ML19343A341
| ML19343A341 | |
| Person / Time | |
|---|---|
| Site: | Arkansas Nuclear  |
| Issue date: | 08/13/1980 |
| From: | Cavanaugh W ARKANSAS POWER & LIGHT CO. |
| To: | Seyfrit K NRC OFFICE OF INSPECTION & ENFORCEMENT (IE REGION IV) |
| References | |
| 1-080-10, 1-80-10, 2-080-10, 2-80-10, NUDOCS 8009170241 | |
| Download: ML19343A341 (16) | |
Text
g bec to DAC:ADM:
CENTRAL FILES A:HQ LPDR TIC NSIC l
ARKANSAS POWER & LIGHT COMPANY POST OFRCE BOX 551 UTTLE ROCK, ARKANSAS 72203 [501) 371-4422 August 13, 1980 WILLIAM CAVANAUGH 111 Vice Presadent Generation & Construction l
l-080-10/2-080-10 Mr. K. V. Seyfrit, Director l
Office of Inspection & Enforcement i
U. S. Nuclear Regulatory Commission Region IV 611 Ryan Plaza Drive, Suite 1000 Arlington, Texas 76011
Dear Mr. Seyfrit:
On Monday, August 11, 1980, representatives of AP&L met with you and members of your staff for the purpose of AP&L presenting to NRC the current status of AP&L's nuclear training program. This presentation included actions _ completed,. projects underway and long term projects and l
goals. The presentation also was intended to respond to Mr. Gagliardo's l
findings and coments made after an NRC inspection on July 18, 1980.
l The purpose of this letter is to document that presentation and l
AP&L management's position regarding its nuclear training program.
l Attached to this letter are the presentations regarding:
operator l
training;. training records; on-the-job training; general employee training; systems training; fire brigade training; and supervisory /
professional / technical training.
As stated in the meeting, AP&L management is strongly committed to j
having a quality nuclear training program which exceeds regulatory re-quirements.
Since the accident at Three Mile Island, AP&L has been evaluating _ its nuclear training program as part of its Three Mile Island response program. Our evaluation led us to the initiation of a number of development programs and changes
.all of which were aimed at producing a quality nuclear training program which would help ensure the safe and reliable operaf. ion of Arkansas Nuclear One.
Some of the more significant changes and programs are:
1.
Position Task Analysis i
As a result of AP&L's TMI response program it was recognized that effective training must be based upon and validated by Position Task Analysis (PTA).
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MEMf3ER MICOLad SCUTH UTIUTIES SYSTEM
Nr. K. V. Seyfrit Page 2 August 13, 1980 A program for PTA was designed by AP&L in the Fall of 1979 and began implementation in February,1980.
The goals of the program are to identify tasks required, skills needed, and knowledge expected for each position at AN0 and General Office personnel with nuclear responsibility. The PTA is now complete for all positions at ANO and will be complete for all General Office personnel by September 30, 1980.
The analysis of the data from this effort at AN0 is being analyzed and will be provided to the training groups in order to develop training curriculum and on-the-job training (0JT) based upon position skills requirements.
Curriculum development from this program should be complete in the first half of 1981.
2.
A training needs assessment of the Generation & Construction (G&C) Department was completed in 1980 and this led to the development of curriculum at the G&C Skills Center where a plan has been developed to provide basic, advanced and specialized training in the areas of mechanical and electrical maintenance, instrumentation and controls and operations.
3.
The AN0 training staff has been increased from three (3) to ten (10) trainers.
4.
In the development of a plan for the Emergency Response Center, AP&L decided that this facility would be designed and constructed so that its normal use would be a Nuclear Training Center. This facility is expected to be fully complete in the first half of 1981 and is estimated to cost in excess of $8 Million.
The training areas are being specifically designed to provide an atmosphere conducive to quality training.
5.
AP&L has been evaluating the need and benefit of having ANO-specific nuclear training simulators.
This study has progressed to the point where we expect to start specification writing for a Unit 1 simulator by September 1, 1980.
Present plans call for requuting bids from suppliers in January, 1981, with a go-ahead decision for procurement presently targeted for March,1981.
