ML20086Q957

Manual for NRC Reactor Engineer Intern Program

ML20086Q957
Person / Time
Issue date:	10/31/1991
From:	NRC
To:
References
NUREG-BR-0094, NUREG-BR-94, NUDOCS 9112310088
Download: ML20086Q957 (28)

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1 This manual describes the NRC Reactor Engineer Intern

Program, it gives the requirements for recruiting, selecting, and training interns and explains the key aspects of the program, it is intended as a guide to interns, their mentors, and their supervisors in planning and completing a

successful internship at the U.S. Nuclear Regulatory Commission, iii N UltliG/ Hit--0094

Manual, or NRC Reactor 1

Engineer Intern Program U.S. Nuclear Regulatory Commission October 1991 l

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NRC Reactor Engineer Interns and Administrative Staff I

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CONTENTS Page Description of the Program 1

Ad m i n is t ra t io n....................................................

I l icadq ua rt e rs-lhsed In t e rns............................................

I llegion llased In t erns.....................................

I llesponsibilities of NRil Administration....................................

1 O ffice Di rect or............................................................

I Division Directors 1

Director, Program hianagement, Policy Development and Analysis Staff..

2 litanch Chief. Planning. Program and hianagement Support liranch.

2 I n t e rn Pr og ra m hia na g e r.......................................................

2 Responsibilities of llegional Office Administration..............

2 Itegional Administrators............

2 Division Directors.........................

3 Intern Program Coordinator.................

3 R esponsibilities of In terns.....................................

3 Responsibilities of hientors 3

Responsibilities of Super < sors 4

General Training and Des elopment 4

Individual Development Plan.............

4 Reading Assignments and Training Courses...

4 hiandatory Courses 4

Developmental Assignrnents...........

5 1leadquarters-llased Interns.

5 l{egion-llased interns 5

Site Assignments...

5 The Appraisal Process 6

Performance lilements and Standards..

6 1: valuations and Appraisals..

6 Assignment Supervisor's Appraisal...

6 Trial-Period Appraisals....

6 hionthly Reports and Assignment livaluations..

6 Pro! notion 6

Removal 1 rom the Program 7

Gradua' ion 7

Travel Procedures.

7 Ileadquarters-llased Interns.

7 Region-liased Interns 8

llousing.

8 v

NURiiGillR 4m4

Contents Al'I'ENDICES l' age A

Itcading. Orientation, ai

• mining Documents and Activities for NitC lleactor 9

lingineer Interns.....

11 11 l'ormal Training...........

13 C

llecoming Familiar With Nuclear l'ower l'lant Sites.

19 Sample l'erformance !!!cments and Standards for GO 5 and GO-7 Inteins D

1 1

'i N Ulti.G /Ill4-0094 A

1)ESCilli' TION OF Tile l'ItOGilAM llecruiting, training, rmd retaining high-quality emplo)-

to manare the program ar.d serve as the baison with the ces is Le, to the NitC's effectiveness in carrying out its Intern Program hianger at headquarters.

regulatory responsibilities. In April 1988, the Technical Intern Program, now called the Itcactor I!ngineer Inter n Program, was initiated to ensuie a continual supply of Ile!!(lyllitrierS Ilithell illlerlis skdled professionals for positions in the Office of Nuclear lleactor llepulation (Nitit) and the regional offices.

Ib blerns tused at headqua"ters the 2-year program includes developmental assignments in the projects, in.

This is accomplished through a series of developmental spection and techmeal icview divisions of Nltit, NitC and training assignments designed for college gradua;es regional offices and plant sites, and other NitC of fices. lly in engineering who base limited nuclear-related indus-extending the regional and site assignments, interns may trial and regulatory experience. The program gives the incorporate an inspecter qualification program mto their intern maximum exposure to the agency's notk and a schedules. Other speciah/ed training, such as health broad perspective concerning the role of the NitC in the physics cour ses, may also be included in the Iteactor !!ngi-

)

regulatory process, neer Intern Program. Graduates of the program are gis en a permanent assignment to a technictd professional posi-Approxirritely 60 reactor engineer interns are expectcil tion, according to the needs of the agency; their educa-to particil de in the program at any given time; half of tional background and personal preferences are niso con-them will be based at Nltit headquarters and h:df at the sider ed.

regional offices.

