ML20058N941
| ML20058N941 | |
| Person / Time | |
|---|---|
| Site: | McGuire, Mcguire  |
| Issue date: | 09/09/1993 |
| From: | Maxwell G NRC |
| To: | |
| References | |
| NUDOCS 9312220338 | |
| Download: ML20058N941 (6) | |
Text
{/Off }ffndb Attachment
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EMPLOYEE CONCERNS PROGRAMS PLANT NAME:_McGuire LICENSEE: Duke Power _ DOCKET #:_50-369.
g NOTE:
Please circle yes or no if applicable and add; comments in the space provided.
A.
PROGRAM:
1.
Does the licensee have an employee concerns program?
(YEs n No/ COMMENTS)
Yes 2.
Has NRC inspected the program?
Report #
No B.
SCOPE: (Circle all that apply) 1.
Is it for:
a.
Technical? (YEs, No/ COMMENTS)
Yes b.
Administrative? (YES, No/ COMMENTS)
Yes c.
Personnel issues? (YES, No/ COMMENTS)
Yes 2.
Does it cover safety as well as'non-safety issues?
(YEs n No/ COMMENTS)
Yes 3.
Is it designed for:
a.
Nuclear safety? (YES, No/ COMMENTS)
Yes-b.
Personal safety?'(YEs, No/ COMMENTS)-
.2000m, 9 Yes c.
Personnel issues - including union grievances?
(YEs n No/ COMMENTS)
Issue Date:
XX/XX/XX 2500/XXX 9312220338 930909 PDR ADOCK 05000369.
P
.PDR"
Yes 4.
Does the program apply to.all licensee employees?
(YES 93 No/ COMMENTS)
Yes 5.
Contractors?
(YES ga No/ COMMENTS)
Contractor employees may raise safety concerns by-contracting the station's Safety Assurance Manager. This is covered in the contractor's general employee training -
and orientation conducted prior to their outage work.
A notice to this effect is posted on the site bulletin boards.
But no proof that contractor employees would use program.
6.
Does the licensee require its contractors and their subs to have a similar program?
(YES ga No/ COMMENTS)
No 7.
Does the licensee conduct an exit interview upon terminating employees asking if they have any safety concerns?
(YES gn No/ COMMENTS)
Yes, but none identified in over three years.
C.
INDEPENDENCE:
1.
What is the title of the person in charge?
No one person identified.
l 2.
Who do they report to?
Ultimately to Executive Management 3.
Are they independent of line management?
j
- Yes, Human Resources Personnel are responsible for-conducting the investigations.
If the issue / concern is
~
of-a technical nature the Station's-Safety Assurance-Manager is assigned to investigate the technical-concerns. Both of these organizations report directly to l
the Station Vice President.
l 4.
Does the ECP use third party consultants?
]
i No i
5.
How is a concern about a manager or vice president i
2500/XXX Issue Date:
XX/XX/XX
{
i
o followed up?
By Human Resources and Executive Management D.
RESOURCES:
1.
What is the size of staff devoted to this program?
McGuire Human Resources Consulting - 9, but not devoted f
full time.
2.
What are ECP staff qualifications (technical training,.
gf interviewing training, investigator training, other).
Human Resource individuals who conduct
.these investigations are ' individuals who have demonstrated investigation skills to factually and logically address employee concerns and issues.
TypicalTy these individuals have a minimum of 4 years experience working in the Human Resources function.
Internal Duke Power training that is available, but not limited to and not required is as follows:
Interviewing Skills Exit Interviewing, How to Conduct an Investigation, Problem Solving and Decision Making, Effective Documentation and Writing Skills.
E.
REFERRALS:
1.
Who has followup on concerns (ECP staff, line management, other)?
Human Resources Staff Safety Assurance Management F.
CONFIDENTIALITY:
1.
Are the reports confidential?
(YEs na No/ COMMENTS)
Yes 2.
Who is the identity of the alleger made known to management, ECP staff, line management, other)? (senior
{
(CIRCLE, IF OTHER EXPLAIN)
Designated Human Resources professional working on the-investigation.
3.
Can employees be:
a.
Anonymous? (YEs, No/ COMMENTS)
Yes, but we have no examples to prove that it works.
b.