AP&L is also presently studying the possibility of building a simulator for Unit 2.
We have held meetings with another utility having a CE reactor similar to ANO-2 and are exploring the possibilities of a shared facility.
A detailed review of the compatibility of the two (2)
fir. K. V. S yfrit Page 3 August 13, 1980 Control Room designs is underway.
This review is expected to be completed by October 1,1980, at wh.sh time a decision can be made on the feasibility of a jointly-owned simulator.
6.
A decision has been recently made to increase the number of operations personnel per shift and to go from a five (5) shift rotation to six (6) shifts.
This will provide a dedicated shift to accomplish all the required training.
The sixth shift will be implemented as soon as we can hire sufficient personnel.
7.
One major reason for our inability to move ahead more rapidly with our training programs has been a lack of operations personnel.
In order to correct this under-staffing situation, we moved ahead with two (2) corrective action programs.
First, we performed an analysis of pay scales for nuclear operator classifications. As a result of that analysis we raised the pay for all nuclear operator classifications and increased the bonus pay for our
' operators who >have obtained an operating license.
- Second, we became more aggressive in our recruiting program. We also authorized operators to advance based on qualifications rather than job openings. These actions together have resulted in achieving almo:t a fully staffed operations organization.
8.
AP&L has also been negotiating with several universities to develop joint training programs which would provide college. credits for the training courses being offered.
This program, when implemented, will provide the opportunity for our nuclear personnel to obtain a college degree in a -
technical field.
College credits will 'be granted for training conducted as part of the ongoing training program.
Additional courses will be conducted or made available for these pers'annel to complete the requirements for the college degree.
As was stated previously, AP&L is firmly committed to meeting its regulatory commitments and to have a quality nuclear training program.
Un-fortunately, various factors have impeded our progress toward that goal.
.These include the staffing problem mentioned previously, the prolonged startup of Unit 2, the abnormal amount of unscheduled lengthy outages on both units this Spring and Summer, and the continual drain on available manpower caused by increasing new regulatory requirements.
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fir. K. V. S:yfrit -
Pag 2 4 August 13, 1980 Regardless of these difficulties, it is AP&L's intent to meet its commitments and to move forward. With this in mind, in-depth discussions have taken place between AN0 management and AP&L corporate management, including the chief executive officer. As a result of these discussions, everyone from the top down has been appraised of the situation and a program has been developed to ensure our goals are met.
This program includes:
a.
A bi-weekly status reporting system for monitoring the progress of all training activities and commitments.
This report will be directed to the Vice President, Generation & Construction.
This system will also be closely monitored by AN0 management and General Office 2
management to ensure that all activities and programs are meeting their predetermined schedules.
b.
Regular meetings between AP&L executive management, including the chief executive officer, and AN0 manage-ment will be held in order to personally appraise AP&L's management of significant items of interest regarding AN0's operation and to provide the progress of critical programs such as nuclear training.
Some of these meetings will be held at the ANO site.
Efforts have already taken place to ensure rapid and streamlined decision-making regarding necessary support and resources.
Also, key corporate support groups have made commitments to meet the needs of these programs.
c.
An internal training review task force is being established for the purpose of providing a mechanism to provide feed-back into the training programs.
This feedback will result from the review of such items as LER's, NRC inspection reports, new codes and standards, regulatory requirements and all changes thereto, ANI inspection results, QA/QC findings, failure analysis investigations and safety and fire inspections.
It is expected that this group would consist of representatives from AN0 training and operations, the new ANO operations experi-i ence assessment group, safety and fire prevention personnel, QA/QC, G&C availability engineering section and the G&C training section. This process will prcvide the necessary curriculum adjustment mechanism to meet changing training needs.
d.
A training evaluation system is being designed by G&C Training to monitor the effectiveness of the training 1
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Mr. K. V. Seyfrit Pag 3 5 August 13, 1980 t
programs. This system will provide for the establish-ment of the following:
(1) Goals and Objectives for the Training Program (2)
Standards of Performance (3)
Plan for Accomplishing Training Objective (4) Training Record Keeping System (5) Training Management System (6) Third Party Review and Evaluation It is presently expected that this system will be defined by September 30, 1980.