Interns are recruited primatily from colleges and univer.

ItegIOll llilSell IIllerflS sities known for strong engineering programs; technical In adWu.on to those interns based at headquarters, re-repterntatives from Nitll divisions and the regions ac.

E """ II"

".wnuen ou? mkrmw and select interns. Before making I

tively participate in the recruitment program. Interns are n,the wr.ional Intern Prograrn Coordmato; carefully selected on the basis of their scholastic achieve-ment, w'wk experience and training, and demonstrated gives Nltit such backgr ound infor mation as a 1:or m 171, a potentiat io meet NitC staffing needs. An education spe-msume, and a dnedption of any previous training or cificalh in the ouclear field and esperience in the nuclear work experience the candidate has had m tlye nuelcar field. Nitit reviews this information and notities the re-industiy ar.: not prerequisites, since interns w ill pain icle_

vant technical knowledge through the cuensive training gim oWee and the NitC Othee of Personnel of the final selection of inteins based m the regions. Aher a candi-schedule m d developmental assigmnents.

date accepts the off er, the iegional office gives Nitit the date of entry irto the program, the name of a mentor, and AttiliiiiiStraitiOil training and developmental schedules for each intern.

Nitit fonvards this information to the Nitr Office of The Iteactor 1:ngineer Intern hogram is admmistered by Personnel.

the Director 'f the Nltit Prog, am hianagement Policy Development and Analysis Staff (Ph1 ASL The program Interns selected by a regional office are given develop-was created by the Planning, Program and hianagement mental assignments m that regional office and at power Support ilranch (Ph1Sil) and is supervised by its Adonni-plant sites located within that tegion's jurisdiction. A stration Section. Day to day, the program is coordmated 6-month assigmnent to Nltit at headquarters is also re-by the lleactor !!ngineer Intern Pragram hianager. I!ach quired. Interns based in the regions take the same sched-r egional office designates an I ntern Prog ram Coordinator ute of training courses as interns based at headquarters.

ItESI'ONSillli.lTIES OF NIllt ADMINISTitATION Office Director selects mentors and supervisors for interns based at

'lte Nltit Office 1)irector determines the number and level of positions to be Divisioll Direc(ors e

covered by Ihe program, but h at headquarter 3 and in the regional offices, designates an Intern Program Manager to be re-The division ducctors deugrute staff to interview candi-e sponsible for the day-to-day operations and evalu.

dates for internships and part cipate in the selection proc-ation of the intern program, and ess.

1 NUit1iG!llIt-00W

ltesponsibihties prepares schedules for developmental assignments When an intern is on a developmental assignment to a e

particular division, the director of that division will also and coordinates the preparation of performance select tbc intein's supervisor, normally the chief of the elements and standards for each assignment, branch to which the intern is awigned.

Leepstrack of required formalcourse work so the in-tern can cornply with the training program, l)ir0Clor, Progralli hlailagelllCill, Policy coordinates with the Intern Program Coordinator to e

DeVelopinent all(1 Asialysis Staff iJentify and arrange for rotational assignments to the reptons.

'lhe Director, Ph1AS meets regulatly with each inter n for counseling pur-poses, particularly in the first few weeks, to ensure a oversees the scope, content, and implementation of smooth adjustment to the program, e

the intern program and recommends modifications authorites all travel and reviews travel vouchers, to the office director as appropriate, coordinates the development, implementation, and e

supports program and budget for the intern pio, e

gram,incluthng central control of travel and train, completion of each intern's Individual Develop-ing funds, and

'*'nt Plan (IDP) and program activities, reviews applications and selects candidates for the conducts orientation and training activities for in-o e

tems, their supervise:s, and their mentors, program.

coordinates promotion packages, recommendations e

for removal from the program, and other personnel lirailch Chief, Planning, Prograin anti aeoviiies, hlallageinent Support Ilranch coordinates the appmisals of intern performance e

The liranch Chief, Ph1D, assists the Director, Ph1 AS, during developmental assignmen's and prepares a hnal evaluanon for each intern at the end of the pro-with overall program and budget support, and with pn-eral supervision of the program, as appropriate.

