ML20029A142
| ML20029A142 | |
| Person / Time | |
|---|---|
| Site: | Peach Bottom  |
| Issue date: | 01/26/1991 |
| From: | Miller D PECO ENERGY CO., (FORMERLY PHILADELPHIA ELECTRIC |
| To: | NRC OFFICE OF INFORMATION RESOURCES MANAGEMENT (IRM) |
| References | |
| CCN-91-14007, NUDOCS 9102040244 | |
| Download: ML20029A142 (8) | |
Text
._ __._
CC,N-9 l-14 007 PilILADELPillA ELECTRIC COMPANY
(
r!.ACil 110lTOM A1DMIC rOWl:R STATION N.
R D.1. Ilox 208 h 1 Delta, IYnnsykania 17314 PLACH IK7FTOM-THE PWER Of IXCt11tN(.E (717)'656 7014 D. B. Miller, Jr.
Vice President January 26, 1991 Docket Nos. 50-277 50-278 U.S. Nuclear Regulatory Commission Document Control Desk Washington, DC 20555
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 committed to provide semi-annual human resource reports on the progress made towards meeting operator resource development and cultural related commitments.
Attachment (1) pec.vides an updated status for the areas identifled in the IATI inspection report as of January 1991.
If you have any questions or require additional information, please do not hesitate to contact us.
Sincerely, T $
56 DBM/ AAF/TJN/MJB :gjh w
Attachment ec:
R. A. Burricelli, Public Service Electric & Gas T.M. Gerusky, Commonwealth of Pennsylvania J.J. Lyash, USNRC Senior Resident Inspector R.I. McLean, State of Maryland T.T. Martin, Administrator, Region I, USNRC II.C. Schwemm, Atlantic Electric J. Urban, Delmarva Power 1Gil020. doc 9102040244 910126.,
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PDR ADOCK 0500027/
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J. A. Basillo G. A. Hunger J. A. Bernstein P. E. Kressley R. A. Charlos J. M. Madara Commitment Coordinator C. J. McDermott Correspondence Control Desk D. B. Miller T. J. Niessen P. F. McHugh E. J. Cullen -
T. N. Niessen D. Dibella T. J. Robb E. P. Fogarty D. M. Smith J. F. Franz J. J. Starosta A.. A. Fulvio -
A. J. Sherwood D. R. Helwig 1GH020. doc
n.- _
PHILADELPHIA ELECTRIC COMPANY Peach Bottom Atomic Power Station Human Resources Status Report August 1990 - January 1991 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.
Peach Bottom Management remains fully' committed to providing utft operators with off-shift opportunities as described in previous semi-annual Human Resources Status Reports and-formalized in Operations Policy # 104,
" Shift Operations Career Plan". As previously reported, the first Shift
. Supervisor-was permanently rotated to an off-shift position in NQA during-May, 1990. A second Shift Supervisor was assigned a non-shift position in Outtge Planning in January, 1991. Additionally, one licensed Reactor Operator was assigned to a :long-term-non-shif t position as a permit writer, two floor Foremen (senior non-licensed operators) were rotated to the Training Department while two other-non-licensed operators were released by Operations to pursue opportunities in other departments within Philadelphia Electric Company.
Three of'the five Senior Reactor Operator-(SR0) candidates from the SRO class started in January, 1990, along with one SR0 re-examination candidate and eight licensed reactor operator candidates were examined by the NRC in September, 1990. Three of the four SR0 candidates and six of the eight reactor operator candidates successfully passed the exam.
The six newly licensed reactor operators have been assigned to shift operations to meet the station's goal of four reactor operators per each shift team.
Additionally. the three newly licensed SR0's have been assigned to shift teams enabling the rotation of one Shift Supervisor and Shift Manager to-an off-shift position while achieving the goal of two Shift Supervisors on each shift team. A tabular summary of-licensed personnel status at Peach L
Bottom is provided in a subsequent section of this report,
'The remaining two SR0 candidates who were not examined by the NRC in Septaber, 1990 along with one SR0 re-examination candidate and two reactor operator re-examination candidates are currently in an intensive training program designed to strengthen identified weaknesses and prepare them to be examined by the NRC in February, 1991.
The " Shift Worker _ Degree Program" discussed in tt.e July, 1990 Status Report was implemented in September. 1990.
Interest among Peach Bottom operators l
was overwhelming and the entire 20 positions allotted to Peach Bottom LOperations were completely filled. The-program was designed by the
= University of Maryland speci.fically for shift workers and will enable participants:to earn a Bachelor of Science degree in Nuclear Science.
Philadelphia. Electric Company Management expects that the program, in conjunction with the degree, will broaden the student's understanding of l
'the scientific principles ~and technologies which apply to their jobs and enhance their-ability to pursue alternate career paths or off-shift positions.