Full implementation of the system will be accomplished by the end of 1980.
In summary, AP&L management recognizes the need for an effective and quality nuclear training program. We feel that these programs will meet that need. AP&L management is committed to meet all regulatory require-ments and all commitments related to those requirements.
Should any un-foreseen circumstances pose a threat to meeting any of these commitments, we will so inform you by letter prior to the target date along with an explanation of the mitigating circumstances and a proposed revised target date.
l We sincerely hope that this letter gives you a more complete picture of our programs and our management commitment to these programs.
We also hope that it fully answers your questions and concerns.
If you have any I
additional questions related to this, please advise.
Yo rs very truly,-
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William Cavanaugh III f/
i WC:ke Attachments
OPERATOR TRAINING 1.0 ACTION COMPLETE To reinforce the effort for licensed operator requalification training the two (2) existing operations training coordinators were instructed on 7/28/80 that their highest priority is re-qualification training.
This will result in an improvement to the requalification program and an increase in the time devoted to classroom training.
During 1979 and the first six (6) months of 1980, the ANO operations department was understaffed due to turnover and the time required to train replacement operators.
The understaffing adversely affected requalification training scheduled during those periods of t'ime (i.e. licensed operators were working extended hours to operate the unit and were unavailable to train).
The staffing level has increased such that an increased amount of time is available for training. Approval has just recently (8/7/80) been given to expand the ANO operations department to include a sixth shift.
The addition of the sixth shift will assure an adequate amount of time available for training.
This sixth shift will be implemented as soon as sufficient personnel can be hired. Also, the ANO General Manager issued a plant directive on 8/8/80 requiring a department head's approval to cancel an employee from scheduled training.
These efforts will result in additional time being utilized for requalification training.
As of 8/1/80 the completion of non-licensed operator qualification guides is mandatory 'for operators and will be a pre-requisite to licensed training for classes beginning 1/1/81.
The 1980-1981 requalification R0 and SR0 exams have been graded and training requirements based on exam results have been identified.
2.0 PROJECTS UNDERWAY The scape of training that is presented in licensed operator training and the additional training to be conducted is presently being identified for inclusion in a rNised licensed operator training program.
By 8/31/80 the scope and resources necessary for the new program will be ide. 'ied.
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OPERATOR TRAINING Pags 2 August 13, 1980 The 1980-1981 requalification training effort will be implemented by 8/19/80.
A working record of the requalification training status of each license holder will be maintained by the operations training coordinators beginning 8/18/80 and will contain:
- Annual examination results
- Training attendance and test grades
- Completed makeup training
- Notification to persennel who have failed to attend classes An emergency procedure review training course will be implemented 8/29/80.
The course includes:
- Classroom instructions of selected emergency procedures
- On-shift walk-throughs of emergency procedures
- Examinations covering the reviewed procedures Formal training programs for Auxiliary Operator and Waste Control Operator positions for both units are being developed.
The tentative schedule for completion is:
Auxiliary Operator Training Program (both units)
February, 1981,
Waste Control Operator Training Program (both units)
June, 1981 Implementation wil'l begin upon completion of the program develop-
~
ment. The schedule for completion of these programs is based on supporting training of entry level personnel to fill the expanded authorized operations staffing level.
New employees are hired as Auxiliary Operators and progress, when qualified, to Waste Control Operator.
3.0 LONG TERM Plans will be submitted by 10/11/80 to the ANO General Manager outlining:
OPERATOR TRAINING Page 3 August 13, 1980 1.
Necessary needs, including consultant personnel for developing an expanded licensed operator training proger;:
2.
Training departmer.t staf fing requirements needed to implement the striion training program.
In the interim, qualified consultant help will be obtained to assist the Training Department in providing licensed operator training.
When the Operator Requalification Training Guide is issued by the Institute of Nuclear Power Operations (INP0) it will be evaluated and a program revision will be submitted to the Operator Licensing Branch (0LB) of the NRC for approval.
Upoa OLB approval the revised requalification training program will be implemented.