E"*'

maintains a training and development file on each

intern, Intern Prograin h1anager helps interns solve personal problems, such as those e

The Intern Program hianager coordinates program activi.

selated to housing, travel, and health, which could 1ies at Ihe operating level and is the principal cantact with affect their participation m the program, and the NRC Office of Personnel.The Ir, tern Program hian-coordinates the assignment of interns to permnaent e

ager also coordinates the regionm tatern programs to positions within the NltC.

ensure consistency among the five regional programs, meets regularly with regional personnel to discuss region-170r interns based in the regions, the Intern Program specific matters, and occasionally addresses meetings of hianager is responsible for arranging the developmental resident inspectors on relevant aspects of the intern pro-assignmen to headgearters, including assistance with gram. hionthly seminars, special development trips, and travel, housing, anu other per sonal problems; assignment t he annual graduation cere'nony are also erganized by the of supervisors; and overall coordination of their activilits Intern Program hianager, while they are at headquarters.

The Intern Program hianager at headquarters in addition, the Intern Program hianager is responsible

)

for preparing periodic status reports to b R R, as well as to e

interviews candidates and coordinates their selee-the NRC Office of Personnel, and for evmuating program

tion, operations and recommending changes where needed.

i ItESPONSilllIII'IES OF ltEGIONA1, OFFICE ADMINISTitATION llegiullal A(IrqilliStratorS with the regional allotment of interns detetmined by

NRR,

'ihe regional administrator designates an intern Program Coordinator and, if e

detennines the numbers and positions ta be covered desired, one or more technical program managers, j

hy the program in that regional office, consistent to be responsible for the day-to-day operations and l

NU R:! Glint-00W 2

l

ltesponsibilities keeps trad of requird foncal course wor k so Oc in-evaluation of the program and long-tea i tupervi.

e sion of the interns tein can comp'y with tie training program and can incer me established it)P, selects mentors and des'gnates livisions for each in, e

net ities intems, su pervisors, and merdor s of changes tern's initial assignments, and e

m course dates m,d se'..edults, designates responsiN'ity and anthan:y for offr;tal e

pr epar es rotation schedules, in consultation with the personnel actions.

e affected diviait n directo s, emrdinates with the Intern Pre; ram Managet u DIVISIOll Dircolors e

dentify t.nd anaage fu rotational assignments to The division director designaus staff to imeiview candi.

acadquarters, dates for internships and participate in ? he selection proc-meets regularly with each m. tern for counseling pur-e ess.

poses, particularly in the first Icw weeks, to ens ute a When an mterr is on a devel pmental assigniaent to a knooth adjustrnent to the program, o

particular division, the director of that d vision vill sciect conducts orienta'. ion and tiainlag actisities for in, a

the intern's supervisor, normally the chief of the btanch terns, their sepenb. ors, at,d their rnentors, to which the intern is arsigned.

enordir.ates promotien packages, recommendations e

for removmg the intern frmn the progibm, tad Illieril l'rugriitti COOrdillillOf other persounct activities, maintains a trainir.g uad development file on each e

The regional Intera Progrmt. Curdina'or coordinates activities at the egionalleva' for i wrns asy n d to the

intran, g

regnen and for thote rotating f re m headquarterr. Specilie hehs inter ns solve pe rsonal proMe t s, rueb as those 0

e duties ine!oda rel[ted to housinL travel, and health, wN n could a fect theu participatton m the program, and f

communicates v,nh totein Program Manager to a

coordmates the atignma u of interns to permar ant keep regional manegers and interns abreast of the e

propam icquirements an,! chan ps, positians vithin the NitC ItESI'ONSilllLITIES Olt INTEL (NS T

