ML20058P061

Package Consisting of Attachment a to Employee Concerns Program

ML20058P061
Person / Time
Site:	Maine Yankee
Issue date:	07/29/1993
From:	Marschall C NRC
To:
References
NUDOCS 9312230025
Download: ML20058P061 (6)

Text

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4 A'ITACIIMENT A EMPLOYEE CONCERN 5 PROGRAMS i

PLANT NAME: Maine Yankee LICENSEE: Maine Yankee Atomic Power Company DOCKET #: 50-309 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 g No/ Comments) Yes f

2.

Has NRC inspected the program? NO Report # N/A B.

SCOPE: (Circle all that apply) l t

1.

Is it for:

t a.

Technical? (Yes, No/ Comments) Yes

.l b.

Administrative? (Yes, No/ Comments) Yes

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c.

Personnel issues? (Yes, No/ Comments) Yes 2.

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

(Yes a No/ Comments) Yes 3.

Is it designed for:

i a.

Nuclear safety? (Yes, No/ Comments) Yes b.

Personal safety? (Yes, No/ Comments) Yes c.

Personnel issues - including union grievances?

(Yes a No/ Comments) Yes, the program covers personnel issues, however, a separate process for union grievances would. direct union issues to union representatives.

4.

Does the program apply to all licensee employees?

(Yes n No/ Comments) Yes i

Issue Date: 07/29/03 A-1 2500/0?8 Attachment i

9312230025 930729 PDR ADOCK 05000309 4

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5.

Contractors?

(Yes's No/ Comments) Yes 6.

' Does the licensee require its contractors and their subs to have a similar program 7 (Yes E No/ Comments) No 7.

Does the licensee conduct an exit interview upon terminating employees asking 4

if they have any safety concerns?

(Yes qt No/ Comments) ne licensee conducts exit interviews for Maine Yankee employees. They do not ask terminating employees if the have any nuclear safety concems. They are considering an addition to address nuclear safety concerns as a result of this survey.

C.

INDEPENDENCE *.

l.

What is the tith of the person in charge? Plant Manager 2.

Who do they report to? The Plant Manager reports to the Vice President of Operations. The ECP instructs workers to bring concerns to first line supervisors, then the responsible department manager, the other plant managers or the Plant Manager, then the Nuclear Safety Engineering section head, in that order. Workers are told to go directly to another department manager, the Plant Manager, or the NSE section head if they are not comfortable discussing an issue with their department supervisor or manager.

3.

Are they independent of line management? No, however, the workers have access to managers not in their immediate line management and the NSE section head. The NSE section head is not in the line management of anyone, with the exception of the NSE section personnel.

4.

Does the ECP use third party consultants? No.

5.

How is a concern about a manager or vice president followed up? Concerns about managers would be addressed by the Plant Manager. Concerns about a vice president would be brought to the company president.

D.

RESOURCES:

1.

What is the size of the staff devoted to this program? No staff is devoted exclusively to this program.

1 issue _Date: 07/29/93 A2 2500/028 Attachment l

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2.

What are ECP staff qualifications (technical training, interviewing training, investigator training, other)7 The NSE staff is trained in the Human Performance Evaluation System and MORT.

E.

REFERRALS:

1.

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

Individual supervisors or managers receiving concems are tasked with followup. A database has been devised to track concerns.

i F.

CONFIDENTIALITY:

1.

Are the reports confidential 7 (Yes n No/ Comments) Yes 2.

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

(Circle, if other explain) Possibly only to the NSE section head; this is based on the wishes of the person expressing the concern and need-to-know 3.

Can employees be:

a.

Anonymous 7 (Yes, No/ Comments) Yes b.

Report by phone? (Yes, No/ Comments) Yes G.

FEEDBACK:

1.

Is feedback given to the alleger upon completion of the followup? '(Yes g No

- If so, how?) Yes, by direct communication from the person receiving the concern.

2.

Does program reward good ideas? A separate program rewards good suggestions. Managers would suggest use of the Employee SugEestion l

Program where appropriate.

3.

Who, or at what level, makes the final decision of resolution? The person expressing the concem decides'. The person expressing the concem has recourse to take the concern to a higher authority if not satisfied. The Plant.

Manager decides in the event of difficult decisions (employee refuses to be satisfied).

4.

Are the resolutions of anonymous concerns disseminated? Yes, lessons learned are disseminated while protecting employee anonymity.

Issue Date: 07/29/93 A-3 2500/028 Attachment i

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Are resolutions of valid concerns publicized (newsletter, bulletin board, all hands meeting, other)? Yes H.

EFFECTIVENESS:

1.

How does the licensce measure the effectiveness of the program? Employees.

formerly went directly to the NRC with concerns. The system is presently being used by employees; the licensee is not aware of dissaiisfied employees.

going to the NRC, and concludes that the program is effective.

2.

Are concerns:

Trended? (Yes nr No/ Comments) Yes, through use of a database, a.

b.

Used? (Yes or No/ Comments) Yes 3.

In the last three years how many concerns were raised?

e6 Of the concems raised, how many were closed? All What percentage were substantiated? e75%

4 How are followup techniques esed to measure effectiveness

_ (random survey, interviews, other)? Direct followup by person receiving the concern.

5.

How frequently are internal audits of the ECP conducted and by whom?

None have been done to date; management is considering use of an internal auditing group.

I.

ADMINISTRATION / TRAINING:

1.

Is ECP prescribed by a procedure? (Yes Dr No/ Comments) No.

2.

How are employees, as well as contractors, made aware of this program (training, newsletter, bulletin board, other)? The ECP is advertised on bulletin boards, posters, in handouts, through indoctrination training, and through Plant Manager meetings with plant employees.

ADDITIONAL COMMENTS:

(including characteristics which make the program especially effective, if any.)

Characteristics which make the program effective include:

Personal involvement of the Plant Manager and other managers (the Plant Manager devotes two weeks per operating cycle to meetings with workers on the ECP),

Issue Date: 07/29/93 A-4 2500/028 Attachment f

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j e-Direct contact of managers with workers,

_ Management emphasis on the practicality of the ECP; the program benefits everyone.

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- e' because management awareness of problems is essential to resolving the problems.

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q NAME:

TITLE:

PHONE #:

Charles Marschall/ SRI

/(207) 882-7519 DATE COMPLETED:08/15/93 l

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