ML18033A638
| ML18033A638 | |
| Person / Time | |
|---|---|
| Site: | Browns Ferry  |
| Issue date: | 02/18/1988 |
| From: | Robertson T, Russell J TENNESSEE VALLEY AUTHORITY |
| To: | |
| Shared Package | |
| ML082340470 | List:
|
| References | |
| 70800, 70800-V07-R04, 70800-V7-R4, NUDOCS 8902210276 | |
| Download: ML18033A638 (42) | |
Text
EMPLOYEE CONCERNS SPECIAL PROG VOLMriE7
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hGVl'AGEMENTAle PERSONNEL CATEGORY SUBCATEGORY REPORT 70800 MOWV.E UPDATED NUCLEAR POWER
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TVA EMPLOYEE CONCERNS SPECIAL PROGRAM REPORT NUMBER:
70800 REPORT TYPE:
Management and Personnel Subcategory REVISION NUMBER:
4 TITLE:
Morale PAGE 1 OF 13 1I I
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REASON FOR REVISION:
Deletion of one concern from issue 70802.
PREPARED BY:
PEER:
PREPARATION SIGNATURE REVIEMS con. 4 9 /9lg DATE SIGNATURE DATE TAS:
SIGNATURE CONCURRENCES DAT SIGNATURE DATE CEG-H:
SRP:
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SIGNATU DATE R
APPROVED BY:
ECSP MANAGER DATE N/A MANAGER OF NUCLEAR POWER CONCURRENCE (FINAL REPORT ONLY)
DATE
<<SRP Secretary's signature denotes SRP concurre'nces are in files.
1008T
TVA EMPLOTEE CONCERNS SPECLQ PROGRAM REPORT NUMBER:
70800 FRONT MATTER REV:
3 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 level.
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.
Additionally, at the end of each subcategory report will be a Subcategory Summary Table that includes the concern numbers; identifies other subcategories that share a
concern; designates nuclear safety-related, safety significant, or non-safety related concerns;,
designates generic applicability; and briefly states each concern.
Either the Subcategory'Summary Table or another attachment or a combination of the two will enable the reader to find the report section or sections in which the issue raised by the concern is evaluated.
TVA EMPLOYEE COHCERHS SPECIAL PROGRAM REPORT HUMBER:
70800 FROHT MATTER 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 V~ley Authority Employee Concerns Task Group Program Manual.
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.
TVA EMPLOYEE COHCERHS SPECIAL PROGRAM REPORT HUMBER:
70800 FROHT MATTER REV:
2 PACE iii OF viii ECSP GLOSSARY OF REPORT TERMS*
c as a
o o
v ated s
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.,
co ec ve a
an analysis which determines the importance and consequences of the findings in a particular ECSP report by putting those findings in the proper perspective.
~co e~
(see "employee concern")
co ect ve ac o
steps taken to fix specific deficiencies or discrepancies revealed by a negative finding and, when necessary, to correct causes in order to prevent recurrence.
cr te o
ura c
e a
a basis for defining a performance,
- behavior, or quality which OHP imposes on itself (see also "requirement").
e t o e
e o
an optional level of ECSP report, below the subcategory level, that deals with one or more issues.
m o
e o
a formal, written description of a circumstance or circumstances that an employee thinks
- unsafe, mQust, inefficient or inappropriate; usually documented on a K-form or a form equivalent to the K-form.
TVA EMPLOY% COHCERHS SPECIAL PROGRAM REPORT HUMBER:
70800 FROHT MATTER REV:
2 PAGE iv OF viii grouping of employee concerns.
d~i s
includes both statements of fact and the judgments made about those facts during the evaluation process; negative findings require corrective action.
~sue a potential problem, as interpreted by the ECTG during the evaluation
- process, raised in one or more concerns.
K-f~o (see "employee concern")
evaluation judgment or decision may be based.
root cause the underlying reason for a problem.
+Terms essential to the program but which require detailed definition have been defined in the ECTG Procedure Manual (e.g., generic, specific, nuclear safety-related, unreviewed safety-significant question).
TVA EMPLOYEE COHCERHS SPECIAL PROGRAM REPORT NUMBER:
70800 FROST MATTER REV:
2 PAGE v OF viii Acronyms AI AISC ANSI ASME ASTM Administrative Instruction American Institute of Steel Construction As Lov As Reasonably Achievable American Nuclear Society American National Standards Institute American Society of Mechanical Engineers American Society for Testing and Materials AWS American Welding Society BFN BLN CAQ CAR Brovns Ferry Nuclear Plant Bellefonte Huclear Plant Condition Adverse to Quality Corrective Action Report CATD Corrective Action Tracking Document CCTS Corporate Commitment Tracking System CEG-H Category Evaluation Group Head CFR CI Code of Federal Regulations Concerned Individual CMTR Certified Material Test Report COC DCR DNC Certificate of Conformance/Compliance Design Change Request Division of Huclear Construction (see also NU CON)
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TVA EMPLOYEE COHCERHS SPECIAL PROGRAM REPORT NUMBER:
70800 FROHT MATTER REV-2 PAGE vi OP viii DHQA DHT DOE DPO DR ECH Division of'uclear Engineering Division of Nuclear Quality Assurance Division of Nuclear Training Department of Energy Division Personnel Officer Discrepancy Report or Deviation Report Engineering Change Hotice ECP Employee Concerns Program ECP-SR Employee Concerns Program-Site Representative ECSP Employee Concerns Special Program ECTG Employee Concerns Task Group EEOC Equal Employment Opportunity Commission EQ Environmental Qualification EN DES Emergency Medical Response Team.
Engineering Design ERT Employee
Response
Team or Emergency
Response
Team FCR FSAR HCI HVAC INPO IRN Field Change Request Final Safety Analysis Report
'iscal Year General Employee Training Hazard Control Instruction Heating, Ventilating, Air Conditioning Installation Instruction Institute of Nuclear Power Operations Inspection Rejection Notice
TVA EMPLOY COHCERHS SPECIAL PROGRAM REPORT HUMBER:
70800 FRONT MATTER REV-2 PAGE vii OF viii L/R Labor Relations Staff M&AI Modifications and Additions Instruction MI Maintenance Instruction MSPB Merit Systems Protection Board MT Magnetic Particle Testing HCR Honconforming Condition Report NDE Nondestructive Examination NPP Nuclear Performance Plan NPS Non-plant Specific or Huclear Procedures System NQAM Huclear Quality Assurance Manual NRC Nuclear Regulatory Commission NSB Nuclear Services Branch NSRS Huclear Safety Reviev Staff HU CON Division of Nuclear Construction (obsolete abbreviation, see DNC)
NUMARC Nuclear UtilityManagement and Resources Committee OSHA ONP OWCP Occupational Safety and Health Administration (or Act)
Office of Huclear Pover Office of Workers Compensation Program QAP QC QCI Personal History Record Liquid Penetrant Testing Quality Assurance Quality Assurance Procedures Quality Control Quality Control Instruction
TVA EMPLOYEE CONCERNS SPECIAL PROGRAM REPORT HUMBER:
70800 FRONT MATTER REV:
2 PAGE viii OF viii QCP QTC RIF RT SQN SI Quality Control Procedure Quality Technology Company Reduction in Force Radiographic Testing Sequoyah Huclear Plant Surveillance Instruction SOP Standard Operating Procedure SRP SWEC TAS TVA TVTLC Senior Reviev 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 WBECSP Watts Bar Employee Concern Special Program WBN Watts Bar Nuclear Plant Work Request or Work Rules Workplans A 'I
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MORALE Subcategory Report 70800 Executive Summary This subcategory includes 67 employee concerns which raised two general issues.
The two issues are (1) dissatisfaction with some part of the work environment and (2) general expressions of concern about low morale.
Concerns mentioning specific causes for morale problems were included in other subcategory reports such as Management Techniques (70600),
Work Rules (70200),
or Overtime (70400).
A comparison of the findings of earlier surveys of morale with surveys and interviews conducted for this evaluation found that factors affecting morale do not change much over time.
Employees are concerned with petty harassment,
. confusing or inconsistent work rules, and improvements in the work environment.
The findings also reveal that many employees feel morale is improving at the Watts Bar Nuclear Plant and throughout the Office of Nuclear Power (ONP) because positive changes are being made.
There is no clear dividing line between high morale and low morale:
just what constitutes an acceptable level of morale is difficult, if not impossible, to determine.
Nevertheless, ONP must recapture the trust and confidence of its employees if it is to achieve its nuclear mission efficiently.
The morale problem can be solved, as is evident by the progress already made.
Poor communications was the factor mentioned most as the cause of morale problems.
Other factors frequently mentioned were authoritarian management, nit-picking supervision, favoritism in job selections, and retaliatory actions by supervisors, These topics are being addressed specifically in other reports.
Steps taken during the past year to improve morale are showing positive results.
Implementation of the Corporate Nuclear Performance Plan (Volume 1
of TVA's Nuclear Performance Plan) is helping to improve morale by altering the management practices that created some of the morale problems.
Corrective actions resulting from other Management and Personnel subcategory evaluations will also help.
A procedure for performing a trend analysis of progress in employee/management relations will be developed by the Nuclear Per'sonnel Staff as an aid in assessing morale.
These analyses will be reiriewed by the Manager of ONP, who will determine when and if additional corrective action is needed.
3947T Page 1 of 1
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TVA EMPLO'TEE CONCERNS SPECIAL PROGRAM REPORT NUMBER:
70800 REVISION NUMBER' PAGE 2
OF 13 1.0 CUAKACTERIZATION Ol'SSUES There are 67 concerns about poor morale and its causes.
The majority of these concerns point to management, as the cause of the problem.
Basically, these concerns constitute two major issues described below.
1.1 Issue 70801 - Dissatisfaction with Some Part of the Work Environment (Thirteen Concerns)
There were 13 concerns addressing problems in the work environment.
Each of these concerns was a request for a service to be added or a
change to be made in work surroundings.
Examples are requests for a shuttle bus for field employoos and a request that vending prices be the same at all plant vending areas.
1.2 Issue 70802 General Ex ressions of Concern about Low Morale (Fifty-Four Concerns)
The remaining 54 concerns were in the form of general
- opinions, The individuals would make flat statements regarding morale, such as "There is a morale problem al Watts Bar" or "Morale has declined."
Some offered opinions on the cause of poor morale.
Because the concerns in issue two are so general, the evaluation of them also must be general.
Tt will be an attempt to trace the background of the~ problem of low morale and to,establish criteria by which the problem can be put into perspective.
Only then can the collocLive significance and possible causes be discussed or corrective action be taken.
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 Issue All Management and Personnel Category concerns having a technical component (including all concorns designated Nuclear Safoly 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.
2.0
SUMMARY
The issue in section 1.1 addresses the work environment.
Tho issue regarding morale in section 1.2 is a very general concern about low morale or poor attitudes.