L L
Human Resources Status Report Page 3 be addressed at the meetings were subsequently discussed in detail in the following issue of the " Operations Section Newsletter".
Periodically the Superintendent - Operations has meetings with the Shift Managers and Shift Supervisors to solicit their input on program changes, personnel issues or issues raised at shift team meetings. These meetings have proven to be an effective method to facilitate better communications and understanding of expectations between the Superintendent - Operations and Shift Management.
Each Shift Manager periodically holds a s..
c team meeting. These meetings are scheduled in advance and are conducted during training or utility periods in an atmosphere conducive to problem resolution.
The issues raised during these meetings frequently become the basis for discussions between the Superintendent - Operations and Shift Management in their meetings.
IMPROVING CONSISTENCY AMONG SHIFT CREWS IN IMPLEMENTATION OF PERFORMANCE STANDARDS AND POLICIES This item refers to section 3.3.4.1 of the NRC lATI Report.
Peach Bottom management recognizes that one of the keys to a high performance quality work culture is a solid performance appraisal system in which the appraiser and the recipient know the performance criteria in advance and apply the criteria to all personnel who perform similar duties.
During 1990, all Peach Bottom employees received face-to-face performance appraisal interviews.
In the beginning of 1901, all licensed Operations personnel will receive meaningful goals for 1991 designed to improve Operations Department performance.
In order to support the appraisal system, every member of Operations management including the Shift Supervisors have attended the entire four day Management Action Response Checklist (MARC) Training program. This program is designed to familiarize first line supervisors, and above, with company policies and labor laws applicable to people under their supervision. The MARC curriculum includes training on the philosophy behind proper performance appraisals. This performance appraisal process should continue to improve as Shift Supervisors attend the Supervisory Development Academy and practice the supervisory skills learned during the academy.
Human Resources Status Report Page 4
-In order to help. improve. consistency between each shift crew in implementation or interpretation of practices of overtime, shift swaps, turnover, etc., Operations management has implemented several new Operation Section Policies since the last status report. A listing of.all the current Operations Policies is listed below:
o
" Shift Turnover" o
" Shift Briefing" o
" Electrical' Plant Operator Assignment" o
" Shift Operations Career Plan" o
"Non-licensed Operator Clothing" o
" Selection of R0 Training Candidates /R0" o-
" Training Failure Policy" o
" Floor Operator Overtime Policy" o
" Shift Swaps"
-o
" Compensatory 0vertime" o
" Reactor Operator Staffing" The company-wide effort to improve the performance appraisal process discussed in the July, 1990 Status Report is being coordinated with the company-wide program to link corporate strategy to individual job ob.iectives and standardt. During the last quarter of 1990, an ad-hoc ov ign team consisting of 12 individuals has been developing a company-wide program to improve corporate perfornance. The program, Quality Management, will combine the key concepts of the existing corporate Quality Improvement:
Program for work process improvement with the key aspects of applied 1
behavioral analysis for individual performance improvement.
The program will-focus on work and individual performance improvement of natural worF teams.
The. initial roll-out site for this program will be Limerick Generating Station in the first quarter of 1991.
In support of this process, work'is continuing on a company-wide performance appraisal system for all employees. Continued development and implementation in selected groups will begin in 1991.
The Compensation and Benefits Department's study of company-wide job titles and positions is continuing. The study is on-target for review of positions-and comparison to marketplace benchmarks in January, 1991. With that information.. uniform wage rates will be developed during 1991. Also, it'is expected that automatt.d job description formats can be developed by
-December, 1991.
Human Resources Status Report Page 5 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 18 senior reactor operators along with 24 reactor operators for a total of 42 licenses assigned to shift operations.
Additionally, there are 14 personnel assigned to plant staff (12 SR0 and 2 reactor operators) and three reactor operators in SR0 training for a total of 57 currently licensed personnel on site. A tabular summary including the number reported in the previous status report is presented below:
Shift Operations Current Staffing Previous Status SR0 licenses on-shift 18 18 R0 licenses on-shift 24 19 R0 licenses in SR0 training 3
5 Plant Staff SR0 licenses on plant staff 12 11 R0 licenses on plant staff 2
2 Personnel with previous licensed experience 16 18 TOTAL LICENSED EXPERIENCED PERSONNEL ON SITE 75 73 Peach Bottom recognizes that the critical path for rotating licensed personnel off-shift for other assignments / career paths is the number of licensed personnel available to fill mandated positions. Despite the resignation of two licensed personnel (one licensed reactor operator and one SRO) from the company, the retirement of three personnel with previous licensed experience since the July, 1990 Status Report, and the loss of one staff SR0 as a result of a promotion of the previous Superintendent -
Operations to the Nuclear Headquarters, Peach Bottom has achieved the goal of 42 licensed personnel on shift and has made progress towards reaching the goal of 85 licensed experience personnel on site. Additional off-shift rotations of Shift Supervisors or Reactor Operators are not expected before the next status report due to the scheduling of the current license classes. A tabular summary of the classes in progress along with near term
. future scheduled classes is provided below:
License Classes in Progress Class Size SR0 class started in Jan. 1990 2*
R0 re-examination candidates 2*
SR0 re-examination candidates 1*
R0 class started Aug. 1990 7
- Candidates are currently undergoing specific training designed to strengthen identified weakness and prepare the students for examination by the NRC in February, 1991.
