ML20058P071

Forwards Answers to Ti 2500/028 Questionnaire Re Employee Concerns Programs

ML20058P071
Person / Time
Site:	Duane Arnold
Issue date:	09/09/1993
From:	Chris Miller NRC
To:	Hasse R NRC
References
NUDOCS 9312230034
Download: ML20058P071 (3)

Text

{{#Wiki_filter:** V G j) 7 s d'ry) $ oy- ,

                                                                                           -i i

September 9, 1993 MEMORANDUM FOR: R. Hasse, Chief, Technical Support Staff FROM: C. G. Miller, Resident Inspector, Duane Arnold Energy Center-

SUBJECT:

TI 2500/028 Employee Concerns Programs The resident inspector.; reviewed' applicable. portions of the DAEC policies related to employee concerns. The following answers to the TI 2500/028 questionnaire.should be reviewed with the understanding that there is no formel employee conct u program at DAEC, under one umbrella. Rather, there is a number of practices which are able to be used to evaluate different types of concerns. Employee Concerns Programs. Duane Arnold Energy Center (DAEC) DPR-49 50-331 ' A. Frogram

1. There is not a single progr 1 as such, but rather a collection of policies and programs which re available to help in the resolution of concerns.

The NRC has not inspected "the program", as such. The NRC has inspected portions of programs such as 10CFR21 reporting, quality deficiency reports (QDRs), deviation reports (DES) and maintenance action requests (MARS) on numerous occasions. B. Scope

1. The scope of the concerns which may be addressed could include technical, administrative, or personnel issues. ,

2. Nuclear Safety, industrial safety and non-safety issues are addressed by the licensee.

3. The licensee has policy statements and processes to address nuclear safety via line management, QDRs, MARS. or Drs. Personal safety concerns are addressed by line management, the on-site safety representative or the Safety Committee. Personnel issues not related to safety concerns are-normally handled by Human Resources personnel or the Equal Employment Opportunity representative.

4. Yes. 9312230034 930909  ;

PDR ADOCK 05000331 ~ G PDR, \ . 200043  :

                                                             .' 4\                           .

                                                                                      -{

1

    , _ 4.

4

   .3

5. Contractor concerns are covered by normal site policies and are also handled at termination of contractor employment by the ,

Safety-on-Site program.

6. - No, but a general contract agreement includes protection for >

whistleblower activities by contract employees.  ;

7. Yes,-the Safety-on-Site program provides this opportunity, although it is not mandatory.

C. Independence

1. Line management are responsible for concerns brought up by their >

subordinates. The Safety Committee (SC) Chairman can be contacted when independence from management is imperative. )

2. The SC Chairman reports directly to the Chief Operating Officer of Iowa Electric.

3. Line management add: ess most of the concerns. The SC Chairman or other independent management can be' appointed, as the situation '

merits. '

4. Third party consultants have been used in the past to resolve  :

technical concerns.

5. These concerns would be addressed as indicated above.

D. Resources

1. Line management are used.

2. Line management are used. Technical Support and Quality Assurance .

personnel are trained in interviewing skills. Technical Support personnel also are trained on conducting root-cause analyses.

                                                                                        }

E. Referrals

1. Line management F. Confidentiality  :;

1. The reports can be made confidential, if needed.

2. Generally, identity of an alleger would be made known to the management representative to whom he reported the issue, and senior management-if needed. 3

3. The Safety-on-Site program and line management are expected to be -

able to address anonymous and phone concerns. y; G. Feedback  :

           -1. Feedback is expected to be given, and has been it '% past.

hjy b

2. Rewards have been given in the past.

3. Line management or the SC Chairman would approve resolution for most issues, or the Plant Superintendent for Safety-on-Site Concerns.

4. They may be disseminated through generic communications.'

5. Resolutions have been published in a weekly site newsletter.

H. Effectiveness

1. There is no formal measurement tool. One Quality Assurance surveillance was conducted in 19993 to evaluate the Safety-on-Site'

, program.

2. There is no formal trending program.

3. Twenty concerns were documented through the Safety-on-Site program. Nineteen were closed. Twenty percent were substantiated.

4. One Quali'y Assurance surveillance was conducted at the request of the Plant Superintendent.

5. There is no requirement.

I. Administration / Training

1. There is not one comprehensive employee concern program covered by one procedure. Many different procedures cover different areas.

2. Plant policy for employee concerns .is published.on.an annual ba:;is. Bulletin boards post this and other information applicable to employee. concerns, including NRC Form 3. General employee training covers methods of reporting non-compliances. Termination interviews solicit employee concerns.

Christopher G. Miller Resident Inspector Duane Arnold Energy Ce ,ev}}