ML20011E155

Forwards Semiannual Human Resource Repts on Progress Made Towards Meeting Operator Resource Development & cultural- Related Commitments for Aug 1989 - Jan 1990,per NRC Insp Repts 50-277/89-81 & 50-278/89-81

ML20011E155
Person / Time
Site:	Peach Bottom
Issue date:	01/30/1990
From:	Danni Smith PECO ENERGY CO., (FORMERLY PHILADELPHIA ELECTRIC
To:	NRC OFFICE OF INFORMATION RESOURCES MANAGEMENT (IRM)
References
NUDOCS 9002080222
Download: ML20011E155 (7)

Text

i TCCN-90-14019:

j, .. \dI;j PHILADELPHIA ELECTRIC COMPANY-'

PEACll IKTTIUM ATOMIC POWER STATION -

R. D.1, llox 208 -

Delta, Itnnsylvania 17314 rrac:: nornus-mt rou tm or axcsttrm.t '(717)4567014 D. M. Smith *

' Vice Pncaident '

January 30, 1990 Docket Nos'.'50-277 50-278- ,

i 'U S.- Nuclear Regulatory Comission  ;

ATTN: Document Control Desk Washington, DC 20555 t

SUBJECT:

-Peach Bottom Atomic Power Station (PBAPS)

NRC Integrated Assessment Team Inspection (IATI) Report (50/277/89-81,50/278/89-81) dated March'6, 1989

Dear Sir:

In accordance with the subject Inspection Report, paragraph 2.4.5, PECo comitted to provide semi-annual human resource reports on the. progress made towards meeting operator resource development and cultural related '

comitments. Attachment (1) provides an updated status for the areas identified in the'IATI inspection report as of January:1990.

If you have any questions or require additional'information, please do not

hesitate'to' contact us.

Sincerely, Attachment cc: R. A. Burricelli, Public Service Electric & Gas T. M. Gerusky, Commonwealth of Pennsylvania J. J. Lyash..USNRC Senior Resident Inspector T. E. Magette, St. ate of Maryland

, W. T. Russell, Administrator, Region I, USNRC H. C. Schwem , Atlantic Electric J. Urban, Delmarva Power

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ADOCK 05000277 PDC

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l: ;Pase21 bec:1J. A. Basilio 52A-5, Chesterbrook

- J. A Burnstein- 52C-3. Chesterbrook Commitment Coordinator- 52A-5, Chesterbrook Correspondence Control Desk 61B-3, Chesterbrook T. E.' Cribbe Al-2S, Peach Bottom E. J. Cullen S23-1. Main Office E.-P. Fogarty 51A-1. Chesterbrook J. F.-Franz A4-1S, Peach Bottom' O. R. Helwig 51A-11, Chesterbrook

- G. A. Hunger 52A-5, Chesterbrook S.-'J. Kowalski S25-1. Main Office J. M. Madara 53A-1, Chesterbrook .1 C. J. McDermott S13-1, Main Office l C.~A. McNeill, Jr. 52C-3, Chesterbrook i PB Nuclear Records A4-25, Peach Bottom -'

T..J. Robb 51A-13, Chesterbrook i D. M. Smith SMO-1, Peach Bottom J. P. Wilson A4-4N, Peach Bottom l

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____m___ . _ _ _ - . _-____.______-._________.____.______.__:.___________________________m____..__________._________.___-__2__________-________J

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PHILADELPHIA ELECTPlc COMPANY Peach Bottom Atomic Power Station Human Resources Status Report August 1989 _ January 1990 1 CAREER PATHS AND OFF-SHIFT ASSIGNMENTS FOR OPERATIONS STAFF This item refers to sections 3.2.3 and 3.3.4.2 of the NRC IATI Report.

As noted in our previous semi-annual status report dated July 31, 1989, the -

ability to rotate licensed personnel off shift for other career paths or

.for rotational assignments outside of shift operations is dependent upon increasing the number of available licensed operators. We remain confident that we can provide selected Shift Supervisors with off-shift career opportunities in January 1991 and selected Reactor Operators with rotational off-shift assignments beginning in-1991. In addition, we have been able to rotate two shift managers to off-shift positions to broaden their career experience.

• A Reactor Operator class of seven candidates was started in November 1988-from which the NRC subsequently examined two candidates in December 1989.

