ML20077J893
| ML20077J893 | |
| Person / Time | |
|---|---|
| Site: | Peach Bottom  |
| Issue date: | 07/30/1991 |
| From: | Miller D PECO ENERGY CO., (FORMERLY PHILADELPHIA ELECTRIC |
| To: | NRC OFFICE OF INFORMATION RESOURCES MANAGEMENT (IRM) |
| References | |
| CCN-91-14111, NUDOCS 9108050219 | |
| Download: ML20077J893 (5) | |
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PillLADEl.PillA El.ECTRIC COMPANY Cd Pl.Atli 1n0r10%1 AlO%1lC Powl R s1 ATR)N R. D I, Ikn 20H
%g[Jeff Deltt ittm91vania I?314 nun surn,as-THf fv5 tB Of f MiUlM i (717)4 U 7014 D. B. MHier, Jr.
Yke Preihtent i
l July 30, 1991 Docket Nos. 50 277 50-278 Nuclear Regulatory Commission Document Control Desk Washington, DC 20555 SU81 JECT:
Peach llottom Atomic Power Station Units (PilAPS)
NRC Integrated Assessment Team inspection (IATI) Report (50/277/89-81,50/278/89 81) dated March 6,1989 Gentlemen:
In accordance with the subject inspection Report, paragraph 2.4.5, PEco committed to provide semi anr.ual human resource reports on the progress made toward 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,1991.
The original commitment by Philadelphia Electric Company for a 2 year reporting period is now complete. This is the final report.
if you have any questions regarding this matter, please call.
Sincerely, q
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&t r hyh DilM/AAFffjN/MJil:jrf Enclosure ec:
R.A. Burricelli, Public Service Electric & Gas T.M. Gerusky, Commonwealth of Pennsylvania JJ. Lyash, USNRC Senior Resident Inspector R.I. McLean, State of Maryland T.T. Martin, Administrator, Region I, USNRC II.C. Schwemm, Atlantic Electric J. Urban, Delmarva Power INPO Records Center RoPSS01.WP5 91OGO5021m 9 pn om os;97m;g om,,
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IMIl1OGlHIA EIECIRIC CuiPNN ITA01 lorIn4 A'IQ{IC IOER UTATIQi IIUMNi ROSOURCOS JrA'IUS R13 ORT ITJEATW 1991 - JULY 1991 CARITR PNIHS AND Of7-S11RT_ASSIGM4B IUR QPEPATIONS STAIT This item refers to Sections 3.2.3 ard 3.3.4.2 of the NRC IATI Report Peach Ibttom mnagement continues to p.tv'& shift operators with off-shift opportunities as describcd in previous rani-annual human rusaurces status reports, ard formlized in operations policy #104, " Shift Operations career Plan". Since the last report, one shift supervisor was permanently assigned to a position in IFM aid a socord shift supervisor was rotated to a day shift position in Outage Planning. Additionally, two licenscd reactor operators were assigned to lorg tem non-shift positions as permit writers ard two floor operators were rotated to the trainirs department.
Two SIO cardidates kho were not examined by the NRC in September,1990 alorg with one STO re-examination candidate and two reactor operator re-examination cardidates, were examincd by the NRC in Mamb,1991. All candidates successfully passed the exam. me two new1/ licensed reactor operators have been assigned to shift operations, enablirn the rotation of two chief operators to off-shift positions, while still mintainity the station's goal of four reactor operators per shift team. Additionally, the three newly licensed SRO's were enrolled in tho Supervisory Develcgent Academy (SIA), have campletcd that t
program, ard have been assigned to Shift Operations.
Se " Shift Worker Degree Program" is ongoirg, with 20 out of the 23 class members being Peach Dottom operations personnel. W e program was designed by the University of Marylard specifically for shift workers ard will enable participants to earn a lbchelor of Science degree in Nuclear Science.
Ihiladelphia Electric Conpany mnagement expects that the program, in conjunction with the degree, will broaden the students' understandity of the scientific principles and technolcgies which apply to their jobs ard enhance their ability to pursue alternato career paths or off-shift positions. An interest rurvey has been sent by the trainirn division to all employing officers. The future of the shift worker degree program will be reviewed bascd on the results of this survey.
