ML20056A042
| ML20056A042 | |
| Person / Time | |
|---|---|
| Site: | Peach Bottom  |
| Issue date: | 07/27/1990 |
| From: | Miller D PECO ENERGY CO., (FORMERLY PHILADELPHIA ELECTRIC |
| To: | NRC OFFICE OF INFORMATION RESOURCES MANAGEMENT (IRM) |
| References | |
| NUDOCS 9008030120 | |
| Download: ML20056A042 (9) | |
Text
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CCN 90-14141 e
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Yke Pre &nt July 27, 1990 Docket Nos. 50 277 50 278 L
L 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 r
L (50/277/89 81,50/278/89 81) dated March 6,1989
Dear Sir:
J 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) provides an updated status for the areas identified in the IATI inspection report as of July 1990.
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If you have any questions or require additional information, please do not hesitate to contact us.
Sincerely,] ll/
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"y JBC/MJB:gih Attachment
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R.A. Burricelli, Public Service Electric & Gas k
T.M. Gerusky, Commonwealth of Pennsylvania
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J.J. Lyash, USNRC Senior Resident inspector R.I. McLean, State of Maryland T.T. Martin, Administrator, Repion 1. USNRC ll.C. Schwemm, Atlantic Electne J. Urban, Delmarva Power P
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J. A. Basilio O. A. Hunger J. A. Bernstein Consmitment Coordinator ence Control Desk D.N.fier
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E. P. Fogarty D. M. Smith J. F. Franz J. J. Starosta A. A. FuMo R. A. Charles D, R. Helwig P. McHugh A. J. Sherwood
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1 PHILADELr)HIA ELECTRIC COMPANY Peach Bottom Atomic Power Station Human Resources Status Report j
January 1990 - July 1990 CAREER PATHS AND OFF-SHlfT AS$1GNMENTS FOR OPERATIONS staff, i
lhis item refers to sections 3.2.3 and 3.3.4.2 of the NRC IATI Report.
j in the previous c i-annual human resource status report dated January 30, 1990, we discussed the Opcration's Section Policy regarding off-shift opportunities for shift operators and the schedule for rotating licensed personnel off-shift for alternate career paths or rotational assignments outside of Operations.
In May, 1990, the first Shift Supervisor was rotated off-shift into the HQA Technical Monitoring Section for a non-shift work alternate career path.
This was the first opporturity for Operations Management to implement their policy to provide off-shift opportunities for operators and it materialized seven months prior to the scheduled date of January 1991. Additional opportunities to rotate selected Shift Supervisors and Reactor Operators to off-shift assignments are expected in 1991 as the total number of licensed personnel on shift is increased to meet the commitment of 42 licensed operators on shift and 85 total licensed experienced t
personnel on site.
The Reactor Operator class that started in November, 1989 currently has eight license candidates following the loss of one candidate for personal reasons.
A Senior Reactor Operator (SRO) class started in January, 1990 and has five candidates as discussed in the January, 1990 status report.
it is expected that the eight Reactor Operator candidates, five SRO candidates and a SR0 re-examination candidate will be eligible to be examined by the NRC in the scheduled September-October, 1990 NRC license exam.
The " Shift Worker Degree Program" discussed in the previous status report is-in its final preparatory stages before operators formally beginning classes in September, 1990. Qualified candidates from both Peach Bottom and Limerick are being selected using seniority as part of the basis.
This selection prNess will ensure thht Shift Supervisors and Reactor Operators who have spent the most time on shift are offered the oppcftunity first.
It is expected that the degree program in Nuclear Science 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 paths into which ae operator may transfer.
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I
I Human Resources Status Report Page ?
MORE COMPREHENSIVE OPERATIONS NEWSLETTER / COMMUNICATION PROCESS This item refers to section 3.3.3 of the NRC 1ATI Report.
The Operations Section Newsletter is the prime mechanism used by Operations Management to update Operations personnel on current issues and concerns not directly relater' *^ specific operation of the plant, in addition, Operations Management f r',aent uses the newsletter as a forum to explain decision rationale fo' polic, that affect operations personnel or to answer anonymous questions th,' H e otors have placed into the newsletter input boxes.