Concerns mentioning specific causes for morale problems wore included in other subcategory reports such as Management Techniques, Work Rules, or Overtime.
TVA EMPLOYEE CONCERNS SPECIAL PROGRAM REPORT NUMBER:
70800 REVISION NUMBER:
4 PAGE 3 OF 13 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.
Examining the concerns revealed that a variety of factors affect an individual's morale on the job.
To find the factors identified previously; past surveys and reports were reviewed.
The findings of earlier examinations on morale were compared with the findings revealed in the surveys and interviews conducted during the investigation.
A comparison of the findings shows that factors affecting morale do not change much over a period of time.
Employees are concerned with petty harassment, work rules, and the work environment.
The findings also reveal that employees feel morale is improving at Watts Bar Nuclear Plant (WBN) and for the Office of Nuclear Power (ONP) as a whole because positive changes are being made.
There is no clear standard or dividing line between poor morale and good morale. It is an impossible task to please all employees.
There are also many causes for morale problems.
As the MacDonald Re ort (described in section 3.0) pointed out, employees at different grade levels have different concerns about their jobs.
The one common problem brought out in the employee interviews was poor management/employee communications.
However, it was also found that improvements in employee. morale have taken place within the past year.
During the past year steps taken to improve morale are showing positive
- results, as noted by managers and employees.
- However, employees remain skeptical that the improvements may be merely quick fixes and that underlying problems will remain unresolved.
Management, both line managers and top management, must demonstrate that the improvements are permanent by taking visible, direct action on employee concerns.
Only then will employees
- regain, lasting trust and confidence in the Office of Nucleap Power.
Until confidence is fully restored, there is a need for a regular survey to measure attitude changes and thereby help managers identify the effects of specific programs on employee attitudes.
3.0 EVALUATION PROCESS 3.1
~Baak round An examination of the problem of poor morale must establish why so many employees became disillusioned with working conditions and the environment at WBN.
Some more specific issues will be mentioned or briefly discussed;
- however, these specific issues will be examined closely in other Management and Personnel subcategory reports.
Low morale can be caused by several factors, so it is necessary to determine which factors played key roles in creating the problems at WBN.
TVA EMPLOYEE CONCERNS SPECIAL PROGRAM REPORT NUMBER:
70800 REVISION NUMBER:
4 PAGE 4
OF 13 Nevertheless, morale is also a matter of perceptions.
It is crucial that ONP employees have reason to perceive that ONP managers, starting with the Manager of Nuclear Power, care about the well-being of their employees.
This perception can be fostered by deeds (direct action on employee concerns),
but it can also be fostered by management style.
Those managers who seldom have morale problems publicly acknowledge'hat their employees do well and provide consistent, regular feedback on how their employees can do better.
Upper management realized several years ago that there was an attitude problem and wanted to determine the cause.
In 1981, Dr. Patricia C. Smith and Dr. Robert E. Dunbar from the MacDonald Motivational Research Center were commissioned to determine the cause of this problem and to offer suggestions which might improve the situation..
The MacDonald Re ort, interviews, and other surveys done by TVA are being used as the basis for information in this report.
Recent interviews with 33 employees and managers and 13 survey responses are used to gauge changes in attitudes since the timeframe of the concerns.
Other information has been obtained from management surveys and from employee programs onsite.
3.2 Source Documents The following were documents reviewed and interviews conducted in order to determine the causes of poor morale.
1.
Dia nostic Evaluation of Morale and Productivit at Watts Bar, by MacDonald Motivation, 1981, 2.
"Attitude Surveys for M-1/M-5 grade employees for 1983,
- 1984, and 1985."
3.
Data from Employee Involvement Program on quality of the work environment, June 1986.
4.
Interview with Project Manager, Guenter Wadewitz, on positive changes and future goals, May 1986.
5.
Interviews with a range of general employees regarding the work environment and the recent changes in ONP.
There were 46 interviews, conducted both individually and in group'sessions.
Of this total, 13 were individual, formal interviews done for the Employee Concerns Program in May/June 1986.
6.
Data obtained from minutes of the Communications Committee Meeting, January - June 1986.
TVA EMPLOYEE CONCERNS SPECIAL PROGRAM REPORT NUMBER:
70800 REVISION NUMBER:
4 PAGE 5
OF 13 7.
"Standard Operating Procedure 46," Employee Involvement
- Program, February 1986.
8.
"Watts Bar Nuclear Plant - Current Status, Future Directions,"
memorandum from Project Manager, Guenter
- Wadewitz, September 23, 1985.
9.
Previous responses to individual Quality Technology Company (QTC) concerns, Fall, 1985.
10.
"Nuclear Dispatch,"
November 8, 1985; Volume 1, Number 103, June 25, 1986.
ll.
"Watts Bar Nuclear Plant - Unit 2 and Balance of Plant,"
memorandum from Willie Brown, November 6, 1985.
12.
ONP's Nuclear Performance
- Plan, Volume 1.
Revised July 31, 1986.
To determine the extent to which the issues identified problems in need of corrective action, several sources were used as primary
'nformation.
These primary sources were:
1.
Employee surveys and interviews.
Thirteen of the interviews were formal and standardized.
The remaining employees met with the evaluator in groups of 12-15.
The meetings became discussions of morale and how it affected work, The findings from each group were compared with statements made in the concerns.
2.
Statements made by the Manager of Nuclear Power, Steven White, in the ONP Nuclear Performance Plan.
His objectives for restoring the Nuclear Program included:
(a) Effective Management, (b) Restructuring of Nuclear Program, (c) Restoring Employee Trust, and (d) Improving Control of Nuclear Activities.
3.
Statements made by the WBN Project Manager regarding employee mor ale.
4.
Along with the ECTG evaluator's efforts, this subcategory investigation included the review of 13 line management investigative reports on individual concerns. 'nformation from those reports were used in preparation of this report, This information was used to determine why morale had deteriorated during the timeframe of these concerns (January 1985 - February 1986) and what steps were being taken to improve it.
TVA EMPLOYEE CONCERNS SPECIAL PROGRAM REPORT NUMBER:
70800 REVISION NUMBER:
4 PAGE 6
OF 13 4.0 FINDINGS Any number of factors may cause an employee to become disillusioned with his workplace.
The issues mentioned most frequently in the discussions with employees conducted for this evaluation were problems with the working environment and problems or dissatisfaction with management.
Often the employee offered just an overall assessment of the state of WBN morale.
Specific concerns about morale have been. assigned to other subcategories when the concern contained enough detail to allow it to be associated with a particular organization or activity at WBN.
4.1 Issue 70801 - Dissatisfaction with Some Part of the Work Environment An evaluation of the work environment issue showed that these concerns have been addressed since their submittal to QTC.
The concerns mentioned inadequate 'office space, inadequate food facilities, excessive vehicles onsite, a request for a third-shift shuttle
- bus, parking areas, and travel allowances, The concerns were submitted to other employee programs and resolved.
Work environment changes were initiated because of the QTC reports and similar concerns voiced directly to plant management.
Employee concerns dealing with the work environment can be answered by supervisors at the Employee Involvement Program's weekly
- meetings, the Communications Committee monthly meeting, or during craft committee meetings.
These groups were designed to address these areas of concern.
Seventy-one percent of those questioned during the employee interviews have recognized improvement in supervisors'esponses during the past year.
4.2 Issue 70802 - General Ex ressions of Concern About Low Morale The McDonald Re ort--the Earl Sta es of a Morale Problem While morale problems at WBN reached a crisis point in early 1985, the existence of a problem had been recognized years before that period.
In 1981, the McDonald Motivation Research Center was contracted to do a "Diagnostic Evaluation of Morale and Productivity at Watts Bar."
A major finding of that study was that management at WBN was not trusted by the employees.
The distrust was evident from the clerical schedules up through mid-level managers themselves.
The study also indicated that employees were dissatisfied with their jobs, with the opportunities for advancement, and with methods of
TVA EMPLOYEE CONCERNS SPECIAL PROGRAM RCPORT NUMBER:
70800 REVISION NUMBER:
4 PAGE 7
OF 13 job evaluation.
The report found that job dissatisfaction was even prevalent among engineering groups.
This last finding should have set off warning buzzers since, like pilots in the Air Force, engineers form an elite group within TVA from which most of its upper level management is drawn.
Engineers were relatively satisfied with pay and promotional opportunities, but they were displeased with their work assignments.
On the other hand, clerical workers were neutral about their work assignments, but were unhappy about.pay and promotion.
Thus, although an across-the-board morale problem was building, it was being caused not by just one problem, but by lack of management attention to a number of employee relations issues.
The McDonald Re ort made suggestions on how to address the problems its study had revealed.
It recommended that WBN develop a Behavior Observation Note Entry (BONE) system for job-related communications between supervisors and employees and Behaviorally Anchored Rating Scales (BARS) for evaluation of those observations, The program combining these two approaches was initiated in early 1982. It was intended to provide immediate and accurate feedback to employees and supervisors about all levels of job behavior.
- However, when follow-up surveys showed no improvement in communications or in employee satisfaction, the BONE/BARS program was discontinued in 1983.
The problem the BONE/BARS program was intended to solve continued to escalate despite TVA efforts to provide channels for the investigation of employee concerns about nuclear safety.
The Nuclear Safety Review Staff (NSRS) was the first such channel.
Later it was superceded by the Nuclear Manager's Review Group.
Both were established to erisure objective investigation of nuclear safety-related concerns.
Low Morale Reaches the Crisis Sta e
Zn early 1985 the Nuclear Regulatory Commission (NRC) informed TVA that employees were contacting it directly with concerns about WBN's nuclear safety.
The NRC said these concerns would have to be resolved.
TVA responded by hiring the Quality Technology Company (QTC) to interview employees at WBN in order to determine'the number and nature of employee concerns.
TVA EMPLOYEE CONCERNS SPECIAL PROGRAM REPORT NUMBER:
70800 REVISION NUMBER:
4 PAGE 8
OF 13 The media attention given those concerns taken to the NRC and the emergence of the large number, of additional concerns collected by QTC galvanized an already growing awareness inside TVA that a major effort was needed to put not just WBN, but the whole of its nuclear program in order.
Consequently, on the program-wide level a
reorganization was begun that lead to the placing of all nuclear functions and support groups under a single Manager of Nuclear Power.
On the WBN level, it became apparent to TVA that the QTC interview teams were finding such a large number and variety of employee concerns that a'programmatic response would be necessary.
Therefore, in February
- 1986, an Employee Concerns Program (ECP) was established for the whole of the Office of Nuclear Power and an Employee Concerns Special Program (ECSP) was established to take care of those concerns (generated mostly at WBN) which were filed before February 1, 1986.
Res onses to the Crisis in Morale The ONP-wide Employee Concerns Program has a.director with access to the Manager of Nuclear Power and representatives at each major ONP facility.