Both candidates were awarded hot licenses and were assigned to shift operations in January 1990. In November 1989, another reactor operator class of nine candidates was started. Portions of the reactor operator course will be combined with the Senior Reactor Operator (SRO) training course which started on January 8, 1989 for five SR0 candidates.

Operations Management remains committed to providing meaningful off-shift career paths and rotational off-shift assignments. The Operations Section policy discussed in the July, 1989 status report has been approved and issued. .This policy defines goals and expectations with respect to the career progression, including off-shift assignments, for Shift Operations

! personnel.

L The Shift Operator Degree Program discussed in the July 1989 status report has been approved and is expected to commence in the fall of 1990 for shift operators from both Peach Bottom and Limerick. The program will enable y shift operators to obtain a degree in Nuclear Science'without serious  :

impact on the plant operating schedule. This program is closely modeled after other utilities' nuclear science programs that have successfully graduated shift operators. It is expected that the program will enable students to develop a better understanding of the scientific principles and technologies which apply to their jobs and broaden the spectrum of career L paths into which an operator may transfer. The program has been explained L

to the operators via numerous documents including a package of common questions and answers in conjunction with briefings from the program director.

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Human Resources Status Repo'rt

_ Page 2 MORE COMPREHENSIVE OPERATIONS NEWSLETTER / COMMUNICATION PROCESS Thistitem refers to section 3.3.3 of the NRC IATI Report.

The Operations Section Newsletter continues to be the prime mechanism used by Operations Management to update Operations personnel on current issues and concerns, and.to explain the decision rationale for policies that affect Operations-personnel. The newsletter is published approximately bi-weekly and topics covered since the last status report included the following:

o- Corporate policy on the removal.of material or equipment from Company premises.

o Revisions to Operations Section Training schedule, o Vac'ation policy.

o Detailed responses to questions about policies regarding safety versus schedule.

o Overtime policy and questions regarding the policy, o Travel expense policy.

o Recent INP0 evaluations, results.

W o Shift Worker College Degree Program.  !

Operations Management recognizes the importance of quality and timely communications and has endeavored to implement these concepts. i IMPROVING CONSISTENCY AMONG SHIFT CREWS IN IMPLEMENTATION OF PERFORMANCE  !

STANDARDS AND POLICIES This item refers to section 3.3.4.1 of the NRC IATI Report.

In order to enhance consistency among shift crews, an Operations Section l Policy Manual has been developed. The policies address personnel-related j i- matters and are approved and issued by the Superintendent - Operations. i Meetings among Shift Management and Operations Management have been held on  !

an on-going basis and have been effective in eliminating differences among shift crews.

During 1990, a Task Force consisting of seven members of line management (vice presidents and managers) and nine members of corporate human resource groups are charged with revamping the Company's approach to Performance Management. Initial program changes are focused on current members of the Management and Professional Salary Plan, the Senior Salary Plan, and other individuals who supervise employees. A new or revised format of the evaluation process for these individuals linking corporate strategy through individual job objectives and standards will be implemented in 1990. A b  !

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Huran Resources Status Report Page 3 t

similarly new or revised format will be developed for other employees

, during 1990 with implementation in 1991.

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_Also, the Compensation and Benefits Department is conducting a Company-wide ,

study of job titles and positions. Job incumbents are completing Position  !

Information Questionnaires which will help define the responsibilities and duties of the majority of Company positions. During 1990, these questionnaires will be reviewed and analyzed to provide consistent job

. descriptions throughout the Company. This information coupled with the new or revised Performance Management Program will better define the performance criteria and standards for corporate jobs.

INCREASING THE NUMBER OF LICENSED OPERATORS TOWARD THE G0ALS OF 42 ON SHIFT AND 85 TOTAL LICENSED EXPERIENCED PERSONNEL ON SITE This item refers'to section 3.2.3 of the NRC IATI Report.

Peach Bottom has a staff of 19 Senior Reactor Operators along with 20 Reactor Operators for a total of 39 licenses assigned to shift operations.

In addition, there are 13 additional licensed personnel assigned to the plant staff (11 SRO and 2 Reactor Operator) and five Reactor Operators in SR0 training for a total of 57 currently licensed personnel on site. A L tabular summary including the number reported in the previous status report is presented below:

SHIFT OPERATIONS CURRENT STAFFING PREVIOUS STATUS SR0 licenses on-shift 19 18 R0 licenses on-shift 20* 24 R0 licenses in SR0 training 5 0

-PLANT STAFF SR0 licenses on plant staff 11 7 R0 licenses on plant staff 2 0 Personnel with previous licensed experience 16 11 TOTAL LICENSED EXPERIENCED PERSONNEL ON SITE 73 60 2 R0 licenses remain temporarily inactive pending a medical evaluation.