An intern is expected to streagthen skills and inet. ate with the rnentor and the Intern Progn 'a Manager knowledp by participMing in develonme nt al m sipiments or Coot hnator, k

and other training and special assigtruents to the best of submits monthly reports to the ruca or and the in-hisiher ability. Specific tw.onsibilities inclu&

tern hep am Manager or CoordmaLr anJ cnsults wnh thern regularly, and suo'essfulh completes all development s asy n-subnut an naluation after each dadopmental as-e e

i men's, requirn' traming, and -ading,ssignments, signment amt a final evaluation at the end of the prepares and maintains M. IDP based on Jiscussions program.

o IttISPONSilllLITidS Olt MENTOllS A key element in the sur;ess of the intern program is the tors should demonstrate openness, candor, a willingness mentor, who assumes the role of sponsor, teacher, and to share concerns and give constructive feedback, and an counselor. liach intern has a designated sunior staff mem-ability to assess deselopmental needs. Care is taken to ber (if possible, a manager fro,a the S :nior lhecutive match an appropriate mentor to each intern.

Service) assigned by the Nillt Office Director or regional administintor (or designee). A mentor should exhibit Specific responsibilities of a mentor include these important qualities: a v.illingness to act in this role, assists in the preparation of. he intern s IDP, e

t a commitment to employee development, broad experi-adsises ana encourapes the intern throughout the ente at the highest management level, and the abihty to e

devote sufficient time to the relationship to ensure ade-2-y ear prog am and provides peneral guidance con-quate opportunitics for counscimg and discusdon. Men-cerning permanent career opportunities and the 3

NUlEGlillt-0094

1(esponsilulities luckground and ear eer paths necessary to quahry for onunends program chahpes to the Nim Ofi.et Di-such oppor tunities, rector or regionai administrator, monitors the intern's proprew and luovides feed-directs and assists in arranging particular deschip.

e e

mentai assignments, back t" the Inter n Progr am Manapt r, PMSil ltranch Chief, Nim Office Din eetor or regional administra-reviews the intern's monthly report oi activities and sor, and the intern conecrning any problems that e

determines if changes need to be made in work ci-may have been i.hntihed, and fort or training needs, talb weh the intern frequently during the first e

reviews the evaluations af ter every developmental n onth ef th program anJ at least monthly thereaf.

e assignment and:t the end of the program. and ree-t c r.

ILESl'ONSillil.lTIES OF SUl'EltVISOllS A super isor is auigned to the int:rn for each deselel -

, evelop.s or adiotr gencue task elements and per-e mental assignment. 'the supervisor is responsible for tormance ! tandards, keeping the work envnonment conducive to furtherin:

ani ns eks nnd identdies leanung objectives for e

the objectives of the intern program and campn:t i ut the ik pk mirno'ents within that organization, deiipnated portions of the mtern s IDp o coord natic n provides counsehng and on-the job training, and with the Intern Program Manager and the a.entor.

t apprah.et the intern's per formance at the end of the Specibe resp < nubilities of a supervisoi include miation.

I l

GENEllAL TilAINING ANI) 1)EVEl.Ol' MENT Structured technical training and developmental anip case by-case imi' by the mentor, intern. and Inter n l'ro-ments for interns include work assignments at the base gram Manager or Coordnator. More specific trainHg ofhee (headquarters or regional o!!iec) and scheduled may be identified wnhin the nica of the devehipnental formal training courses and eptional courses. These are auipoment. The mt :rn will keep track of training com-listed in Appenda 11.

pleted orin p oprewin Appendis A of this manual.Other specialized training, such as health physics courses, may also be includ LIin the intern's pronram.

In(liviclual 1)evelopment I'lan i

Within the first 30 days, a basic IDP will be prepared, Mantialogy Cout ses specifying the appropriate mh of reading, orientation visits, deveb pmental assignmer.ts, and infoi mal and for.

The technical traming matris in Appendis it shows uhich mal training assignments.

training cousses every intein must take at the Technical

'l raining Cente r (I'lF) in Chat tanoopa, Tennence. Man-The IDP should be reviewed penodically to determine if datory courses begin with a practical engineering course it remains consistent with the appraisals and operience and a reactor technology coutse, including a short site i

pained during avelopmental assignmeats. A complete awignment to a reactor lacihty to reinfoice reactor tech.

t eview should be made at the end of Ihe fitst y ear, and any nology wneepts. Interns will then be scheduled for a full needed adjustments should be made at that time for the series of reactor technology courses,includmp two weeks duration of the internship.

of reactor simulator training and a reactor safety course.