- Posters, handouts, and training sessions keep employees informed on how concerns are handled and on improvements resulting from concerns.
Each ECP concern is investigated, evaluated, and responded to.
Timely, complete replies are a priority of the'rogram.
The ECSP has the responsibility for investigating, evaluating, and responding to over 5,800 concerns generated before February 1986. It is headquartered at WBN, but its investigations have taken it to all the major ONP facilities.
At WBN as a result of concerns expressed to QTC, the Division of Nuclear Construction (DNC) initiated Standard Operating Procedure 46, the Employee Involvement Program.
The procedure mandates a weekly, 30-minute session to be attended by all superviyors and their employees.
Any topics regarding the unit, crew, or workplace may be discussed at the meetings.
All issues are logged and responded to.
If additional information is required, it is obtained through the Employee Involvement Unit; This program was initiated,to facilitate supervisor/employee relations and resolve concerns quickly.
TVh EMPLOYEE CONCERNS SPECIAL PROGRAM REPORT NUMBER:
70800 REVISION NUMBER:
4 PAGE 9
OF 13 The interviews conducted for this evaluation provided feedback on the effectiveness of ONP's efforts, since the early 1985 low point, to improve the morale of its employees.
Ninety-one percent of the 46 persons interviewed for this evaluation stated that they had noticed positive changes.
"Managers are communi'cating more frequently and openly," "questions are being answered,"
and "suggestions are being sought" are remarks by employees about the noticeable improvements.
Changes in the work environment were also noted by those interviewed.
Items mentioned were the building of the craft lunchroom, adding vending areas and new machines, allowing microwaves and small appliances in office areas, and modifying rules to accommodate employees.
Two of the interviewees had received letters of commendation for the first time.
Twenty people said that they still knew of instances of favoritism or unfair
- actions, but 13 of that 20 admitted that they did not know all the facts of the situations.
One chango which was often mentioned favorably was the Management Training Program. 'his 40-hour training session requires that all WBN supervisory employees attend courses that include training on communications, motivation, human relations, problem solving, leadership, coordinating and directing, and foremanship, The final session is a two-day affair on Supervisory Skills and Empowerment Training and is held off site.
During'he past, it was recognized by top management that undesirable methods were used by some supervisors.
Managers and supervisors have been made aware by new plant managers that these tactics will no longer be accepted.
The new management training is based on the new philosophy and offers the skills for implementing it.
Those who have attended the training have been enthusiastic in their support of the program and its goals.
"Information from the training program has been used to find the causes of morale problems," said then WBN Project Manager Guenter Wadewitz.
On the subject of the hiring of a Manager of Nuclear Power, eight of those interviewed questioned the use of "outsiders" to direct the nuclear
- program, but all agreed that strong leadership was necessary for improvement.
Everyone of those interviewed also agreed that while old work practices will not change instantly, improvements must continue.
TVA EMPLOYEE CONCERNS SPECIAL PROGRAM" REPORT NUMBER:
70800 REVISION NUMBER:
4 PAGE 10 OF 13 Communication also seems to be improving, according to those questioned.
The DNC employees at MBN said that the weekly sessions
.(Employee Involvement Meetings) have helped in opening communications lines.
Nevertheless, four people noted that managers sometimes became defensive or belligerent when questioned closely about specific issues.
Other comments were that managers and employees should be held accountable for their actions, their assignments, and their deadlines.
Another positive aspect mentioned was the "Nuclear Dispatch" sent to all employees by the Nuclear Information Staff.
The "Dispatch" is sent when newsworthy events concerning TVA take place.
Employees appreciated being told of the events before reading of them in the news media.
The group was concerned about the time it takes to deliver these updates to all employees.
Each dispatch is dated with the time of release.
They are us~ally dispatched one day before being aired by the news media. 'ften construction employees do not receive the dispatch until a day after the issue date or later if it is released on a Friday.
Mhen asked what could be done to improve employee morale, 23 of the interviewees said that improvements to the work environment are appreciated, but they are not the main issue.
These employees agreed that they wanted to be treated with respect.
When concerns or suggestions are presented, the employees asked that they be taken seriously.
If a request is denied, they would like reasonable explanations and not the "we-don'-want-to" replies sometimes offered by supervisors.
"Too often," one person
- claimed, "we are told of changes or new policies out-of-the-blue with no explanation of the cause, All we ask are reasons for the proposals and some input when. the changes concern us."
All agreed that they wanted to be treated.fairly and in the same manner a supervisor or manager would want to be treated.
Seven of those questioned brought up the perception of favoritism in job selections as a concern.
Each pointed to selections in which they were familiar with the person chosen and for which they believed other applicants were more qualified.
These people said that it was very demoralizing to have the strong suspicion that friends and relatives of managers were promoted while other more qualified employees were not promoted.
TVA EMPLOYEE CONCERNS SPECIAL PROGRAM REPORT NUMBER:
70800 REVISION NUMBER:
4 PAGE 11 OF 13 During interviews, many employees indicated a need for a measurement to be established to determine changes of attitudes.
They saw management needing help in identifying the effects of specific programs on employee attitudes.
They believed regular surveys would provide some of this help.
Such surveys could also identify positive or negative attitudes in specific areas.
Thus, while morale is on the rise, ONP management still has much to do to ensure a long-lasting return of'mployee confidence.
Employees see that a serious effort is being made to improve management's ability to communicate with them.
However, if the recent improvements in morale are to continue, employees must see that the efforts at improved communication are made by managers committed not just to the success of'VA's nuclear
- program, but also committed to treating their employees as valuable members of an ONP team.
5.0 COLLECTIVE SIGNIFICANCE Almost half, or 25, of the concerns in Issue 2 specifically mention management as the cause of poor morale.
(Almost all of the Management and Personnel subcategory reports also evaluate some issue or issues raised about specific management inadequacies.)
This evaluation determined that a perceived lack of management support and inadequate management communications were the major reasons for employee discontent.
The comment heard most often in the interviews conducted for this evaluation was that employees felt more confidence that they could state concerns and would receive responses.
In the past, personnel felt their needs and opinions were not taken seriously.
- Now, 60 percent of those questioned felt that someone would listen to them.
The changes described in the Findings section (4.0) have had positive effects on the employee's work environment or (and more importantly) on how managers treat employees.
These accomplishments, if effectively administered, should continue the restoration of employee confidence.
- However, they are just a start.
As employees have pointed out, employee attitudes will not change until the attitude of most managers is perceived to have changed.
Good morale is based on a sense of accomplishment.
However, little can be accomplished by individual employees if their managers do not provide clearly established, attainable objectives together with feedback to the employee on his/her performance.
The employees interviewed asked for such goals and such feedback.
TVA EMPLOYEE CONCERNS SPECIAL PROGRAM REPORT NUMBER:
70800 REVISION NUMBER:
PAGE 12 OF 13 Many explanations can be given for poor morale--the woes of nuclear industry as a whole, TVA mismanagement, or a changing society.
The fact remains that ONP must recapture the trust and confidence of its employees before lasting progress can be made in achieving its nuclear mission.
Eliminating the morale problem appears to be not only possible but a work in progress.
- 6. 0 CAUSES In pinpointing a cause for morale problems, poor communications was the factor mentioned most often during the interviews.
Personnel claimed to know little about company policies because information had not been clearly communicated.
An example of this lack of communications was employees'ack of understanding of the concern programs.
Half those questioned did not know the location or the procedures to follow if they wanted to present a concern to the Employee Concerns Program.
It is important to note that of the 67 concerns in the subcategory, 75 percent were submitted by construction.
Trades and Labor personnel were especially vocal about their morale problems:
authoritarian management, nit-picking supervision, favoritism in job selections, and retaliatory actions by supervisors.
These topics are being addressed specifically in other reports.
Because they are the issues mentioned most often as the cause of morale problems,
- however, how well they are handled will affect morale.
These causes were mentioned not only to QTC, but also in interviews with various crafts.
One electrician foreman noted that, "There have been positive things happening which have helped, but there are still managers who rely on old, ineffective habits to get the job done."
This evaluation of poor ONP morale points to the perception that TVA management did not care about 'its employees.
Individuals specifically mentioned programs such as BONES which they believed. never received the attention necessary for success.
Too often, managers were seen as not following through on BONES suggestions which would benefit employees.
Many interviewees believed that BONES died of management
- neglect, Generally, employees did not see most of their managers taking the direct actions which showed that employees were considered an essential part of an ONP team.
TVA EMPLOYEE CONCERNS SPECIAL PROGRAM REPORT NUMBER:
70800 REVISION NUMBER:
4 PAGE 13 OF 13 7.0 CORRECTIVE ACTION 7.1 Corrective Action Previousl Initiated Because morale is a matter of perception, direct corrective action cannot be taken to improve morale.
- However, ONP management has taken many actions in the last year to correct problems which led to negative employee perceptions.
The master blueprint for such corrective action is the ONP Nuclear Performance
- Plan, Volume I.
Corrective actions reported in the other twenty Management and Personnel subcategory reports should be seen as partial implementation of the Nuclear Performance Plan's blueprint.
The Management and Personnel Category Report sums up those corrective actions taken in the Management and Personnel subcategory reports to alter the management practices which created negative employee perceptions.
An Employee Concern Program survey was conducted for ECP by the Employee Relations and Development Branch.
In September
- 1986, 1,212 ONP employees were surveyed to evaluate the ECP and to monitor progress in employee-management relations.
7.2 Corrective Action as a Result of this Evaluation A procedure-I manement-.relations..
will"be; developed~:by ~Che Nucleaf Staff and the results of. thes'e 'analyses.
wi11 be forwy Personnel rded to the Manager of ONP for review and assessme t.
(CATD 708)NPS-01)
Sur'veys are-not a'rute-6 Xe4 e
~~<hey&o~whver, offer crucieX measures~~hat.happens
~~raMmver ~e".
Because morale is perception, lasting corrective action that will, as a
by-product, raise morale is beyond the scope of this subcategory.
The root causes of the.problems that resulted ip low morale among ONP employees will be dealt with first in the Management and Personnel Category Report and comprehensively in the ECSP Final Report.
8.0 ATTACHMENTS Attachment A, Subcategory Summary Table Attachment B, List of Concerns by Issue
I REFER ECPS132 J-ECPS132C FREQUEIICY
- REQUEST OWP - ISSS - RHI1 ATEGORYa NP I'1GHT 8 PERSOtltlEL
<<j"t NT A TENNESS LEY AUTHORITY OFFICE OF tlUCLEAR POllER EHPLOYEE COWCERtl PROGRAI1 SYSTEH (ECPS)
EtIPLOYEE COtlCEPtl ItlFORIIATIOtl BY CATEGORY/SUBCATEGORY SUBCATEGORY) 708 NORALE I
PAGE 1
RUtl TINE - Ils53slO RUH DATE " 02/01/88 S
H SUB R PLT CONCERN NUHBER CAT CAT D LOC 1
REPORT APPL 2 SAF RELATED BF BL SQ HB HISTORICAL CONCERN REPORT ORIGIN CONCERN DESCRIPTIOH REF.