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TRAINING RECORDS 1.0 ACTION COMPLETE A review of the training records at Arkansas Nuclear One is being conducted as a result of the recent NRC inspection.
Effective August 8, 1980, three (3) clerks began reviewing individual training records to assure completeness of documentation of all training for each employee at ANO.
Each employee will have a complete training file with documentation in one central location.
This review and update of past training is scheduled for completion by January 1, 1981.
2.0 PROJECTS UNDERWAY Present and future training will be documented at the time the training is performed and the training records will be sub-sequently updated to ensure completeness.
Documenting of train-ing when conducted will be started by September 1, 1980.
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ON-THE-J0B TRAINING (0JT) 1.0 ACTION COMPLETE A task force comprised of AN0 Training Department representatives and Electrical, I&C and Mechanical Maintenance shop personnel in-cluding first line supervisors, journeymen and helpers was established.
Its purpose is to review and assist with the development and initiation, including documentation, of OJT.
Task Force meetings were conducted on August 5, 1980, and August 12, 1980. A review of the forms to be used in documenting OJT was performed in each meeting.
These forms will be finalized by September 1,1980.
The identification of tasks to be documented was discussed in the meeting on August 12, 1980.
NOTE: A formal OJT Program with documentation already exists for entry level helpers in the Maintenance Department (901 Helper Classification) and for Auxiliary Operators and Waste Control Operators in the Operations Department.
2.0 PROJECTS UNDERWAY The 0JT Task Force is to identify major tasks performed in the Maintenance and I&C Departments, which will allow documenting of 0JT to begin September 15, 1980.
Identification of all 0JT tasks by position task analysis will continue and be complete by December 31, 1980.
Position Task Analysis is the analysis of a job to determine basic knowledge and skill requirements necessary to safely perform the duties of the job.
This project was initiated at ANO in February, 1980, and data results are expected by October 15, 1980.
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3.0 LONG TERM All significant job tasks will be identified and reviewed against position task analysis data and will be periodically reviewed to 1
ensure their appropriateness.
GENERAL EMPLOYEE TRAINING-1.0 ACTIONS COMPLETE The General Employee Training (GET) has been an ongoing process at ANO in order to meet regulatory requirements.
The GET re-quirements have been doctmented in Station Training Procedure 1023.01.
Implementation of the described programs will begin when the procedure is approved (i.e. no later than September 12, 1980).
Training requirements include:
- Security and Emergency Plan Training
- Radiation Safety Training
- Respiratory Protection Training
- QA/QC Training
- Fire and Safety Training
- Plant System Training
- Administrative Procedure Training General Employee Security and Energency Plan Indoctrination was revised in May, 1980, and has been implemented.
2.0 PROJECTS UNDERWAY The GET courses described in Station Training Procedure 1023.01 are under revision to update material and improve the program qual ~ity.
The existing GET includes the following initial and refresher training topics:
- Security & Emergency Plan Training-
- Radiation Safety Training
- QA/QC Indoctrination
- Fire & Safety Training-
- Respiratory Protection Training
- Applicable Plant Procedures c
' GENERAL EMPLOYEE TRAINING Pag 2 2 August 13, 1980 The existing GET programs will continue in use until super-ceded by the revised programs.
Implementation of the revised programs will be as follows:
Begin Implementation of the Courses Under Revision Revised Programs Plant Systems August 29, 1980 QA/QC Indoctrination September 30, 1980 Respiratory Protection October 31, 1980 Health Physics Indoctrination November 30, 1980 Admin,istrative Procedures October 31, 1980 Fire and Safety January 31, 1981 3.0 LONG TERM The GET for existing employees scheduled for the remainder of 1980 include:
TITLE START COMPLETE G.E. Systems Training 8/29/80 12/31/80 Administrative Procedures 8/29/80 12/31/80 i
Emergency Plan Training 9/15/80 12/31/80 The existing employees will be scheduled fo'r general employee retrain-ing on an annual basis beginning January 1, 1981.
Ned employees will ' complete the GET program within four (4) months of beginning work at ANO with the exception of General Employee Systems Training which will be completed within 12 months.