J At this point, interns w dl have completed the same reac.

tor technolopy training with t he same acceptance criteria llealling Assigiiinents ari(I Tialiliiig that more experienced personnei complete as part of

( ogrses vamms quahheation prograns The list of activities included in Appenthees A and 11 will The major courses are scheduled to allow inter ns to com-be used as a guide for intern orientation and training.

plete one tull series of reactor technology a sonulator Manj clements are mandatory for all mterns; certmn courses m the htst year and anothei scoes in the second clernents, howeser, can be eliminated or modined to h1 year of the program. I he second scoes is not mandatory, individual need( These determinations will be made on a howescr.

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NllRliGilllbOO94 4

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1 raining and Development Other manJatory and rewmmended courses hsted in Ap-be allotted durmg the fast months J i internslup for pendix 11(but not helJ at the TIO will requite that time additional training.

DEVELOl' MENTAL ASSIGNMENTS 6 to 8 rnonths in a regional offwe, including at least 4 D-

• lopmental assignments are the core of the program.

o Ti.3e vsignments will be tailored te :ach intern, de-months at one or more pewer plant sites, and pendma n background, timing and duration of training.

career goals, and ether factors. A schedcle showing 3 mondn in anoun r y. -.o.oce, such u the Office e

"d

"" U "" "

I'#f" ""3I U"b "I 3-to-(Amonth assign 'ents in thrce or four meas is pre.

I"' ^"M "Enhnement um we of pared for each intern ipon entry into the program and is revised penedically ouring the 2-year period of intern-An intern planning to qwdify as an e,specto we.d ex.

ship.

tend the regional msignme'it to approstmately li.

monthL Deulopmen d

'ignmrnts are designed to maumi/c the intern's i <p,mt to the entire range of Nllit and egionat activitie, and to piovide a lu oad perspective con-IUU S0d OM ceaning tne role of the NitC and its various of fices and h

repons in the 1 latory process.These assienments t e A sampk scheduk. fon n qu n bad in a n gional Ae interns an opportunity tolcarn the multitude of tasb that are so impo' tant to the agency in eartying out its tegula.

tory respavibihtv They also give the NitC staf f an op-6 months in the l>ivicon of iteae'.or Safety, portunity n assess the intern's abilities in several areas.

6 months in d - 1.'isisio" of Rev ' tor Projects.

e Developmental assignments may occasionaDy be ex-6 months in F 111( headquat tet offices, and tended to compensate for time spent in training cour ses, 6 month; at one or more powu plant sias e

Ilea(lyuarters-llase<l Interns Interns based at headquarterr vill usually be astigned for Site Assignments 6 months to either the Division of SystemsTechnology or the Division of Ittactor Projects, followed by a second During an awignment 1 a site, interns will observt the 6-rnonth assignment to the Divisien of llcaetbr Projects.

resident inspector and Usist as appropriate. " pnal nc-tivities inclu le 5 serv;a'; mrarol room ~tivities, a ca+

o The third assignment shoulJ be chosen to provide the intern with first-Sand knowledge of the headquarters in, ing p!(mt man..gement meetians ei id, ing inypmion spection program in preparation for assignment to a re-aetmnes, prepanng Unpce90n n pons. Lad wot kmg w ;th gional oftice. Interns will be assigned te a legion for b to S other iegional inspectors. Duting this time, the senior months when they complete the developmental and IC5'd *I " 4P' tor 4.he intern's sup r,sor. Interns who training assignments noted. A final 3-month assignment

• iu k 4 '"hf) as inspecter are expt t L tt a minimum, at an NRC ofhee other th: n Nltil will round out the 1" C""iPdk UW N " ", hsk; ;n Appendn C while on typical inten, program, amigmnent to o site. Othe-her J iatters. based interns wdl follow a plab tha' correspor.11,l'le ? mount of time to A sample schedule for an intern based at headquarters be spen a. the le.

would include Interns based in the regiom r e expected to complete the 6 months in the Division of Systems ;e analogy.