SECTION CAT
- HP SUBCAT 708 BLHOHPEC006 01 NP 70802 H
BLN 1
N tl tl tl 2 IIA WA IIA HA OECP TVA RIGIDLY APPLIES FEDERAL TRAVEL R EGULATIOtlS IIITH UNtlECESSARILY RESTRI CTIVE INTERPRETATIONS.
EX 007-00101 HP 70802 H IIBtl 1
H H
H tl T50062 2
HA NA WA HA EX 163-X0101 HP 70802 N IIBN 1
N N
tl Il T50200 2 tlA HA WA HA GEA-85-001 Ol HP 70801 N
SQN 1
N N
N N
2 HA HA HA HA I-86-231-SQII Ol NP 70801 N SQtl 1 tl H
tl tl 2
HA HA WA WA IN 018-00201 HP 70802 N IIBN 1 tl tl tl tl T50050 2
HA HA HA HA EX-85-007-001 QTC QTC OECP WSRS QTC TVA IS UtlCOtlCERtlED ABOUT THE WELFARE OF CONSTRUCTION EHPLOYEES.
NO FURT HER DETAILS AVAILABLE.
BLAIIE FOR llBtlP PROBLENS ARE BEING PL ACED OW THE CRAFT UNFAIRLY.
QC ACCE PTED ALL OF THE IIORKi SO HOH CAN THE PROBLEHS BE PLACED OW THE CRAFTY C
OWSTRUCTIOH DEPT.
CONCERN.
CI DECLI HED TO PROVIDE FURTHER IHFORNATION.
EI1PLOYEE EXPRESSED A CONCERN THAT SE QUOYAH'S PRACTICE OF PROVIDItlG ASSIG WED PARKING SPACES TO INDIVIDUAL EHP LOYEES I.tAS DISCRINItlATIOtl.
AW AWOHYHOUS INDIVIDUALHAILED IN A ENPLOYEE CONCERN DETAILIWG THE EFFOR TS OF THE COOP COHHITTEE HEI1BERS TO CLEAN UP AWD PLANT GRASS OW THE GRAV EYARD SITE HEAR THE COOLING TOHERS.
SUBSEQUEIITLYi Itl THE PROCESS OF.
DIGG IHG UP THE PARKING LOT OUTSIDE THE N AItl EtlTRAtlCE, TVA EIIPLOYEES PILED DE BRI AND TRASH IH FRONT OF AHD OH THE SIDE OF THE GRAVE SITE.
THE CI IS QUESTIONING TVA AHD THE WORKERS RESP ECT FOR THE DEAD AND FOR THE TItlE AH D EFFORTS OF THE PEOPLE WHO CLEAtlED UP THE GRAVE SITE.
LON EHPLOYEE (ELECTRICAL CRAFT)
NORA LE AHD DISCOWTEtITIIEIIT CAUSED BY COWS TANT PRESSURE TO PRODUCE BEING APPLI ED TO THE ELECTRICAL CRAFT SUPERVISI OH (HAHES GIVEN).
CI COULD IIOT PROV IDE ANY FURTHER INFORNATIOH.
CONCERNS ARE GROUPED BY FIRST 3 DIGITS OF SUBCATEGORY HUHBER.
~
REFERENCE ECPS132J-ECPS132C FREQUE)ICY
- REQUEST 0))P - ISSS RHN CATEGORY c HP t)G))T & PERSOHtlEL TEtltlfSSEE VALLEY AUT)lORITY OFFICE OF NUCLEAR POI'ER Et')PLOYEE COHCERtl PROGRAH SYSTE)4 (ECPS)
EHPLOYEE COWCEPW ItlFOR)lATIOH DY CATEGORY/SUBCATEGORY SUBCATEGORY'08 HORALE PAGE 2
RUtl TINE - lli53il0 RU)l DATE - 02/Ol/88 COWCERtl tlUHBER CAT S
H SUB R PLT CAT D LOC 1
REPORT APPL 2 SAF RELATED BF BL SQ llB HISTORICAL CONCERN REPORT ORIGIN CONCERN DESCRIPTION REF.
SECTIO)l CAT
)4P SUBCAT 708 IN 065-00101 T5 0110 NP 70801 H HBN 1tl N
H N
2
)IA IIA WA HA IN-85-065-001 QTC POOR IIORKIt)G COt)DITIOt)S, UNSAt)ITARY At)D OVER-CROIIDED OFFICES AHD LACK OF STORAGE SPACE FOR PAYROLL RECORDS I tl THE TVA PAYROLL OFFICE.
CI HAS.HO FURTHER IWFOR))ATIO)4.
IH 097-00501 t)P 70802 H IIBH 1
N H
H H
T50226 2
HA NA WA HA QTC TVA NA))AGE))E)4T ))AS CREATED AN ATtlOSP HERE OF BAD t)ORALEc CRAFT l)ORK IS RE PEATEDLY TURNED DO)IH AWD SYSTE)1S ARE It)STALLED, THEtl TORtl BACK OUT DUE T 0 t)0 FAULT OF THE CRAFTS (E.G.,
FIRE PROTECTIOtl))
Et)PLOYEES HARDLY CARE ABOUT DOIt)G THE IlORK.
THIS IS COl)PO U)IDED BY THE A)II)10SITY CREATED BY OW E NAHAGER (KHOIIN) I)HO ENCOURAGES CER TAItl Et)PLOYEES TO FOP)4 CLIQUES, AWD TO GO OUTSIDE OF WORI')AL CHANNELS TO "ItlFORtl" Otl OTHER ENPLOYEES.
CI HAS HO NORE IWFORl)ATIOW; CONSTRUCTION DEPART)'IEWT CONCERN.
IH "85-131-00101 T5 0113 HP 70801 N llBtl 1
H H
H H
2 HA HA t)A t)A IH-85-131-001 QTC OVERCROIIDIHG OF I)ORKERS IN OFFICE SP
- ACES, DUE TO IIISUFFICIEWT A)10Ut)T OF OFFICE SPACE AVAILABLETO )lot)NAWUAL WORKERS AT )IBWP.
CI FEELS THE SITE')EEDS h CAFETERIA OR SONEPLACE ))HERE HOT FOOD At)D A BALANCED l)EAL CAtl BE SERVED TO ALL EHPLOYEES.
CI FEELS THESE ITENS ADVERSELY AFFECT HEALTH AtlD llELL BEItlG OF It)DIVIDUALS NORKItl G
OW SITE.
CI COULD WOT PROVIDE AWY ADDITIONAL ItlFOPt)ATIOtl.
))0 FOLLO)4 UP REQUIRED.
CONCERNS ARE GROUPED BY FIRST 3 DIGITS OF SUBCATEGORY )IUI')BER.
\\
REFER ECPS132J-ECPS132C FREQU REQUEST OWP ISSS RMM CATEGORY'P MGHT 8 PERSOtlNEL TEtWIESS LEY AUTHORITY OFFICE UCLEAR POWER EMPLOYEE CONCERN PPOGRAM SYSTEM (ECPS)
EMPLOYEE COHCERtl INFORMATIOtl BY CATEGORY/SUBCATEGORY SUBCATEGORY'08 tlORALE PAGE RUN TI lli53slO RUN DATE 02/01/88 COtlCERH NUMBER CAT S
H 1
REPORT APPL SUB R PLT 2 SAF RELATED CAT D LOC BF BL SQ llB HISTORICAL CONCERN REPORT ORIGIN CONCERN DESCRIPTIOtl REF.
SECTION CAT
- MP SUBCAT - 708 IN -85"132" 00101 T50116 IH 203-00201 T50156 IN 209-00101 T50 017 Itl 320"00101 T50226 tlP 70801 N
MBW 1 tl N
N N
2 HA HA tIA WA MP 70802 N HBN 1
N tl tl N
2 HA tlA NA tlA MP 70802 N HBN 1 tl tl N
H 2
WA HA HA HA MP 70802 N NBN 1
N H
tl H
2 tIA HA ttA WA IN-85-132-001 QTC Itl-85-203-002 QTC IN-85-209-001 QTC Itl-85"320-001 QTC OFFICE SPACE AND FOOD/EATItlG FACILIT IES ARE HOT ADEQUATE.
EXAMPLEs INTE RIM OFFICE BUILDINGS UNIT lr DOES NO T ADEQUATELY PROVIDE AMPLE MORKItlG S PACP TO l<ORKERS ASSIGNED TO JOB.
HO RKIHG SPACE IS TOO CRAI'1PED.
- ALSO, N
0 CAFETERIA EXIST OW-SITE TO PROVIDE HUTRITIDHAL FOOD OR LvttCH ROOM FACI LITIES.
THIS WORKING ENVIRONMENT DO ES HOT CONTRIBUTE TO GOOD DECISION M
AKING PROCESSES AND GENERAL MOTIVATI OW.
CI HAS HO ADDITIONAL INFORMATIO tl.
ENGINEERS OW-SITE DO HOT ALHAYS KWON AWSllERS TO QUESTIOtlS ASKED NOR HILL THEY GET BACK TO Atl It(DIVIDUALGRAF TStlAtl NHO ASKED THE QUESTIOtl. CI HOU LD HOT PROVIDE AtIY ADDITIONAL DETAIL S/SPECFICS.
CotlSTRUCTION DEPT.
CONC ERW.
HO FOLLON UP REQUIRED.
SUGGEST GENERAL EMPLOYEE ORIENTATIOH OF HON PLANT OPERATES.
MORALE IS BAD PROJECT-HIDE.
SUPERIN TEWDEHTS AWD GEtIERAL FOREtlEN VIOLATE THE CHAItt OF COMttAttD BY NOT ItlFORMI NG THE FOREl'IAH PRIOR TO DISCIPLIHIWG THE MORKERS.
(WO SPECIFIC NAMES PR OVIDED.)
CI HAS HO ADDITIONAL IWFOR MATION.
COWSTRUCTIOtl COtlCERtl.
UNIT 2.
tl0 FOLLOW UP REQUIRED.
CONCERNS ARE GROUPED BY FIRST 3 DIGITS OF SUBCATEGORY NUMBER.
REFERENCE ECPS132J-ECPS132C FREQUENCY REQUEST OWP ISSS RMM
.ATEGORYa MP MGNT 8 PERSONNEL TENNESSEE VALLEY AUTHORITY OFFICE OF tlUCLEAR POMER EMPLOYEE CONCERN PROGRAM SYSTEM (ECPS)
EMPLOYEE CollCERW IWFORltATIOH BY CATEGORY/SUBCATEGORY SUBCATEGORY~
708 MORALE PAGE RUtl TIME - lls53sl0 RUH DATE - 02/01/88 S
N 1
REPORT APPL SUB R PLT 2 SAF RELATED CONCERN NUMBER CAT CAT D LOC BF BL SQ HB HISTORICAL COtlCERtl REPORT ORIGIN COtlCERtl DESCRIPTIOH REF.