GENERAL EMPLOYEE SYSTEMS TRAINING 1.0 ACTION COMPLETE Individuals have been assigned responsibilities to prepare and present General Employee Systems lectures.
Presentations are to begin by August 29, 1980.
2.0 PROJECTS UNDERWAY The General Employee Systems Training Course will be presented to the existing ANO employees starting August 29, 1980, and will be completed by December 31, 1980.
Procedure 1023.01 will be approved by September 12, 1980.
3.0 LONG TERM l
The General Employee Systems Training course as defined n Procedure 1023.01 consists of a three (3) day presentation subd'/ided into three (3) major modules:
General Plant Operation; Unat 1 Systems and Controls; and Unit 2 Systems and Controls.
The General Employee Systems Training course will be scheduled a minimum of two (2) times in 1981 for new ANO employees.
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FIRE BRIGADE 1.0 ACTION COMPLETE The following actions have been taken subsequent to the 7/18/80 inspection debrief and are complete at this time:
- A Fire Brigade Drill was held on 7/25/80
- During the weeks of 7/21/80 and 7/28/80, the Russellville Fire Chief, State Fire Marshall, State Fire Academy, Oklahoma State University and Rebsamen Insurance Company were contacted to assess their fire team training capabilities.
- Fire Brigade Training was conducted the week of 8/4/80 2.0 PROJECTS UNDERWAY Based on the contacts discussed in 1.0, it appears that the Arkansas State Fire Academy will be able to provide tne required technical and " hands on" training.
A meeting with the State Fire Academy was held on 8/12/80 to further discuss details of the Academy's capabilities. As a result of this meeting, a formal proposal has been requested from the Academy.
The proposal will include a detailed breakdown of a complete Fire Brigade Training Program.
The proposal is expected to be received by 8/22/80.
We expect to reach a decision regarding the proposal in September, 1980.
The Academy feels it can implement the program during November, 1980.
Interim Fire Brigade training has begun and will continue unti]
such time that the new program is implemented.
The interim training will include " hands on" as well as classroom training.
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I' PROFESSIONAL, SUPERVISORY & TECHNICAL TRAINING r
1.0 ~ ACTIONS COMPLETE-Presently, training for professional personnel is being accomplished by offering courses in work scheduling, time management, technical riting, leadership, decision making, communications, stress manage-w
' ment, Company policies and procedures, etc.
A total of 29 ANO personnel and 34 General Office ANO support personnel have attended courses on one or more of the above topics during-the last nine (9) months.
Supervisory training is a corporate training function consisting of
. seminars and formal courses such as " Supervisory Practices for First Line Supervisors" and " Management Philosophy and Practices".
A total of 75 personnel from AN0 and 11 General Office support personnel have attended this training in the last nine (9) months.
AP&L recognizes the need for these types of training and will continue L
to emphasize these programs. These are evolving programs which under-go periodic evaluation and are upgraded as required.
l 2.0. PROJECTS UNDERWAY A project is underway to identify training needs for professional l
personnel and to develop a system by wh ch these needs can be i
addressed.
General areas of need that have been identified to date are:
l
- Codes and Standards
- Design. Techniques
- Piping-Analysis
- Project Management
- Plant. Systems i
. Program development ufor each of the above is scheduled for 1/1/81, with ' implementation starting by 3/1/81.
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. Topics are now being offered for AN0 personnel at the G&C Technological Skills Training Center. At present, there are 99 topics being offered.
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.. PROFESSIONAL, SUPERVISORY &' TECHNICAL TRAINING Paga 2-
. August 13,.1980 Some selected topics are:
- Plant Science
- Plant Auxiliaries
- Plant Systems
- Plant Instrumentation
.- Basic Bearings
- Rigging
- Coupling and Shaft Alignment
- Centrifugal Pumps
- Positive Displacement Pumps
- Valve Maintenance
- Water Treatment Equipment
- Environmental Protection
- Instrument and Control Systems
- Plant Protection
- Turbines
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ANO personnel are presently attending skill.s training at the Skills.
Center and commitments-have been made for new entry level personnel to receive skills training soon after employment.
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