quahfications te becori.: an mspector dunng the intern e

with the first assignment in an area in whid 'he m-program: interns basej at headquattets may request an tern has some education, extendt d pugia.a for this puipose and may remain at a w

a n'asona nnw to comWw du' wquhnm.

e 6 months in the Division of Rea. tor ISojects, where After comph' ting the quihiieations journal, an intern interns are usually; assigned to assiM project n',anap-ruust pass an oral examini t ir, o qi d 'y as a regional ers or project engmeen, i

M : nun g W to & dihd nnig o

3 mor.lbs in the Disivon of lleactor inspection aaJ and may have to pass more etumnations to qualify as a Safeguards, resident inspector.

5 YlotIiGillR-0094

Appraistd i

Tile APPilAISAl, PROCESS i

Perforniance Elenients aitti Stantiards Program hianager or Coordinator and the mentor and a review of appraisals and training course results.The re-Performance elements and standards are written or quirements of NRC hianual Chapter (h1C) 4108 (new adapted for each developmental assignment by the in, hianagement Directive 10.76) include a certification on tern's supenisor. New elements and standa-di may be NRC 1 orm 199, " Trial PerioJ Appraisal," which wdl be written if the intern is rnoved frora one branch to another signed by the intern's current supervisor. In adJition, the within the same developmental assignment. liasic cle.

Intern Pregram hianager or Coordinator, in consultation ments and standards for Grades 5 and 7 (GG-5 and with the intern's supenisors and mentor, wdl make a wntten recommendation to the NRR Office Director or GG-7) are found in Appendix D of this manual. Other items may be adJed to reflect specific assignments. l'or regional administrator conecrning the intern's continu-Grade 9 (GG-9) and above, elements and standards tend ation in the program for a second year.The probationary to te written specifically hr the organizational unit to period may be extended under exceptional circumstances, which the intern is assigned. Examples of such elements if all parties agrte. A new trial period appraisalwould be and standards may be obtained from the Intern Program written at the end of the extended probationary period.

hianager or Coordinator.

Montlily Reports and Assignment Evaluations Evaluations and Appraisals laterns must prepare a monthly report to the mentor and llecause of the need !, monitor intern performance fre-the Intern Program hianager or Coordinator describing quently, the supervisor must prepare an appraisal after their work assignments and training courses. Suggestions each developmental assignment is completed. These wdl concerning the intern program are included in the form the basis for the two major apprais:ds, one con-monthly report.

ducted at the end of the trial penod and one when the intern graduates itom the program. l'ormal or informal At the completion of each developmental or special train-assessments from mentors and letters of recommenda-tion from supervisors will also be considcred in determin-ing assignment, the intern should prepare a separate evaluation. Some of the questions that might be ad-ing appropriate appraisals, dressed m such an evaluation include Were work assignments meaningful and commensu-Assignment Supervisor's Appraisals rate with the intern's education, experience, and On the basis of specific performance elements and stan.

professional interests?

dards, the intern wdl be appraised at the end of each Were work assignments clearly explained?

developmental nssignment. The person supervising the Was progress suitably monitored and supenised?

assignment should also comment on any special areas in which performance had been exceptional or in which Was the intern encouraged to participate actively in improvement is needed, as well as any special attributes meetings, inspect ions. and other assignment.related or capabilities noted m the intern. Recommendations livitics?

may also be made concermng the type of permanent NRL position for w hich the intern seems best suited. The origi-The evaluation should be addressed to the Intern Pro-nal apprais;d should be given to the intern Program hian-gram hianager or Coor dinator, and a copy should be sent ager within 30 days of completion of the assignment; a to the menmr. The Intern Program blanager will discuss copy should be sent to the intern and another copy to the any major issues raised therein with the NRH Office mentor.'Ihe Intern Program hianager will forward a copy Director (or designee) of the appropriate division.

to the NRC Office of Personnel.