This program is mot i-after the "Tell it to the VP" program which has proven to be an effectiv..ethod for plant personnel to communicate anonymously with the station Vice President. The newsletter is published approximately biweekly and topics covered since the last status report include the following:
1.
An Operations Section Newsletter was dedicated to answering questions on topics from Shift Team meetings and the newsletter input boxes.
Questions ranged from the rationale for forming a dedicated Refueling floor Operating Group to current operator morale.
2.
Periodic updates on the Shift Worker Degree Program.
3.
Update on the Company's Employee Corporate Performance Award Program.
4.
The new operator break trailer.
5.
Explanation of the recommendations from the Nuclear Group Business Unit's floor Operator study.
6.
License Requalification Exams.
7.
Status report on ongoing study being conducted by the company on employee compensation.
In addition, Operations Management has published six operations policies whir.h serve to formally communicate operations policies on topics such as operators career plan, selection of Reactor Operator Training candidates, non-licensed operator clothing, etc. Operations Management recognizes the importante of quality and timely communications and continues to be committed to these principals.
l 1
Huzan Resources Status Report
,Page 3
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1 IMPROVING CONSISTENCY AMONG SHIFT CREWS IN IMPLEMENTATION Of PERFORMANCE STANDARDS AND pot 1ClIS 4
This item refers to section 3.3.4.1 of the NRC 1ATI Report.
Philadelphia Electric is committed to the creation and maintenance of a high commitment /high performance work culture dedicated to continuous improvement.
Fundamental to this environment 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 the same duties.
In order to support this environment Philadelphia Electric has included the following two goals into Peach Bottom's 1990 Operational Objectives:
1.
Complete face-to-face performance appraisal interviews by December 31, 1990 for all PECO employees assigned to PBAPS.
2.
Complete MARC training for selected site management and supervisory staff by December 31, 1990.
There are only three remaining members of Operation's Management who have not completed the entire MARC training program.
It is expected that all members of Operations Management will have satisfactorily completed MARC training by December 31, 1990.
The MARC curriculum includes training on the philosophy behind proper performance appraisals. This has strengthened the supervisors awareness of the importance of the performance appraisal intervie,.nd provided them with training on performing the appraisal. Additionally, Operations Management has periodically added new policies and performance standards to the Operations Section Policy Manual and the Ojerations Section e
Performance Standards in order to improve consistency among shlft crews in both job performance and to clearly define Operations Management's polices.
Meetings between Shift Management and Operation's Management continue to improve uniformity among shift crews.
On a company-wide level, the Performance Management Program Task Force, consisting of line management (Vice Presidents and Managers) and members of corporate human resource groups, has completed their review of the Company's approach to Performance Management. The Task force has recommended to Senior Management that the company adopt a company-wide Performance Management process which will include a revised evaluation process linking corporate strategy to individual job objectivet and standards.
Senior Management has accepted the recommendation.
The implementation plan is in development to initiate Phase 1 of this process for two corporate departments; corporate Operations and a unit of the Nuclear Group before the end of 1990. After the initial phase, the process will be gradually phased in for the entire company L
starting in 1991.
l The company-wide study of job titles and positions is continuing within the Compensation and Benefits Department. All positions are planned to be reviewed and compared to the local marketplace by January, 1991, it is expected that automated job description formats can be subsequently developed company-wide during 1991.
The information is expected to lead to uniform wage rates for the entire company by July, 1991.
ll Human Resources Status Report
,Page 4 INCREASING THE NUMBER OF LICENSED OPERATORS TOWARD THE GOALS OF 42 ON SHIFT lsD B5 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 19-Reactor Operators for a total of 37 licenses assigned to shift operations.
In addition, there are 14 additional personnel assigned to plant staff (12 SRO and 2 Reactor Operators) and five Reactor Operators in SRO training for a total of 56 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 SRO licenses on-shift 18 19 R0 licenses on-shift 19 '
20 R0 licenses in SRO training 5
5 PLANT STAFF SRO licenses on plant staff 11 11 R0 licenses on plant staff 2
2 Personnel with previous licensed experience 18 16 TOTAL LICENSED EXPERIENCED PERSONNEL ON SITE 73 73
\\ R0 license is temporarily inactive pending a medical evaluation and one RO is on a temporary leave of absence.
