RECEIVE I'IORE MERIT RAISES THAtl 0 THERS.
CERTAIN INDIVIDUALS (KWOHW)
ALLEGEDLY RECEIVE MERIT RAISES EACH TIt1E OHE IS AVAILABLE'UETO A PERS OWAL RELATIOtlSHIP BETHEEtl THE ItlDIVI DUAL AWD THE ItlDIVIDUAL'SSUPERVISOR (KWOHW).
CI HAS HOT RECEIVED MOtlIES tlOR SEtlIO RITY STATUS AS AGREED TO BY TVA OVER OHE tIOIITH AGO.
DETAILS KtlOIIW TO QT Ci llITHHELD DUE TO COWFIDEtlTIALITY.
NO FURTHER ItlfORMATIOH t1AY BE RELEA SED.
CONSTRUCTION DEPARTMENT CONGER N.
CI HAS HO FURTHER INFORMATION.
t1AtlAGEI'1EIIT REDIRECTED t10tlIES DUE TO CI IlITHOUT THE CI'S APPROVAL OR KtlOII LEDGE.
(IIAMES/DETAILS KtlOIltl TO QTC AtlD IIITHHELD TO tIAItlTAItlCOtlFIDENTIA LITY).
HO FURTHER ItlFORMATIOH IIAY B E RELEASED.
COtlSTRUCTIOII DEPARTMENT CONCERN.
CI HAS NO FURTHER IWFORIIA TIOW.
0
F EREtlCE ECPS132J-ECPS132C EQUENCY REQUEST ISSS - Rlltt EGORY:
ttP HGT.
& PERS.
ISSUES TEtltlESSEE LEY AUTHORITY OFFICE OF tlUCL'EAR POllER EHPLOYEE COtlCERtl PROGRAtl SYSTEH (ECPS)
EMPLOYEE CONCERN ItlFORt1ATIOtl BY CATEGORY/SUBCATEGORY SUBCATEGORY'19 DIFFICULTY Itl GETTIWG PAY CHECKS EARLY PAG 13 RUtl TItlE 10:06'39 RUtl DATE - 03/10/87 OtlCERtl tlUtlBER S
H SUB R PLT CAT'AT D LOC 1
REPORT APPL 2
SAF RELATED BF BL SQ HB HISTORICAL CONCERN REPORT ORIGIN COWCERtl DESCRIPTIOtl REF.
SECTIOtl, l CAT t<P SUBCAT 719 006-00101 T50032 009-00101 T50031 HP 71907 N HBtt HP 71907 W llBW 1 tl tl tl tl 2 tlA tlA tlA NA 1 tl tl tl tl 2
WA tlA tlA NA QTC QTC PERSOtlNEL Otl 2tlD SHIFT CAtltlOT RECEIV E THEIR PAYCHECKS EARLY EVEtl IF SPEC IFICALLY REQUESTED.
C/I FEELS HE SHOULD BE PAID Otl THURS DAY INSTEAD OF FRIDAY BECAUSE THURSD AY IS THE LAST DAY OF HIS HORK ttEEK. 066-01001 t~P 71901 tl HBN 1
W W
tl W
T50101 2 tlA NA WA tlA 103-00101 NP 71909 N HBN 1 tl tl N
W T50217 2 tlA tlA tlA tlA QTC QTC
'I FEELS THAT PERSOtltlEL HITH SENIORI TY ARE BEING PUNISHED BY SUPERVISIOtl (NAHE AWD DEPT KWOl'ltl) IN REGARD TO ttERIT It/CREASES.
ttEll HIRE PERSOtltlEL ARE BEItlG GIVEtl tlERIT It(CREASES TO BRItlG THE WEll HIRE'S SALARIES UP TO THE LEVEL OF EXPERIEtlCED PERSOtltlEL H
ITH SEtlIORITY.
CI STATES THAT THIS POLICY PEttALIZES/PUtlISHES Et1PLOYEES HITH YEARS OF SENIORITY.
NUCLEAR PO HER CONCERN.
CI COULD NOT PROVIDE AD DITIOWAL ItlFORt1ATIOW.
CI SUFFERED A FItlAWCIAL HARDSHIP DUE TO TVA'S ItlADEQUATE SYSTEHp E.S.
p RECEIVED PAYROLL CHECKS LATE.
(DETA ILS KtlOHN TO QTC AtlD HITHHELD TO HAI tlTAItt COWFIDEtlTIALITY). CI HAS WO F
URTHER IttFORthATION.
"85-076-00101 T50105 HP 71910 N
BLW 1
N N
N W
2 tlA NA WA tlA XX-85-076-001 QTC BELLEFOWTE: CI HAS WOT RECEIVED BACK COttPEttSATIOtt PAY llHICH TVA AGREED T 0 PAY.
(tkAHES/DETAILS TO THE SPECIF IC CASE ARE KWOHW TO QTC AWD tlITHHEL D TO HAItlTAItt CONFIDENTIALITY).
COW STRUCTION DEPT.
CONCERN.
CI HAS WO FURTHER IttFORt1ATIOtl.
NO FOLLOH UP R
EQUIRED.
COtlCERWS ARE GROUPED BY FIRST 3 DIGITS OF SUBCATEGORY tlUHBER.
=EREtlCE ECPS132J-ECPS132C
- QUEllCY
- REQUEST ISSS RHH
.GORY'lP HGT.
