ML20058N820

Package Consisting of Attachment to Employee Concerns Program

ML20058N820
Person / Time
Site:	Catawba
Issue date:	09/08/1993
From:	John Zeiler NRC
To:
References
NUDOCS 9312220281
Download: ML20058N820 (5)

Text

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EMPLOYEE CONCERNS PRann_ap PLANT NAME: CATAWBA _ LICENSEE: Duke Power Comeany DOCKET #: 50-413. 414 A. PROGRAM:

1. Does the licensee have an employee concerns program?

1 Ys -

2.

Has NRC inspected the program?

No B. SCOPE: (Circle all that apply)

1. Is it for: ,

a. Technical? '

Yes a' . Administrative?

Yet i

c. Personnel Issues?

P Yes ,

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2. Does it cover safety as well as non-safety issues?

Yes

3. Is it designed for:

a. Nuclear safety?

Yes, but more closely designed for handling personnel issues

b. Personnel safety?

i 2000f)7 Yes, but more closely designed for handling personnel issues

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1ssue Date: XX/XX/XX 2500/XXX 9312220281 930908 PDR ADDCK 05000413 D P PDRy \

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c. Personnel issues - including union grievances?

,es .

4. Does the program apply to all licensee employees? ,

Yes

5. Contractors? ,

No, however the licensee indicated that contractor employees may' raise safety concerns to the station's safety Assurance Nanager.

6. Does the licensee require its contractors and their subs to have a similar program? i i

No 7.

Does the licensee conduct an exit interview.upon terminating I employees asking if they have any safvty concerns?  ;

Yes, for Duite Power employees i

C. IEEPENDICE:

i

1. What is the title of the person in charge?

An employee who chooses to use the " formal Recourse Process' must j

outline the concern in writing to his/her = W inval sca nisor, '

This supervisor provides a written response to the employee. If the employee is dissatisfied with this response -he/sw may-request a further review of the concern by writing the EEgfdi11XR Vice President over the employee's department. This Executive Vice President prepares a written response to the employee, An estployee may also forward written concerns to the Human Resources personnel Human Resources Consulting or discuss the options in handling a(ny concerns with this group),

2. Who do they report to?

Ultimately, the Htman Resource consulting group reports to the Catawba site Vice President.

3. Are they independent of line management?

No, the Human Resources Consulting Manager reports to the Human Resources Manager who in turn reports to the Catawba site Vice President.

2500/XXX Issue Date: XX/XX/XX

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4. Does the ECP use third party consultants?

5. )

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How is a concern about a manager or vice president followed up?

Based on discussions with the Catawba Human Resource consulting

- department, if a concern about a manager is brought to their ,

attention they would investigate and followup with higher '

j management personnel as needed l

$ D. RESOURCES:

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/M 1. i r What is the size of staff devoted to this progras?

1N J 7(F J,) The Catawba Human Resource Consulting department has 10 employees, however, they are not devoted solely to the recourse function 01  ;

2.

What are ECP staff qualifications (technical training,  !

interviewing training, investigator training, other)?

The Catawba Human Resource Consulting job qualifications include

1) typically 5 - 8 years experience in human resource expertise,

2) demonstrated project management skills, presentation skills.

analytical and probles-solving skills interpersonal human -1 relations verbal / written communication, skills, and organization and time management skills. Duke power Company offers htman resource deve' Exit Interviewing, opeent 3 training such as 1) Interviewing skills, 2)

Solving and Decision)Haking, and 5) Effective Docueentation Writing skills.

E. REFERRALS:

1.

Who has followup on concerns (ECP staff, line management, other)?

Both line management and the Human itesource Consulting group depending on the ciretastances involved in the concern -

F. CONFIDENTIALITY:

1. Are the reports confidential? 4 Yes ,

2.

Is the identity of the alleger made known to (senior management, ECP staff, line management, other)?

4 Issue Date: XX/XX/XX 2500/XXX 4

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Y Designated Human Resource personnel only depending on the nature' "

of the concern

3. Can employees be:

a. Anonymous?

Yes

b. Report by phone?

Yes t

G. FEEDBACK: ~

~

1.

Is feedback given to the alleger upon completion of the followup?

Yes, if the allegation is identified in writing

2. Does program reward good ideas? '

No

3. i Who, or at what level, makes the final decision of resolution?

This is determined by the level of recourse initiated, ultimately, the Executive Vice President of Power Generation could get involved and make the final resolution decision.

4.  :

Are the resolutions of anonymous concerns disseminated? .

No 5.

Are resolutions of valid concerns publicized (newsletter.

bulletin board, all hands meeting, other)?

Maybe, depending upon the nature of the concern. '

H. EFFECTIVENESS:

1.

How does the licensee measure the effectiveness of the program?

There does not appear to be a good mechanism for measuring the.

effectiveness of the program, however, the' licensee conducts >

employee feedback and employee opinion surveys that might offer an employee an opportunity to voice dissenting comments

2. Are concerns:

2500/XXX Issue Date: XX/XX/XX t

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, s. TnMM1 Yes

b. Used?

Yes

3. In the last three years how many concerns were raised?

Closed? What percentage were substantiated?

a. Catawba Personnel Cancerns: 14, all were closed and all l were substantiated.

b. Catawba Technical concerms: 0, however, there uns ese  !

amployee exit interviar in 1991 that involved a cancerm of a technical nature and was appropriately resolved with the .

employee , .-

. 4. How are followup techniques used to measure effectiveness (random survey, interviews, other)? ~~

i None

5. How requently are internal audits of the ECP conducted and by None have been conducted I.

ADMINISTRATION / TRAINING:

1.

Is ECP prescribed by a procedure?

Yes 2.

program (training, newsletter, bullet ,

The licensee reported that employees are made "N'#**5: autre of the employeecompany]proceduremanual haterla1.4)) recourse gprocess f8P her ee benefits thro b eNb d a ' , 5 outage handbook for s{te e note gh per) iodic postings o  !

NAME:

TITLE-John zeiler/ Resident r Inspecto #' /

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