Peach Bottom had previously submitted a schedule for ultimately achieving a total of 85 licensed experienced personnel on site. Increasing the number of licensed personnel is essential in order to support the Operations Section policy of rotating licensed personnel off-shift for other assignments / career paths. A tabular summary of the schedule along with an update is provided below.

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? Human Resources Status Report

'Page 4

'RESULTS OF CLASSES COMPLETED SINCE'LAST STATUS REPORT SR0' class ending Aug. 1989 CLASS SIZE LICENSED j i: 7 5 t

'R0 class ending Dec. 1989 6 2 F

-CLASSES IN PROGRESS CLASS SIZE

.SRO class started Jan. 1990. 5 R0 class started in Nov. 1989 9 L ,

' SCHEDULED' CLASSES PLANNED' CLASS SIZE-lSR0 class /fromNov.1990-July 1991 3-5 '

RO. class from Aug. 1990 --July 1991 9

, RO class from Oct. 1991 - Sept. 1992 9.

The goal of 85 licensed experienced personnel on site is still on schedule

<to'be achieved as soon as 1992, as previously reported in the July 31, 1989

-. Status Report.

' TRAINING PROGRAMS

-Specialized training programs are being implemented to support culture c . change. These programs promote the team concept and enhance communications 7 by. requiring personnel:from different work groups to participate in training programs at the same time. The status of implementing these. o

' training programs is:

MANAGEMENT ACTION RESPONSE CHECKLIST (MARC) TRAINING

. Training has been. incorporated into the shift rotational training schedule-for?first line Operations' supervisors to attend a four-day course on PECo

. labor policies developed by' Management Associated Results Company. . This ,

ll . = course is designed through case study work to familiarize first line supervisors and above with Company policies and labor laws applicable to people under their. supervision. MARC training was implemented in January 1989. Five supervisors have attended with the remaining supervisors  !

scheduled to attend by' June 1990.

IMPLEMENTING INTERACTION TRAlHING PROGRAM *

.t This item refers to section 3.2.3-of the NRC IATI Inspection Report. i

'The three day Interaction training course focuses on reinforcing interpersonal skills and team cohesiveness. indicative of the new team concept and. culture at Peach Bottom. The Interaction training course is designed for licensed operators, non-licensed operators and Operations Support personnel in conjunction with non-operations /non-supervisory staff.

.The last scheduled training session was conducted on November 16, 1989.

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' Human Resources Status Report e '. '

Page 5 This completed Interaction training for operators except for the

, supervisors who attended Interaction Management training.

The four day Interaction Management (IM) training provides supervisory level personnel with the skills needed to effectively interact with subordinates and peers in a variety of situations. IM training was implemented in April 1989. Eight Shift Supervisors have attended IM training with the remaining supervisors scheduled to attend by June of 1990.

Interaction Management Support (IMS) training is a two day program specifically designed to provide managers with the skills necessary to support and reinforce the newly acquired skills of the participants from IM training. IMS training was implemented in January 1989. Three Shift Managers have attended IMS training with the remaining Shift Managers scheduled to attend by April of 1990.

INCORPORATION OF PARTS OF T!!E TRAINING PROGRAMS. " PEOPLE - THE FOUNDATION OF EXCELLENCE" and " PERSONNEL EFFECTIVENESS TRAINING" (PFF/PE) INTO M UiXTDh PROGRESSION 1 RAINING This item refers to section 3.3.2 of the NRC 1All Inspection Report.

As previously mentioned in the discussion on implementing the Interaction Training Program, non-supervisory Operations personnel have already attended interaction training. This includes those operators currently in progression training. Therefore, it was decided that incorporating parts of PfE and PE training into the current progression training programs would be redundant in many respects to the interaction training the operators already attended. New operators entering the operator training program will receive specific communication, team building and interpersonal training as part of the progression program. There are no entry level operator progression classes scheduled for 1990. However, there is currently an STA class in progress. The STA students are receiving training on interpersonal communication skills, motivational skills, and team building skills as part of their curriculum, in addition, a review of professional development and other human resource training topics will be conducted by plant operation supervision for the purpose of selecting specific topics for continuing training. It is expected that some of these topics will be incorporated in licensed and non-licensed operator continuing training in 1991.

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