Scheduled License Classes Planned Class Size R0 class from Oct. 1991 - Sept. 1992 9
Human Resources Status-Report
.;Page 6 IMPLEMENTING INTERACTION TRAINING PROGRAMS 7
This item refers to section 3.2.3 of the NRC IATI Inspection Report.
As described in previous status reports, specialized training programs have been implemented to support the culture change at Peach Bottom.
The programs promote the team concept and enhance communications by requiring personnel from different work groups to participate in training programs at the same time. All appropriate Operations personnel have attended i
Interaction Training while all the Shift Supervisors have attended Interaction Management training and all Shift Managers have-attended Interaction Management Support training.
Additionally, Philadelphia Electric has instituted a Supervisory Development Academy (SDA) which-all Shift Supervisors will attend.
This is an intensive eight-week program designed to teach first line supervisors the basics of_ being a manager of people.
The skills learned in the SDA have Droven effective in improving the coaching, communication and leadership skills of the Maintenance Foremen who were the first supervisors to participate in the SDA.
It is expected that SDA will enable the Shift Supervisors to further solidify the shift team concept and improve their ability to_ address persennel concerns.
INCORPORATION OF PARTS OF THE TRAINING PROGRAMS, " PEOPLE - THE FOUNDATION
-0F EXCELLENCE" AND " PERSONNEL EFFECTIVENESS TRAINING" (PFE/PE) INTO
-0PERATOR PROGRESSION TRAINING This item refers to section 3.3.2 of the NRC IATI Inspection Report.
As discussed in the July, 1990 Status Report, all non-supervisory Operations personnel have attended Interaction training which includes the applicable concepts of PFE/PE training. Additionally, the topics necessary to develop-the interpersonal and team skills for future operator progressions were identified and subsequently formalized'in Traininng 1
-Procedure TP-350. " Peach Bottom Management and Professional Development Program Plan". The procedure is directed specifically at Shift Technical Advisors (STA's), Reactor Operators and non-licensed operator progression and continuing training programs. The Reactor Operator class that was completed in September, 1990 and the STA class completed in May, 1990 received the interpersonal training identified in TP-350 as part of their training.
l
-~
Human Resources Status Report 4 ',Page 2 Management maintains an " eligibility list" of applicants who remain interested in the program, but were not initially enrolled. Where possible, participants who withdraw from the-program are r_eplaced by qualified applicants on the eligibility list. LA decision:concerning future Shift Worker Degree Program classes will be made by Philadelphia Electric
. Company Management-based on the success and continued interest-in the
__ current class.
MORE COMPREHENSIVE-OPERATIONS NEWSLETTER / COMMUNICATION PROCESS This item refers to section 3.3.3 of the IATI Report.
The " Operations Section Newsletter" continues to be the primary tool to-universally update Operations personnel on current issues and concerns not directly related to specific operation of the plant. - The newsletter also serves as a convenient forum for Operations management to explain decision rationale for recent policies that may affect Operations personnel or answer anonymous questions submitted by operators. The newsletter is published monthly and topics covered since the last status report include the following:
1.
Status of the operator " accelerated progression program" including maintaining of job proficiency.
2.
Update on the NRC's proposed rule on fitness for duty.
- 3..The financial status-of the Company, 4.
Frequent updates on the Shift Worker Degree program.
5.
Explanation of opera W shift team changes.
6.
Results of various NRC inspections.
7.
Frequent updates on the 12-hour shift study for shift operators.
8.
Rationale for authorizing operator transfers to other groups before the five year agreement is-fulfilled.
9.
Continued reinforcement of Operations Management's policy of safety and quality first; then schedule.
In addition to the " Operations Section Newsletter, there were two Operations All Hands Meetings since the last status report. The meetings were=an open forum where the= operators could raise questions or concerns to Operations' management. The Vice President of Peach Bottom attended one of the meetings to answer questions from operators.
Items that could not
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