SECTION CAT MP SUBCAT " 708 Itl 327-00101 MP 70802 N WBN 1
N N
N N
T50020 2
NA HA WA NA IN -85"376-00201 MP 70802 N NBN 1
N N
tl N
T50019 2
HA HA tlA NA IH 380"00201 MP 70802 H WBN 1
H H
tl tl T50 014 2
NA HA NA WA IH 453"00301 MP
'70802 N HBN 1
N tl H
tl T50033 2 tlA tlA HA NA IN CI91-00201 MP 70802 N WBN 1
H H
H W
T50029 2
HA HA HA HA IN "85-533-00701 MP 70802 N WBN 1 tl N
tl tl T50170 2
NA NA HA tlA QTC QTC QTC QTC QTC QTC MAtlAGEMEtlT TECHtlIQUE AttD POLICY AT W
BtlP IS RESULTItlG IH EtlPLOYEE MORALE "AS LOll AS IT HAS EVER BEEtl", AtlD A JOB ATMOSPHERE IN MHICH QUALITY WORK IS tIOT ENCOURAGED.
IT lIAS STATED T HAT THIS TREND BEGAtl tNElt PERSOHtlEL FROM SEQUOYAH ARRIVED OW SITEi AtlD B EGAtl "WIT PICKItlG" EtlFORCEMEtlT OF JO B RULES MITHOUT REGARD TO AWY EXTEWU ATIWG CIRCUMSTANCES TVA HAS GOOD POLICIES BUT NEVER FULL Y COtlPLIES NITH ANY OF THEN.
QUALITY OF IIORK AHD MORALE DECLINED WHEN SUPERVISORS lIERE TRANSFERPED TO ttATTS BAR FROM SEQUOYAH.
EMPLOYEES OFTEN TURtl DOWN A FOREMEtl' POSITION BECAUSE OF WOT GETTING UP PER MAtlAGEMEtlT'S SUPPORT.
LOt) MORALE DUE TO PEOPLE llAtlTItlG ADV AWCEMENT AHD POItjTIWG FINGERS AT OTH ERS CRAFT PERSOtltlEL ARE MOVED ARBITRARIL Y AtlD FREQUENTLY (EXAtlPLEi Otlf EMPLO YEE HAS BEEN MOVED ABOUT OtlCE EVERY Tll0 ttOWTHS FOR OVER Tl<0 YEARS)
SOtlE FOREtlEtl (KHOlltl) HAVE MORE THAN A 400
% TURNOVER.
THIS IS HEEDLESS AHD DI
- SRUPTIVE, AtlD HURTS MORALE OF BOTH F OREMEN AtID CRAFTSMEtt.
CotlSTRUCTIOH DEPARTI'1EWT COWCERtt.
CI HAS WO FURTH ER IWFORl'IATIOW.
Itl 539-00601 T500CI2 MP 70802 N HBN 1
N H
N N
Itt"85-539-004 2 HA NA NA NA QTC NBWP IS COSTING TOO MUCH.
CONSTRUCT IOW IS TAKING TOO LotIG 8 SO COSTS AR E ESCALATING.
CONCERNS ARE GROUPED BY FIRST 3 DIGITS OF SUBCATEGORY'UMBER
REFE FREQ OWP ECPS132 J-ECP S132C
- REQUEST S - RIIII ATEGORYi MP MGWT 8 PERSOWtlEL TEWWESS LLEY AUTHORITY OFFICE UCLEAR POllER EMPLOYEE COtlCE PROGRAM SYSTEM (ECPS)
EMPLOYEE CONCERN IWFORHATIOW BY CATEGORY/SUBCATEGORY SUBCATEGORY~ 708 tlORALE PAGE 5
RUN llc53s10 RUtl DA 02/01/88 SUB CONCERII NUMBER CAT CAT S
H R PLT D LOC 1
REPORT APPL 2 SAF RELATED BF BL SQ WB HISTORICAL REPORT
,CONCERN ORIGIN CONCERN DESCRIPTION REF.
SECTION CAT MP SUBCAT 708 IN 502-00301 MP 70801 T50045 tl WBN 1
N W
tl tl 2
NA WA WA NA III-85-562-003 QTC THE CANTEEN USED BY THE CRAFT OFFERS SOME ITEMS AT A HIGHER PRICETHAW TH E
OTHER CAWTEEWS.
IW 546-00601 tlP 70802 N WBN 1 tl tl tl N
T500CI5 2
NA WA WA WA QTC THE LOll MORALE ON SITE IS DUE TO MIS HAtIAGEMEWT.
IN -85"567-00101 T500ci9 02 03 Itl 549-00601 T50069 MP 70802 S
WBtl 1
N tl W
tl 2
WA WA WA NA QA 80113 S
WBW 1 tl tl tl Y
2 WA WA WA SR QA 80161 S
WBN 1
W tl tl Y
2 WA WA WA SR MP 70802 N
WBN 1
N N
W tl 2
WA WA WA WA QTC QTC THE UPPER LEVEL COtlST.
MAtlAGEMEtlT WA S
CHANGED 3-CI YEARS AGO (1981)
CAUSI tlG A MORALE PROBLEM W/EMPLOYEES AtlD AW NEGATIVE EFFECT IW THE. QCI PROGRA H.
THE HANAGEMEIIT WANTED WORK DONE "YESTERDAY".
MAtlAGERS PUSHED THE FO REHEtl.
FOREMEN PUSHED THE EMPLOYEES AWD WERE TOLD TO FORGET CERTAIN QA PROCEDURES.
THIS OCCURRED PRIMARILY IN THE REACTOR BUILDIIIGp UtlIT l.
MAWAGEMEtlT IS SPEtlDItlG THOUSAtlDS OF DOLLARS TO TRAIN tlEW EMPLOYEES.
IF THEY WOULD IMPROVE THE WORKING COtlDI TIOWS 8 KEEP GOOD EMPLOYEES IT WOULD SAVE TVA A COtlSIDERABLE AMOUtlT OF M
OWEY.
IN 581-00301 MP 70802 T50055 N WBN 1
W N
W W
2 WA WA NA WA IN-85-581-003 QTC THE MORALE IW GENERAL AT TVA IS LOW.
THE CONSISTENT NEGATIVE ATTITUDE B Y IIAIIAGEIIEIITTOWARD THE EMPLOYEES IS THE BASIC REASON THIS PLANT HAS TAK EN SO LONG TO BUILD.
IN 595-00001 MP 70802 T50056 N WBN 1
N tl tl N
2 WA WA WA WA III-85-595-000 QTC IF ANY COMPAtlY OUTSIDE THE TVA JURIS DICTION DID 1/10TH THE MISMAIIAGEHEIIT AWD DISCRIMIWATIOW THAT TVA DOES TH E U.S GOVERWI')EIIT WOULD HAVE THEM CLO SED DOWtl.
IN EXAIIPLEi DOES tlOT TREA T ALL EMPLOYEES EQUALLY. PURCHASES tk OST MATERIALS/EQUIPtlEWT FROM FOREIGN COUtlTRIES, CREATES EtlORMOUS WASTE D
UE TO ItlADEQUATE ORDERIWG, RECIEVItlG AWD STORAGE.
COtlCERtlS ARE GROUPED BY FIRST 3 DIGITS OF SUBCATEGORY tlUMBER.
REFERENCE ECPS132 J-ECPS132C FREQUENCY REQUEST ONP ISSS RHt'I "ATEGORYs t'lP MGNT 8 PERSONNEL TEtlWESSEE VALLEY AUTHORITY OFFICE OF NUCLEAR POHER EMPLOYEE CONCERN PROGRAM SYSTEM (ECPS)
EMPLOYEE CONCERN ItlfORtlATIOtl BY CATEGORYiSUBCATEGORY SUBCATEGORY~ 708 MORALE PAGE 6
RUtl TIME 11~53sl0 RUW DATE " 02~01~88 COtlCERtl NUMBER S
H SUB R PLT CAT CAT LOC 1
REPORT APPL 2 SAF RELATED BF BL SQ HB HISTORICAL CONCERN REPORT ORIGIN CONCERN DESCRIPTIOW REF.
SECTION CAT flP SUBCAT 708 IW "85-596"00101 T50058 IN 609-00101 T50058 HP 70802 N llBN MP 70801 N HBW 1
N tl tl N
2 WA WA NA WA 1
N N
N N
2 NA tlA tlA tlA IW-85-596-001 QTC It(-85-609-001 QTC MAttAGEMEttT PLACED Atl UtltlECESSARY HAR DStlIP Otl EMPLOYEES THAT MADE Atl EFFO RT TO GET TO 1IORK DURING A MINTER ST ORtt WHEW THEIR VAW POOLS DID WOT RUW AWD THEIR HARD HATS AWD SAFETY GLAS SES i<ERE Itl THE VAWS.
MAllAGEMEtlT MA DE THEM WALK A LotIG DISTANCE AWD STA WD IW LINE DURING BAD I<EATHER TO OBT AIW HARD HATS OF THE RIGHT COLORS AW D WITH THEIR tlUttBERS Otl THEM.
A MOR E TEtlPORARY AtID LESS INCONVENIENT HA Y llAS POSSIBLE.
(ttAl'1ES/DETAILS KNOW tl TO QTC)
TOO MANY SUPERVISORY VEHICLES OW SIT E,
YET TVA OFTEtl CLAIMS THAT THEY DO tlOT HAVE MOtlEY TO BUY PROPER TOOLS OR ltATERIAL TO SUPPORT CotISTRUCTIOW.
WO SPECIFIC OR OTHER DETAILS PROVI DED.
Itl -85"6%0-00101 MP 70802 N HBN 1 tl N
tl tl T50063 2 NA WA WA WA QTC TVA EMPLOYEES HAVE LOll MORALE AND NO.
INCENTIVE TO PERFORM QUALITY HORK.
THIS IS DUE TO TVA PERSONNEL POLICI ES MHICH ALLOII RETENTIOW AWD PROtlOTI OW OF "DEAD IlOOD" EMPLOYEES)
LACK OF ADEQUATE FUtIDIWG FUR MERIT RAISE PR OGRAth>
SUCH THAT SOflE EtlPLOYEES HHO DESERVE A MERIT RAISE DOtl'T GET ONEs AIID MAWAGEtlEWT TOLERhtlCE OF SUBSTAtl DARD PERFORMAttCE BY MltlORITY EMPLOYE ES, DUE TO FEAR OF ItlVOLVEtlEltT It( Atl EEO PROCESS IF DISCIPLItlARY ACTION IS IMPOSED.
tl0 FURTHER DETAILS AVAI LABLE.