8 PERS.
ISSUES TEtltlESSEE EY AUTHORITY OFFICE OF tlUCLEAR POllER EHPLOYEE COWCERtl PROGRAtl SYSTEH (ECPS)
EHPLOYEE CONCERtl ItlFORNATIOtl BY CATEGORY/SUBCATEGORY SUBCATEGORY'19 CONCERtlS i<1TH INSUFFICIENT ItlFORHATIOtl TO EVALUATE PAG
1$
RVtl TIt1E 10:06.39 RVtl DATE " 03/10i87
)tlCERW tlUHBER CAT S
H SUB R PLT CAT D LOC 1
REPORT APPL 2 SAF RELATED BF BL SQ llB HISTORICAL COtlCERtl REPORT ORIGIN CONCERN DESCRIPTIOtl REF.
SECTIOW t'AT
" HP SVBCAT - 719 "85-076-00201 T50105 tlP 71910 N BLN 1
N N
W N
2 NA WA tlA WA XX-85-076-002 QTC BELLEFONTE: CI FEELS TVA SHOULD REIt1 BURSE HIt1 FOR HIS ATTORtlEY FEES IWCU RRED l<HILE REPRESEWTItlG HIH OW A JOB RELATED It(JURY CASE.
(WANES/DETAIL S
TO THE SPECIFIC CASE ARE Ktl01'tW TO QTC AtlD IlITHELD TO HAItlTAItlCOWFIDEN TIAITY).
COtlSTRUCTIOW DEPT.
COtlCERtl CI HAS WO FURTHER IttFORtlATIOtl.
tl 0 FOLLOH UP REQUIRED.
66 CONCERtlS FOR CATEGORY HP SUBCATEGORY 719 COtlCERtlS ARE GROUPED BY FIRST 3 DIGITS OF SUBCATEGORY tlUHBER.
ATTACHMENT B PAY List of Concerns by Element/Issue This Subcategory Report (71900) addresses ten issues raised by 66 employee concerns about pay.
Salar Polic Merit Pa Plan 71901 Favoritism In Merit Pay Awards IN-85-047-001 IN-85-386-001 IN-85-419-001 IN-85-431-001 IN-85-549-002 XN-85-863-001 IN-85-964-004 71902 - Merit Plan Funding BLNONPEC05 XN-86-016-001 IN-86-035-002 IN-86-234-004 PH-85-024-003 SQP-85-002-001 MBP-86-012-001 WI-85-046-010 IN-86-067-001 71903 Merit Award Criteria Unclear IN-86-209-007 71904 Merit Awards Not Grievable IN-85-995-004 TVA Salar Com arabilit 71905 - TVA Salaries Not Comparable to Outside Salaries BFM-86-005-001 BFM-86-006-001 BFM-86-008-001 EX-85-024-001 IN-85-113-002 IN-85-333-002 IN-85-344-001 IN-85-498-001 XN-85-549-004 IN-85-732-001 IN-85-738-002 IN-85-764-001 IN-85-775-001 IN-85-906-003 XN-86-058-001 IN-86-235-001 IN-86-242-001 VBN-0250 Page 1 of 2
ATTACHMENT B (continued)
Mana ement Pa Plan 71906 - Management Salaries and Bonuses BLNONPEC003 IN-85-542-002 IN<<85-680-003 IN-86-038-001 Pa and Distribution Policies 71907 - DifficultyGetting Check Early IN-85-596-002 IN-8S-716-001 IN-86-020-003 PH-85-003-015 WE-85-006-001 WI-85-009-001 71908 - Payroll Information Improperly Released IN-86-278-003 71909 - Final Compensation Should Be Paid on Last Workday EX-85-065-001 WBP-85-005-003 WI-8S-103-001 Miscellaneous Concerns 71910 - Concerns With Insufficient Information to Evaluate EX-85-017-001 EX-85-079-001 EX-85-080-002 EX-85-193-002 IN-8S-531-001 IN-85-785-007 IN-85-972-001 IN-86-057-001 IN-86-267-005 SQM-86-004-015 SQN-86-007-001 WBP-85'-005-005 WBP-86-013-001 WBP-86-013-006 XX-85-076-001 XX-85-076-002 Page 2 of 2
ATTACHMENT C SURVEY EXTRACT ANNUAL RATES Level 3 - United States Level 3
Southeast SC TVA rate eff. 9/29/86 Mechanical Engineer Level 3
United States Level 3 - Southeast SC TVA rate eff. 9/29/86 Budget Analyst (Officer)
Level 3 - United States Level 3
Southeast SA TVA Drafter United States Southeast SE-4 TVA Min
$29,100 28,000 30,600 Min
$28,800 27,800 30,600 Min
$27,100 23,500 25,500 Min
$19,200 170300 20,100 Max
$43,400 42,100 43,400
$42,800 41,700 43,400 Max
$41,200 37,000 37,100 Max
$27,500 24,900 26,900 Source:
Executive Compensation Source Professional g Scientific Personnel Report 1986/87 edition,
b y ~ I ~
ATTACHMENT D Health Physics Technicians,
- Utilities Min Max Survey Data TVA SE-5
$26)676 28,6101
$31,500 30 4002 Health Physics Technicians Non Utilities Min Max Survey Data TVA
$19,872 28,610
$27,372 30,400 Source:
Oak Ridge Associate Universities 1986 Salary Survey.
SE-5, Step 6 rate SE-5, Step 8 rate
A ~ a ~