Report by phone? (YEs, No/ COMMENTS)
Issue Date:
XX/XX/XX 2500/XXX 4
Yes s'
G.
FEEDBACK:
1.
Isfeedbackgiventotheallegerugoncompletionofthe followup?
(YES ga No - IF so, HoW.)
- Yes, the utility stated that the results of the investigation are made known to the alleger.
2.
Does program reward good ideas?
No evidence that it does and no program to do so 3.
Who,lution?
or at what level, makes the final decision of reso Determined by the level of recourse initiated.
4.
Are the resolutions of anonymous concerns disseminated?
If findings result in changes of work practices /3rocedures or other corrective action then change will be implemented and communicated through various means as stated below.
5.
Are resolutions of valid concerns publicized (newsletter, bulletin board, all hands meeting, other)?
Yes, policy / procedure revision communications, training classes, company publications-and newsletter.
H.
EFFECTIVENESS:
1.
How does the licensee measure the effectiveness of the program?
Employee feedback, employee opinion survey 2.
Are concerns:
a.
Trended? (YEs og No/ COMMENTS)
No real evidence b.
Used? (YES OR No/ COMMENTS)
Based on observations at site, it depends on the impact of the concern 3.
In the last three years how many concerns were raised?
Closed?
What percentage were substantiated?'
Personal Concerns 16 2500/XXX Issue Date:
XX/XX/XX Y
a
Second Step Recourses of Personal Concerns:
95 (total Power Generation)
Closed?
All Personal Concerns investigated and resolved Technical Concerns None in the last 3 years!
This brings into question effectiveness of the program, since there have been allegations.
What percentage were substantiated?
89 Personal Concerns were substantiated, 6
were overturned by higher management 4.
How are followup techniques used to measure effectiveness (random survey, interviews, other)?
Employee opinion survey 5.
How frequently are internal audits of the ECP conducted and by whom?
4 Never audited I.
ADMINISTRATION / TRAINING:
1.
Is ECP prescribed by a procedure? (YES.oR No/ COMMENTS)
Yes 2.
How are employees, as well as contractors,lletin made aware of this (training, newsletter, bu
- board, other) program
?
By Employee Benefits material, Company Procedure Manual also notices posted on Bulletin Board, Orientation for new employees and outage handbook for employees and vendors, general employee training, periodic reminders through site team notes ADDITIONAL COMMENTS:
(INCLUDING CHARACTERISTICS WHICH - MAKE THE PROGRAM ESPECIALLY EFFECTIVE OR INEFFECTIVE.)
In the first quarter of 1993 a group was formed to review existing internal reporting systems through which employees might raise nuclear safety related complaints.
If such system were determined by the group to be inadequate, then the group was charged with recommending.
either additional systems, hemodi fi cations,
or some i
combination of both.
T group consisted of Issue Date:
XX/XX/XX 2500/XXX
Q
~
4 J
representatives'~ from..the; three1 nuclear. sites,. Nuclear,
Licensing-
-Corporate : Employee-Relations
. Corporate i
Ji1 Communications Customer Group and the Legal, Department.-
1 While the group, determined that adequate systems.are in i
,e p1 ace in. the nuclear area' for. employees to raise.
l concerns. The group made recommendations of im lementing a.1-800 number for the. purpose of allowing em oyees yet:
1 another1 method of raising concerns.
hey.also.
recommended that the General EmployeeL Trainin be j
specific to discuss that contractor employees _may graise ~
l safety. concerns by contacting;the' site Safety Assurance manager.. This training is given to all contractors prior i
.to work: or at annua
.requalification L ofl GET..
This j
statement is scheduled. to be added to all training-a material and posted. on. station -company bulletin boards. ~
l
~
v i
THE PERSON COMPLETING ;-THIS FORM PLEASE PROVIDE THE FoLLoWING-INFORMATIoN To THE REGIONAL OFFICE ALLEGATIONS COORDINATOR-AND' FAX _
l IT To' RICHARD RosANO AT 301_504-3431.
NAME:
TITLE:
PHONE #:
G. F. Maxwell /
1R1
/_704-875-1681_ DATE COMPLETED:_9/9/93_
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-i 2500/XXX' -
Issue Date:
XX/XX/XX i
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