CONCERNS ARE GROUPED BY FIRST 3 DIGITS OF SUBCATEGORY WUMBER.-
r-"- "
REFE ECPS132J-ECPS132C FREQU REQUEST OtIP - ISSS - RHI1 CATEGORY)
NP HGWT 8 PERSONNEL r
TEtltlESS L EY AUTHORITY OFFICE lUCLEAR POINTER EHPLOYEE CONCERN PROGRAN SYSTEN (ECPS)
EtlPLOYEE CotlcERtl ItlFORNATIotl BY CATEGORY/SUBCATEGORY SUBCATEGORY'08 HORALE PAGE 7
RUtl TI
- llm53ilo RUN DATE 02/01/88 S
N SUB R PLT CAT D LOC COHCERtl ttUHBER CAT IN 663-01301 NP 70801 N NBN T50239 1
REPORT APPL 2 SAF RELATED BF BL SQ HB 1N W
N ti 2
NA HA WA HA HISTORICAL CONCERN REPORT ORIGItl QTC CONCERN DESCRIPTIOH TVA IS OFTEN itlSEHSITIVE To EMPLOYEE HEEDS.
EXAHPLE4 TVA AUTONOBILES AR E OFTEN USED FOR LotlG TRIPS AWD IN I HCLEflEtlT llEATHER, IWCLUDItlG SLICK RO ADS FROW SLEET AtlD TORtlADOES p BUT TH E TVA CARS Do NOT EVEN HAVE AN RADIO S
TO HFLP THE DRIVER REHAItt ALERT ON LONG TRIPS, OR BE PREPARED FOR HAZA RDOUS TRAVEL CONDITIONS.
CI HAS NO FURTHER IHFORNATIOH.
CONSTRUCTION D
EPARTNENT CotlcERH.
No FOLLOW UP REQ UIRED.
REF.
SECTION CAT
- HP SUBCAT - 708 IW 699-00101 NP 70802 N NBW 1
H tl N
H T50077 2
WA HA HA IlA QTC HAtlAGENEtlT SHOULD TAKE POSITIVE STEP S To INPROVE EHPLOYEE HORALE.
No FU RTHER DETAILS AVAILABLE.
Itl "85-718-00101 NP 70802 N klBtt T50079 IH 740"00701
- MP 70802 N llBtl T50 199 1W N
tl W
2 WA WA HA NA 1
N tl tl tl 2
HA HA HA HA IN"85"718-001 IH-85-7CIO-007 QTC QTC CI STRESSES A COHPLETE LACK OF TRUST iCOHFIDEttcE It( THE ABILITY OF UPPER-LEVEL CotlSTRUCTIOtl NAHAGENEHT.
THIS POOR NAttAGEttEHT CAUSES A LACK OF IN TEREST IW THE CRAFT TO Do A GOOD JOB CottNuttICATIOtV COOPERATION BETktEE H CRAFTS AHD NSB IS WOtt-EXISTENT.
T NE 'LITTLE tlAPOLEAtl'otlCEPT IS PREY ALEWT.
(Wo ADDITIONAL IHFORttATION A VAILABLE/ttAMESARE KH011H)
NAttAGEHEttT TRIES TO FORCE HORKERS TO PERFORHp RATHER THAtl TRYItlG To HAKE THE llORK ATtloSPHERE ENJOYABLE EHOUG H
SO THAT PEOPLE NANT TO DO A GOOD J OB.
IF CRAFT llAWTED To SABOTAGE THE PLANT BECAUSE OF BAD llORALE, HO OHE COULD STOP THEtti SO ktHY DOES TVA HA HAGEllEtlT KEEP TRYING TO IRRITATE THE N AtlD LOllER NORALE?
- CotICERW, CI DECLINED TO PROVID E
FURTHER IWFORNATIOH.
CotlCERNS ARE GROUPED BY FIRST 3 DIGITS OF SUBCATEGORY ttUNBER.
REFERENCE ECPS132J-ECPS132C FREQUENCY
- REQUEST OWP ISSS -
RHI1 "ATEGORYa tIP MGtlT 8 PERSOHtlEL TEtltlESSEE VALLEY AUTHORITY OFFICE OF IIUCLEAR POllER EMPLOYEE COWCERtl PROGRAM SYSTEM (ECPS)
EMPLOYEE COtlCERtl IWFORtlATIOW BY CATEGORY/SUBCATEGORY SUBCATEGORY) 708 MORALE PAGE
8 RUW TIME ll~53cl0 RUH DATE - 02/01/88 S
H SUB R PLT CONCERN NUMBER CAT CAT D'LOC 1
REPORT APPL 2 SAF RELATED BF BL SQ IIB HISTORICAL REPORT COHCERtl ORIGIN CONCERN DESCRIPTIOW REF.
SECTION CAT
- MP SUBCAT " 708 Itl 768 "00101 t1P 70802 tl IIBII T50116 1
H H
H W
2 WA WA HA HA Itl 835"X0001 MP 70802 N HBII 1 tl tl H
tl
. 750095 2
WA WA tIA WA IN 780-00101 MP 70801 N I<BN 1
N N
N N
T50081 2 HA tlA tlA tlA IH"85-768-001 QTC QTC QTC THIS PROJECT'S RED TAPE IS SO OVER"B URDEtlIHG THAT EVERYOtlE'S HAItDS ARE T IED, ATTITUDES ARE HURT BECAUSE IIO 0 WE CAW GET AtlYTHItlG DONE AND QUALITY OF IIORK SUFFERS.
THIS IS A GEtlERIC COIICERtl.
CI HAS NO FURTHER IWFORMA TIOW.
CONSTRUCTION DEPT.
CONCERN POOR HORKIHG CONDITIONS IH THE MOTOR TRANSPORT GARAGE AREA - TNO ATTEWDA NTS PRESEtlTLY DOItlG THE JOB THAT ORI GIWALLY REQUIRED SIX ATTENDANTS.
WO ADDITIONAL INFORMATION AVAILABLE.
DURItlG THE ItlTERVIEN THE CI MEIITIOtlE D THAT THE POTENTIAL EXISTS IW THE F IELD (PLAtlT) FOR A DISGRUIITLED Et)PLO YEE TO DAMAGE A QC ACCEPTED ITEM.
T HIS IS DUE TO LOII MORALE AMONG CRAFT IN "85"895"00101 MP 70802 N IIBW 1
N H
tl N
T50091 2
HA WA HA HA Itl -85"896-00101 MP 70802 N NBtl 1 tl tl H
tl T50 091 2
HA WA WA WA QTC QTC MAIIAGEMEIIT (CRAFT KtlOIIH) IS POOR.
FA VORITISM IS OBVIOUS, AtlD PERSOtltlEL S
AFETY RULES ARE ROUTINELY COMPROMISE D TO ACHIEVE PRODUCTION.
MORALE IS LOll DUE TO MAtlAGEMEtlT.
MAIIAGEMEIIT SEEM TO BE LOST IN TRYIIIG TO BUILD THIS PLANT.
ORGAIIIZATIOW IS MORSE THAtl THE ARMY.
IIO ADDITION AL IWFORMATIOtl AVAILABLE.
CONCERNS ARE GROUPED BY FIRST 3 DIGITS OF-SUBCATEGORY NUMBER.
REFER ECPS132J-ECPS132C FREQUEWC REQUEST OWP - ISSS - RIIH
".ATEGORYs IIP HGIIT 8 PERSOtlWEL
}
~
TEtlWESSE LEY AUTHORITY OFFICE 0
IUCLEAR POllER EMPLOYEE COtlCERtl PROGRAH SYSTEH (ECPS)
EHPLOYEE CONCERN INFORHATIOW BY CATEGORY/SUBCATEGORY SUBCATEGORY< 708 tlORALE
}
PAGE 9
RUtt TIN lls53sl0 RUtl DATE 02/01/88 S
H 1
REPORT APPL SUB R PLT 2 SAF RELATED CONCERN WUHBER CAT CAT D LOC BF BL SQ HB HISTORICAL CONCERN REPORT ORIGItl COWCERII DESCRIPTIOW REF.
SECTION CAT HP SUBCAT - 708 III 899" 00101 HP 70802 N
HBW 1
N N
N W
T50090 2 tlA NA tlA WA QTC HAtlAGER (KWOHtl) EllPHASIZES SCHEDULE OVER QUALITY.
SCHEDULES ABOUT TITMICE AS IIUCH HORK (TYPE KWOIIW) AS GROUP (KWOHW) CAW DO.
EHPHASIZES BEAN COU WT TO THE POINT THAT EWGIWEERIWG AWD CRAFT SPEND THEIR TIt'IE ACCUSING EAC H OTHER OF HOLDING UP INORK.
HOST OV ERT PRESSURE AWD FRICTIOII CONES FROH BETWEEN GROUPS RATHER THAW FROH UPP ER LEVEL.
IIAIIAGEtlEtlT DOESW'T UWDERS TAWD THAT SO FEII UNITS OR WORK (KWON N)
ARE ACTUALLY AVAILABLETO BE DONE DUE TO FACTORS BEYOND LONER LEVEL P ERSOtltlEL 'S CONTROL.
BAD HORALE IN 910-00101 T5009ci HP 70802 N HBII 1
N W
W tl
'N-85"916-001 2
WA WA WA WA QTC IIORKIIIG COWDITIOtlS AT IIBNP IIERE GOOD Itl THE PAST (1979)
SUBSEQUEIIT HAIIAG EIIENT CHANGES (WANES KNOHN) HAVE BRO UGHT COtlDITIOtlS "DOI1WHILL".
UtlLESS Atl EHPLOYEE IS Itl THE "CLIQUE", TREA TNEtlT OF EHPLOYEES IS TERRIBLE.
C/'I HAS WO FURTHER IWFORHATIOW.
NO FOL LOII UP REQUIRED.
IN 917-00201 T5009CI HP 70802 N llBtl 1
N N
N N
IN-85-917-002 2
WA WA WA NA IN 938-00601 HP 70802 N I<BII 1
W N
tl tl T50103 2
WA IIA WA WA QTC QTC CONTRACT ENPLOYEES ARE HIGHLY PAID (
025"30+
PER HOUR)
At}D DO tlOT,PPODUCE AS HUGH WORK AS DO TVA ENPLOYEES.
C/I FEELS THAT TVA IS WOT GETTIWG TH EIR NOIIEY'S l!ORTH.
DEPARTtlEIIT Ktl011tl HITHELD DUE TO CONFIDENTIALITY.
WO FURTHER DETAILS AVAILABLE.
IIIDIVIDUALSUBJECTED TO UtlDUE HARDSH IP BY TVA.
DETAILS Ktl0lltl TO QTC. HI TtlELD DUE TO COIIFIDEIITIALITY. CI HA S
WO FURTHER IWFORHATIOW.