MORE COMPREHENSIVE COMMUNICATION PROCESS
- This item refers to section 3.3.3 of the IATI Report l
Shift team meetings are periodically held by each shift manager. Wese noctires I
provide an excellent opportunity for communication between the shift personnel l
ard the shift manager, with the issues raised often boccaning the basis for i
discussions between the superinterdent - operations ard shift management in their meetirgs. Since the last report, snift team meetirgs have included trips to other facilities includirg Conowirgo, the load dispatcher's office, and 'IMI.
These trips provide the shift personnel with insight into the worPlrgs of other departrents and other ocupanies.
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Page 3 of 4 WeIn were periodic all-hards roetirns held since the last report. %ese tootirgs were an cpen forun where the cuperintendent - operations dirwol curtrat conocrns/ issues at the plant and answered any questions that were raised by the operators.
t o " Operations Soction llewsletter" was rernnod "In Sync", with the first issue distributed in July,1991.
"In Sync" will be an upfrunt and percorni look at the Operations coction, its shift teams, and also the individual operators an3 hcw their contributions support the success of Peach Dottm.
"In Sync" will also prwide the latest on trainiry informtion, announocacnts, ard clear-cut explanations of management expectations.
We first issue of "In Sync" discussed the implcrentation of the Clearance and Taggirg nodule of PIMS, reviewod the rocent U/2 outage, ard rootgnized outstanding achievement by operations employees who have done an exec 11cnt job in 1991.
HROVING 00tiSIfirDICY AMO!1G S11IPI' CRLMS Ili IMPI1MD7FATIOff OF PDUOWA!K'S STANMRDS AND TOIJCIDj
'Ihis item refers to section 3.3.4.1 of the 11RC IATI Report.
Peach Bottm unnagemnt recognizes the importance of a high commitncnt/high perfonnance work culture dcdicatcd to continuous irprovement.
'Ib prunote consistency amony shift crews the superintendent - operations reviewed his persornl goals with each shift in the beginning of 1991. 21s will enable each shift to better understand the mutual goals that they are working towartl.
Durirg 1991, as in 1990, all Peach Dottm enployees will receive face-to-face performnce appraisal interviews.
In ortler to support the appraisal system, all shift supervisors have atterded the Supervisory Development Academy (SDA). SPA tries to create small, activity-based groups to solve work-simulation problems. 21s allows the participants to apply the supervisory skills leamcd durirq the Academy in their everyday jobs.
Three chift teams have atterdad team development /buildirg sessions. 21s three-day program is held offsite and all shift L.am nenbers are present. We team buildiry experience provides an opportunity for the shift supervisor to clarify expectations, rules, ard responsibilities, ard to discuss how the team is workirg, what is workirg well, ard how to continuously inprove. t o other three shift teams are scheduled for this program in 1991.
'Ihree shift managers have atterded the Leadership Excharge program, which is a one wock in-residency course (Mon. - Sun. 8:00N4 - 9:00H4). 21s prcgram is designed to help shift unnagers develop the franework (larquage ard skills) to support shift supervisor anpowement ard responsibility, to continue their cun professional develorrent and grwth, ard to begin ard continue to cultivate their partnerships with senior maragement and their own chift supervisors. We other three shift rnnagers are scheduled to atterd this program in 1991.
Operations management has revised two operations section policies to help improve consistency anong shift crews. We elevon existiry policies are pericdically reviewcd by operations to ensure that consistency anorg crews is maintained.
Pago 3 of 4 0
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l Tho Quality nmagenent (04) program discussed in the previous report has been developed to incorporato the key aspcctn of the Otmpany's Quality Inprovencnt program ard applicd behavioral amlysis to impivvo corporato ard irdividual I
performance. The pn: gram design focuses on mtural work teams, ard initial training sessions bogan in Juno,1991 for senior mmagement teams. Through the sunner ard fall, all the senior officers aM division general mmagers and their direct reports will Inrticipate in the nino full days of trainirn supportcd by on-the-job team consultirg. As senior mmagement trainity is ocxtplottd, trainhg of vertical slicos within departments will begin, again focusiJg on natural work teams.
Enveloirent has bocn completcd on a campany-wide Ierformnoo Achievement aM Review (PAR) ptrocss. 1ho developed product will be presented to the senior officers in early August, 1991 for approval.