As stated in previous status reports, Peach Bottom recognizes that the i
critical path for rotating licensed personnel off-shift for other assignments / career paths is the number of the licensed personnel available to fill mandated positions. The license classes currently in progress are expected to enable Peach Bottom to meet the goal of 85 licensed experienced personnel on site, 42 licensed personnel on-shift, and enable additional personnel to be rotated off-shift in 1991. A tabular summary of classes in progress along with scheduled classes is provided below:
4
Haman Res:urces Status Report
,Page 5 LICENSE CLASSES IN PROGRESS CLASS SIZ_E, SR0 class started Jan. 1990 5
RO class started Nov. 1989 8
SR0 re-examination candidate 1
SCHEDULED LICENSE CLASSES PLANNED CLASS SIZE SRO class from Nov. 1990 - July 1991 2-3 RO class from Aug. 1990 - July 1991 9
R0 class from Oct. 1991 - Sept. 1992 9
Training Programs 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. The status of implementing these training programs is as follows:
Management Action Response Checklist (MARC) Training i
This four day course is designed to familiarize first line supervisors, and above, with company policies and labor laws applicable to people under their supervision. There are only three remaining members of Operation's Management who have yet to complete all portions of the entire MARC training program.
4 However, all members of Operation's Management should complete the program by December 31, 1991.
Implementing Interaction Training Program This item refers to section 3.2.3 of the NRC 1ATI Inspection Report.
As previously reported in the January, 1990 status report, all appropriate members of Operations have attended the three day Interaction Training course designed to promote interpersonal skills and team cohesiveness in order to support the new culture at Peach Bottom.
There is only one Shift Supervisor remaining who has yet to attend the four day Interaction Management (IM) Training program. The IM training provides supervisory level personnel with the skills necessary to effectively interact with subordinates and peers in a variety of situations.
AllShiftManagershaveattendedtheInteractionManagementSupport(IMS) training program.
IMS is designed to provide managers with the skills necessary to support and reinforce the interaction skills acquired by the participants in IM training.
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Human Resources Status Report Page 6 c
INCORPORATION OF PARTS Of THE TRAINING PROGRAMS " PEOPLE - THE FOUNDATION OF EXCELLENCE and aPERSONNEL EFFECTIVENESS TRAINING" (PFE/PE) INTO OPERATOR ~
M0GRESS10N TRAINING This item refers to section 3.3.2 cf the NRC IATI Inspection Report.
As previously discussed in the January, 1990 status report, all non-sup2rvisory operations personnel have attended interaction training.
The applicable concepts of PFE/PE that were previously provided to supervisory personnel were incorporated into the Interaction training program. We do not envision any additional PFE/PE type of training for non-supervisory operators prior to their next progression training, other than selected topics that may be incorporated into future requalification training cycles as a result of either industry or plant operating experience.
The Training Department coordinated with Operations Supervision to identify topics necessary to develop the interpersonal and team skills required for future operator progression as detailed below:
_Non-Licensed Operator Training Program Tt.e training will be given to candidates for non-licensed operator positions, as part of the training program prior to becoming qualified. The topics are as follows:
Communication Skills Company policies / procedures - Peach Bottom Organization Time Management Team Building Group Interaction Role Responsibilities Stress Management SelfAwareness(Myers-BriggsAnalysis) e
Human Resources Status Report Page 7 9
Floor Foreman and Reactor Operator The training will be given to candidates for the floor Foreman position and Reactor Operator as part of the training program.
For Reactor Operator candidates the training will be given after the NRC licensing examination is taken and prior to receiving the results. The topics are as follows:
Decision making Situational Leadership Stress Management Time Management Conflict Management
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How to assign work priority Shift Technical Advisor The training will be given to candidates enrolled in the STA training program prior to assuming duties as a STA. The topics are as follows:
Communication Stress Management Time Management Self Awareness (Myers-Briggs analysis)
Assigning work priority through problem solving analysis Shift Supervisors Candidates for Senior Reactor Operator (SRO) Licenses for the Shift Supervisor position will be enrolled into a Supervisory Development Academy which is specifically designed to promote and reinforce interpersonal skills.
leader!. hip skills, conflict negotiation, root cause analysis, and numerous other similar management developmental topics, i
s a