NO FOLLOH UP REQUIRED.
CONCERNS ARE GROUPED BY FIRST 3 DIGITS OF SUBCATEGORY WUHBER.
E REFEREtlCE ECPS132J-ECPSI32C FREQUENCY REQUEST OHP ISSS RNI1 "ATEGORYi NP IIGHT 8 PERSOtlHEL TEtltlESS EE VAL LEY AUTHORITY OFFICE OF tlUCLEAR POllER EMPLOYEE CONCERN PROGRAM SYSTEM (ECPS)
EMPLOYEE COtlCERH ItlFORtlATIOW BY CATEGORY/SUBCATEGORY SUBCATEGORY~ 708 MORALE PAGE
10
-RUtl TIME - 11~53il0 RUII DATE 02/Ol/88 SUB CONCERN NUMBER CAT CAT S
H 1
REPORT APPL R PLT 2 SAF RELATED D LOC'F BL SQ IIB HISTORICAL REPORT COWCERtl ORIGIN CONCERN DESCRIPTIOW REF.
SECTION CAT t1P SUBCAT 70S IH 938-00701 MP 70801 T50103 N,HBN 1 tl tl tl tt 2
HA HA HA HA IN 021-00101 MP 70802 N IIBH 1
H fl tl H
T50109 2
HA HA WA HA IW"85-938"007 QTC QTC TVA FURNISHES MEALS FOR, CERTAIN DEPA RTIIEHT (KWOI!Il) EtlPLOYEES HHO tlUST NO RK UNSCHEDULED OVERTI11E.
WHILE OTHER (KWOlltl) MUST FURtlISH THEIR OHtl MEAL S
IW THE SAIIE SITUATION.
CI HAS tlo FURTHER INFORMATION.
WO FOLLOH UP R
EQUIRED.
ABOUT 1979 A CHANGE IN SUPERVISIOW 0
CCURED Itl THE UPPER LEVEL MAtlAGENEWT (KHOIltl).- SItlCE THAT TINE, MORALE H AS DECLINED CONSIDERABLY.
CI HAS WO FURTHER IHFORI1ATIOW.
WO FOLLON UP REQUIRED.
Itl 116-00301 T50121 MP 70802 tl IIBN 1
N N
tl N
2 WA HA WA WA QTC MAtlAGENEtlT IS THE REAL SOURCE OF HBH PJ BAD MORALE.
CONSTRUCTION STEAMFI TTER CREWS (HAtlGERS)
HAVE BEEN TRAtlS FERRED FROM OtlE SHIFT TO AtlOTHER IIHE
. N THEY DID IIOT I!ANT TO CHAIIGE.
OTHE RS IIHO I!ANTED TO CHAHGF SHIFTS IIERE PREVEtlTED FROM DOING SO (HAPPEtlED IH EARLY 1982).
GOOD PERFORMItlG CREIIS IIERE TREATED SO BADLY THAT THEY BRO KE UP.
THIS REALLY STARTED IIHEtl THE IIAIIAGERS FROI) SEQUOYAH CAME "TO IIBtIP AtlD BROUGHT IH THEIR FRIEWDSp ItlSTE AD OF REIIARDIHG THE SBWP PERSONNEL II HO HAD BEEtl AT IIBtlP HHILE THE !00 IN -S6 "123"00101 NP 70802 N l<BN T5 0128 1 tl tl tl N
2 NA HA HA HA IN-86-123"001 QTC TVA HAS GOTTEtl TOO FAR AllAY FROII THE IR ORIGItlAL CHARTER, AtlD ARE TOO LIT TLE CONTROLLED BY CONGRESS.
EGa TVA EXPERIENCED NO NEGATIVE CONSEQUENCE S
FROM STARTIWG TOO tIAtlY POllER PLANT S ~
THEtl HAVItlG TO CAtlCEL THEI'I COtlS TRUCTIOW CONCERN.
CI HAS HO ADDITIO tlAL INFORNATIOII.
CONCERNS ARE GROUPED BY FIRST 3 DIGITS OF SUBCATEGORY NUMBER.
1 r
C
\\
REFER ECPS132J-ECPS132C FREQUEt
" REQUEST OtlP - ISSS - RHN CATEGORY'lP NGtlT 8 PERSOtltlEL TEtlWESSE EY AUTHORITY OFFICE 0
CLEAR POllER EflPLOYEE ColICERW PROGRAN SYSTEH (ECPS)
EflPLOYEE CONCERN IWFORNATIOW BY CATEGORY/SUBCATEGORY SUBCATEGORY I 708 tlORALE PAGE ll RUtl TIN ll>53!10 RUtl DATE - 02/Ol/88 S
H SUB R PLT CONCERN WUHBER CAT CAT D LOC 1
REPORT APPL 2 SAF RELATED BF BL SQ IlB HISTORICAL CONCERN REPORT ORIGIN CONCERN DESCRIPTIOW REF.
SECTION
.CAT
- HP SUBCAT - 708 IN 107-00201 tlP 70801 N llBtl 1
N N
tl N
T50129 2
NA WA tIA tIA IN 177-00201 T5012c4 MP 70802 N NBW 1
N N
N N
2 NA WA NA NA IN 190" 00601 tlP 70802 tl NBW 1
N tl N
N T5 0188 2
WA NA WA WA IN 204-0030l ftP 70802 N llBtl 1
N W
tl tl T50130 2
WA tIA WA NA IN "86"267-00301 ftP 70802 N IIBN 1 tl tl tl N
T50150 2
NA WA tIA WA IN 145-00101 HP 70802 N llBtl 1
N W
tl tl T50128 2
NA WA tlA tlA QTC QTC QTC QTC QTC QTC TVA ftAttAGERS (KtlOHtl) GO. OUT OF THEIR lIAY TO CAUSE BAD flORALE.
EG-IWDIV IDUAL NAS tlOT ALLOllED TO CHAtIGE FROtt THIRD TO DAY SHIFT EVEN THOUGH THER E tlAS A VALID REASOtl.
CI HAD tlO NOR E SPECIFIC IWFORHATIOW.
COWSTRUCTIO W DEPT CONCERN.
THE 2WD SHIFT HAS A SHUTTLE BUS'ftHIC H TRANSFERS EflPLOYEES FROft THE PARKI WG LOT TO THE BRASS ALLEY WHEN IT RA IttSi THE 3RD SHIFT ALSO tlEEDS THIS S
ERVICE.
CI HAS WO ADDITIONAL ItIFORft ATIOW.
CONST DEPT CONCERN.
LOW HORALE Otl THE JOB IIHIC COULD LEA D TO POOR I<ORKMAWSHIP.
CI HAS WO FU RTHER ItlFORtlATION.
COtlST.
DEPT.
CON CERN.
tl0 SPECIFIC HARDWARE EXAHPLES
'ERE PROVIDED.
FOLLOH UP REQUIRED.
TVA DOES tIOT HAVE AW INCENTIVE PROGR AH FOR PERSOtIWEL TO TURN IW COST SAV IWG IDEAS.
CI HAS NO ADDITIOtlAL IWF ORHATIOW.
NUC POHER CONCERN.
UtIIT 1 8 2.
HORALE IS LOW WHICH flAY LEAD TO UtlAC CEPTABLE I<ORK.
NORALE PROBLEfl IS A
DIRECT PRODUCT OF UPPER ftAttAGEflEttT.
CONST.
DEPT.
COWCERtl.
CI HAS WO AD DITIOtlAL ItlFORHATIOW.
NO FOLLOll UP REQUIRED.
TVAi AS A ltHOLEi DOES WOT REALLY CAR E ABOUT THEIR EftPLOYEES.
GOOD EftPLO YEES IlHO DO THEIR ASSIGNED HORKi ARE ASSIGtlED thORE llORK TO tlAKE UP FOR T
HE EllPLOYEES IlHO ARE LAZY.
THIS RES ULTS III THE FEI< GOOD EHPLOYEES LOOKI NG FOR BETTER JOBS ELSEHHERE.
WUCLE AR POllER DEPT.
CONCERN.
CI HAS WO F
URTHER IWFORHATIOW.
WO FOLLOW"UP RE QUIRED.
CONCERNS ARE GROUPED BY FIRST 3 DIGITS OF SUBCATEGORY ttUftBER.
PEFEREtlCE ECPS132J "ECPS132C FREQUEIICY REQUEST OWP " ISSS RIIM
'TEGORYs MP MGtlT & PERSOtltlEL TEIIIIESSEE VALLEY AUTHORITY OFFICE OF NUCLEAR PO!lER EMPLOYEE COWCERtl PPOGRAtl SYSTEM (ECPS)
EMPLOYEE COIICERtl IWFORtIATIOW BY CATEGORY/SUBCATEGORY SUBCATEGORY~ 708 MORALE PAGE 12 RUtl TIME II) 53< 10 RUtl DATE 02/01/88 S
H SUB R PLT CONCERN NUMBER CAT CAT D LOC 1
REPORT APPL 2 SAF RELATED BF BL SQ I<B HISTORICAL COtlCERtl REPORT ORIGItl CONCERN DESCRIPTIOII REF.
SECTIOtl CAT I'IP SUBCAT - 708 IW 282-00301 MP 70802 N IIBN T5020l 1
W W
W W
2 tlA NA WA IIA QTC CRAFT MAtlAGEI'IEtlT RUtIS THE COIISTRUCTI Otl OF THIS PROJECT.
QC AtlD EtlGItlEER IIIG FOLLOII THEIR LEAD.
CI IIAS REFER RING TO OVERALL MAIIAGEtIEIIT AS BEING REACTIONARY WOT IIAIIAGItlGUtlTIL SOMET HING HAPPEtlS.
CI HAS tl0 SPECIFIC DE TAILS'tlD tlO ADDITIOtlAL ItlFORtIATIOtl CONSTRUCT IOtl DEPARTMEtlT COtlCERtl.
IN 297-,00301 T50152 MP 70802 N HBN 1
N N
N N
IW"86-297-003 2
NA IIA WA WA Itl 316-00801 MP 70802 N HBN 1
N N
N tl T50168 2
WA NA WA WA JPV-86-001 Ol MP 70801 N SQN 1 tl tl N
N 2
NA WA NA WA TDK-86-002 01 MP 70801 N SQN 1
N N
W N
2 WA WA WA NA PH 048-00501 MP 70802 N IIBW 1 tl N
N N
T50264 2
WA WA NA NA QTC QTC OECP QTC OECP MORAI.E IS VERY BAD AWD NOBODY CARES ABOUT THE JOB.
CONSTR.
DEPT.
COIICER W.
CI HAS WO ADDITIONAL IWFORMATIOW
~.
WO FOLLOIIUP REQUIRED.
TVA MAWAGEtIEtlT DOEStl'T GIVE A DAMtl A BOUT THE PEOPLE.
NUCLEAR POIIER CONC ERtl.