PAR has been designcd to support the nonitority of lesults ard inprovements associatcd with Quality Management.
The Campensation ard Denefits Departrent's Job Evaluatiorymrkirg Pricity Project is continuing. Assigrrent of all positions to ncv grado levels is expected to be completed by January 1, 1992.
Ibrallel to the wago rato develorment, the capability to gancrate automated job descriptions as part of the iluman Resources Mmagement System (a canputerizcd employce database) is boirg developed durirq 1991.
INCREASIl1G Tite NLNBER OF LICD1 SED OPERATORS '1GiARD 71IE GCAIS OF 42 ON SHIPP AND 85 7UTAL IJCD1 SED EXPERID1CED PEFEONNFL ONSITE This item refers to rooction 3.2.3 of the NRC IATI Report.
Ibach Dottan has an operating staff of 18 senior reactor operators alorg with 24 reactor operators for a total of 42 lim.nses assigned to chift cperations.
Additionally, there are 15 personnel assigned to plant staff (12 SPO ard 3 reactor operators) and 1 reactor operator in SRO training for a total of 58 currently licensed personnel on site. A tabular sumnnry, includirg the number reported in the previous status report, is presented belcw SHIFT OPERATIONS WRRDIP STAFFIIG PREVIOUS STAl\\$
SRO licensos on-chift 18 18 B0 licensos on-shift 24 24 RO licenses in SRO Trainirq 1
3 PIR7f STAFF SRO licenses on plant staff 12 12 RO licenses on plant staff 3
2 Personnel with previous licensed experience 16 16 7UfAL LICD1 SED EXPERID1CED PEIGOt1NEL ON SITE 74 75 l
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l Ibge 4 of 4 Ibach Dottam rooognizes that the critical path for 1rtating licensed personnel off-shift for other assignmnts/ career paths is the number of licensed personnel available to fill mrdatal positions.
Despite the trtation of four liwnsed l
personrel (two licensod reactor operators and two SRos) to off-chift I
assignnents, Ibach Ibttam has achieved the goal of 42 licensed personnel on chift. The retiranents of two inlividuals with previous license experience ard the transfer of a plant staff member with an SRO license to the 11uclear Group hoaiguarters, couplcd with only two new reactor operators licenses issuod, has resulted in a net loss of one licensed experienced iniividual. The results of the current license classes (due for examination in the 3rti quarter) will move Peach Ibttam closer to the goal of 85 licensed experienced personnel on site. A tabular surmry of the classes in progress, along with near tem future scheduled classes, is provided belw:
LICDISE CIASSES IN MOGRESS C ASS SIZE RO class started Aug. 1990 6
SIC class started Aug.1990 4
DOIEIUIED LICDISE CI ASSES PIANNED CI ASS SIZE 90 class fram Aug.1991 - Aug.1992 10 RO class fram April 1992 - Ihrch 1993 8
IMEUMDUTNG ITUTRACTION TRAINING ITOGRAMS This item refers to section 3.2.3 of the NRC IATI Inspection Report.
As described in previous status reports, specializcd training programs have been irplemented to support the culture change at Ibach-Dottam. All shift supervisors have now attarded the Supervisory Development Academy (SDA), khich is an intensive eight week program designed to teach first line supervisors the l
basics of being a mnager of people.
It is expected that the shift supervisors will now be able to further solidify the shift team con pt and improve their ability to address personnel concerns.
JFgpB191%IJRi OF PARTS OF TiiE TRAINI?Ki MOGRAM, "PIDPIE - Tite IUJNIRTION OF EXCEllDICE" AND " PERSONNEL EFFECTIVDiFSS TRAINTIQ" (PFE/PE) 1180 OPERATOR PR&;RFEEION TPAINIIM This item refers to section 3.3.2 of the NRC IATI Inspection Report.
The topics necessary to develop the interpersonal and team skills for future operator progressions were formlized in training procedure TP-350, " Peach Bottam funagement ard Professional Developr:cnt Program Plan". The procedure aidresses each level of shift personnel and describes the minimum trainirg that cach group will receive ard hcu the traininy will be accmplished (SDA, etc.).
The STA class carspleted in April,1991 received the interpersonal trainirn identified in TP-350 as part of their training.
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