CI HAS NO ADDITIONAL ItlFORMATI Otl.
VELLUM PRItlTS ARE TOO HEAVY FOR THE IIOMEtl TO LIFT.
THE FILES ARE TOO CR OIIDED, tIAKItlG IT EVEtl HARDER TO HAtlD LE THE PRINTS.
TVA'S GEtlERIC tIAWAGEMEtlT POLICY IS T 0
HURRY UP AtlD GET THE JOB DOWEp IIIT H
A COMPLETE DISREGARD TO THE HUtlAtl ASPECTS AWD WEEDS OF THE EMPLOYEES.
FOR EXAIIPLE, tIAWY EMPLOYEES ARE TRA tlSFERRED tIULTIPLE TIIIES, AtlD OFTEtl A ND UP IIOPKIWG BACK AT THE SAME LOCAT IOtl THEY IIERE ORIGINALLY TRAtlSFERRED FROt'I.
EMPLOYEES OFTEtl I<ORK COtlSIDE RABLE OVERTIME <60-70 HOURS A IIEEK)
FOR;EXTEIIDED PERIODS, IIHICH REDUCES EIIPLOYEE EFFECTIVEtlESS AtlD I'IORALE.
WUC.'. POI.IER DEPARTIIEWT CONCERN.
CI H
AS IIO FURTHER INFORMATION.
GENE EMPLOYEE CALLED AWD LATER PRESENTED A PETITION THAT;STATED THE SYSTEM SQ W IS PLAWWIWG FOR ASSIGIIED PARKING I S
WOT FAIR AWD IS COUNTER PRODUCTIVE CONCERNS ARE GROUPED BY FIRST 3 DIGITS OF SUBCATEGORY NUMBER
f REFE ECPS132J-ECPS132C FREQUE REQUEST OWP - ISSS RHM ATEGORYs MP MGNT 8 PERSOWtlEL TEWWESS LLEY AUTHORITY OFFICE tIUCLEAR PollER EMPLOYEE COtlCERN PROGRAM SYSTEM (ECPS)
EMPLOYEE COWCERtl ItlFORtlATIOtl BY CATEGORY/SUBCATEGORY SUBCATEGORY< 708 MORALE
'I I
PAGE 13 RUW TIM - llc53s10 RUtl DATE -- 02/01/88 S
H SUB R PLT CONCERN NUMBER CAT CAT D LOC 1
REPORT APPL 2
SAF RELATED BF BL SQ IIB HISTORICAL CONCERN REPORT ORIGIN CONCERN DESCRIPTION REF.
SECTION CAT MP SUBCAT 708 llBN-0197 Ol MP 70802 N HBN 1N N
tl N
2 WA WA WA WA OECP CI IS CONCERNED HOI< THE SUPERVISOR I S
GOING TO BRItIG tIOPAL UP HHEN THER E ARE JANITORS WITH THE SAME CLASSIF ICATION SF-1 DOING THE SAME WORK AS THE OtlES THAT MAKE Sli685 MORE A YEA R.
HBtl-0393 Ol MP 70802 N HBN 1
N N
tl N
2 NA WA NA WA OECP POSSIBLE IMPROVEMEttT OF EMPLOYEE ATT EllDAtlCE AtlD GENERAL COtlCERW FOR IMPR OVED PRODUCTIVITY AWD EtlPLOYEE'S HEA LTH.
llBN-700PI Ol MP 70802 N WBN, 1
N N
tl W
2 WA WA WA lIA c
OECP TRAVEL - MORALED TRAVEL ARRAtlGEMEtlT PRACTICED AT HBtIP ARE A DRAG OW TVA CORPORATE GOALS.
l!HEN EttPLOYEES CH DOSE TO DRIVE THEY ARE REIMBURSED ON LY 1/2 OF THE CHEAPEST CALCULATED AM OUWT DETERMINED BY TRAVEL.
llBP-86-008-00601 T50243 tlP 70802 tl llBW W
N W
N WBP-6-008-006 2 tIA WA WA WA QTC CI FEELS THE "ttEtP TVA MAWAGEMEtlT (K
'NOHW) IS NOT AWD CAtltIOT BE EFFECTIVE UNTIL TVA GIVES THEM THE AUTHORITY TO "SHAKE TVA DOHtl TO ITS ROOTS".
C OWSTRUCTION DEPT.
CONCERN.
CI HAS N
0 FURTHER IttFORttATION.
NO FOLLOW UP REQUIRED.
lII -85"00CI-00301
'MP 70802 N lIBW 1
N N
W N
T50060 2
NA tlA tlA tlA MI -,85-008-00101 MP 70802 N HBW 1
N N
N N
T500ci5 2
NA NA tlA ttA QTC QTC "PEOPLE/EMPLOYEES tPILL DO AtlYTHItlG T 0
KEEP THEIR JOBS" EXAMPLES) l)REllRI TING OF NCRS TO SUIT SUPERVISORS LIK IWG (WO SPECIFICS) 2)PAPERWORK TljIST s
REIIORDItlG THE DOCUMENTATIOtl llORK TO TAKE IT LOOK LIKE EVERYTHItIG IS 0 K
(WO SPECIFICS) 3)
JOBS IW 1-TENWES SEE AREA ARE SCARCE (WOT THAT MAtlY)
TVA IS A BIG EMPLOYER HITH A GOOD BE WEFIT PACKAGE.
IF THEY LOSE THEIR J OB THEY CAN NOT GET EQUIVALENT JOBS (WO SPECIFICS)
LOll MORALE DUE TO JOB BURNOUT AND MI SMAtlAGEMEtlT.
CONCERNS ARE GROUPED BY FIRST 3 DIGITS OF SUBCATEGORY NUMBER.
REFERENCE
" ECPS132J-ECPS132C FREQUEtlCY
- REQUEST OHP ISSS - RIB'I
.ATEGORY HP HGHT 8 PERSOtltlEL TENNESSEE VALLEY AUTHORITY OFFICE OF NUCLEAR POHER EHPLOYEE CONCERN PROGRAI) SYSTEH (ECPS)
EI1PLOYEE CONCERN IHFORI1ATION BY CATEGORY/SUBCATEGORY SUBCATEGORY) 708 IIORALE PAGE
14 RUtl TINE - II i53: 10 RUtl DATE - 02/Ol/88 S
H SUB R PLT CONCERN NUHBER CAT CAT D LOC 1
REPORT APPL 2
SAF RELATED BF BL SQ l<B HISTORICAL CONCERN REPORT ORIGIN CONCERN DESCRIPTION REF.
SECTION CAT
- HP SUBCAT - 708 III 056-00601 tIP 70802 tl IIBN T50239 1
N W
N H
2 tlA NA HA WA QTC CI FEELS THAT CREATIOtl OF THE "HEAD CHECKERn JOB IS THE IIORST THItlG THAT TVA EVER HAS CotIE UP IIITH AT WATTS BAR SITE.
ACCORDItlG TO CI THE HEAD CHECKER GOES AROUIID AtlD CHECKS AS TO IIHO IS IIORKIWG AHD IIHO IS WOT AWD I SSUES LETTERS.
CI HAS ADDITIONAL IN FORI'IATIOW.
NUCLEAR POWER DEPARTNENT CONCERN.
NO FOLLOH UP REQUIRED.
XX 053-X0301 HP 70802 N
SQN 1 tl N
N N
T50160 2
NA tlA tlA tlA XX "85-103"00301 HP 70802 S
BLN 1 tl N
N N
T50176 2 tlA IIA tlA NA 02 IH 60400 S
BLN 1
N Y
N N
2 WA NO HA NA 67 CONCERNS FOR CATEGORY HP SUBCATEGORY 708 QTC SEQUOYAH-EHPLOYEES DO HOT TRUST MAN AGEHEtlT.
BECAUSE HANGERS ARE ItlEXPER IEtlCED, THEY ARE HOT PROthOTEDD BECAU SE OF ABILITY. THEY HILL DO ANYTHING THEY RE TOLD IIITHOUT QUESTIONING HH ETHER IT IS RIGHT OR IIROtlG, AWD THEY DO WOT IIORK IW THEIR SUBORDItlATES'EST INTERESTS.
THIS LACK OF TRUST IIEtlT SO FAR AS TO AFFECT QUALITY AT SEQUOYAH.
CI HAS tl0 110RE IWFORI'IATIO H.
(EIIGIHEERIWG-CONSTRUCTION DEPT CONCERN) tlo FOLLOII REQUIRED.
QTC BELLEFOHTE.
CI IIOULD WOT ACCEPT REA SSIGtlHEIIT TO BELLEFOtlTE DUE TO UtlFAI R TREATI1EHT BY TVA.
DETAILS KNOWN T 0 QTCt WITHHELD DUE TO COWFIDEtlTIALI TY.
NUCLEAR POHER DEPT.
CONCERN.
C I HAS HO ADDITIONAL IHFORHATIOW.
HO FOLLOW UP REQUIRED.
CONCERNS ARE GROUPED BY FIRST 3 DIGITS OF SUBCATEGORY NUtIBER.
ATTACHMENT B List MORALE of Concerns by Element/Issue The Morale Subcategory addressed in two major (70800) is comprised of 67 concerns and are issues.
70801 - Dissati GEA-85-001 I-86-234-SQN IN-85-065-001 IN-85-131-001 IN-85-132-001 IN-85-542-003 IN-85-609-001 sfaction with some part of the work environment IN-85-663-013 IN-85-780-001 IN-85-938-007 IN-86-147-002 JPV-86-001 TDK-86-002 70802 - General expressions of concerns about low morale BLN-ONP-EC-006 EX-85-007-001 EX-85-la3-X01 IN-85-018-002 IN-85-097-005 IN-85-203-002 IN-85-209-001 IN-85-320-,001 IN-85-327-001 IN-85-376-002 IN-85-380-002 IN-85-453-003 IN-85-491-002 IN-85-533-007 IN-85-539-004 IN-85-544-004 IN-85-547-001 IN-85-549-006 IN-85-581-003 IN-85-595-004 IN-85-596-001 IN-85-644-001 IN-85-699-001 IN-85-718-001 IN-85-740-007 IN-85-768-001 IN-85-835-X04 IN-85-895-001 IN-85-896-001 IN-85-899-001 IN-85-914-001 IN-85-917-002 IN-85-938-006 IN-86-021-001 IN-86-116-003 IN-86-123-001 IN-86-1a 5-001 IN-86-177-002 IN-86-190-006 IN-86-204-003 IN-86-267-003 IN-86-282-003 IN-86-297-003 IN-86-316-008 PH-85-048-005 WBN-0197 WBN-0393 WBN-700-PI WBP-86-008-006 WI-85-004-003 WI-85-008-001 WI-8S-OSa-OO6 XX-85-053-X03 XX-85-103-003 Page 1 of 1
yPi'I li t'
l