)

Protnotion Trial Period Appraisals An intern who is hired at Grade GG-5 may be eligible for An mterim evaluation will be made before the end of the promotion to GG-7 after 6 months, and a GG-7 to a first year in the intern program to determine if an intern GG-9 after 9 months, if performance warrants a request can proceed to the second year. This evaluation will be for early promotion. Thereafter, promotions may occur made by the N RR Office Director or regional administra-annually up to GO-13, which is the noncompetitive tor (or designee), following consultation with the Intern full performance level for an intern. A recommendation NURliG/IIR-0094 6

Appraisal for carty promotion (less than one year) is based on accordance with NRC Appendix 417 t (new Management recommendations f rom supervisors and is requested in a Directive 10.99).

letter to the Director, Office of Personnel. All promo-tions must be accompanied by a Standard Form $2,"Re-If a recommendation is made for removal (other than one quest for Personnel Action." A copy will be given to the imed on improper behavior or violation of agency regula-mentor.

tions), or if an intern should request removal from the program for personal reasons the intern may still be Any recommendation to defer promotion beyond one eligible f or emphiyment in the agency. livery ef fort will be year must be fully documented and the intern must be made to place the mtern m a permanent position com.

advised. Specific requirements for promotion must also

!nensurate with the skills and trammg acquired during the be documented; a copy must be given to the intein and intun prognun. Mmuld no such position be found, the mtern would be dismissed at the end of the probationary another copy to the NRC Office of Personnel,

period, Permission to contir'ue in the program beyond the usual 2-year period will be granted on a case-by-case basis by Grattuation the Intern Program Manager, after consultation with all j

those concerned.

Graduation at the end of the intern program will be ar-ranged by the Intern Program Manager and approved by the office directors and regional administrators. At an appropriate ceremony, a Certificate of Completion will Retitoval 14: oiti tiie Prograrit be presented to each graduate, The graduate witi de as-signed a permanent NRC position (based on staffing if the recommendation is made to remove the intern from needs and individual qualifications and preference) and the pogram, the decision must be explained in the ree-will then be subject to the standard NRC performance ommendation to the NRR Office thrector or regional appraisal system, including maintaining an appropriate administrator. Any decision to remove an intern from the 1DP and performance elements and standards for the new program at the end of the trial period must be prepared in position.

TRAVEL PROCEI)URES liefore an intern takes any trips related to work, the months on site). llowever, as no ttavel authori/ation can authorizmg official (or designee) must sign a travel extend beyond the end of a fiscal year, a new authoriza-authorization. Interns should familiarize themselves with tion must be issued on October 1st for any regional rota-government travel regulations and should ensure that tion extending beyond that date.To allow interns lo ttavel aut horizations a re correctly r equ est ed. Travel procedu res to sites within the region, Ihe travel authorization t hould differ slightly between headquarters-based and region-state: "Authori/cd to travel to all NPP sites within the based interns.

region for official business. Trasder will be authorved 150% of higher rate when he/she has duallodgings."

IICathlllarter$-IlaS0(I IllterIIS Regardless of where the intern travels on temporary j

assignment fram that region, including extended rehica-l

'ihe Organization Code (Ilox No. 9 on NRC Form 279)to tion to power plant sites, only amendments to the original be used by all headquarters based interns is 20-01, re-blanket authorization can be made until the intern pardless of whether the intern is on a training anignment, returns to headquarters.This means that only one travel an inspection with other NRC staff, a developmental advance will be authorized and all further expenditures assignment, or on other official travel. Immediately after -

are reimbursed by the submittal of travel vouchers.

travel has been completed, the intern should submit a travel voucher for official signature-Ilecause it can take several weeks to pay travel vouchers, the intern is urged to submit these vouchers regularly, When an intern based at headquarters is assigned to a attaching correct receipts, to avoid out of pocket expen-region on rotation, a blanket travel authori/ation is signed ditures. This is particularly important w hen moving from by the liranch Chief, PMAS (or designee), and travel a regional office to a plant site for several months, when money is advanced. The travel authori/ation should state housing expenses must often be advanced without a cor-the total length of time of the assignment, including the responding advance from the NRC. The Intern Program siteassignment period (6 to 12 months in total, with 4 to 8 Manager will help the intern solve tiasci problems.

7 N L IRiiGlilR-0094

Travel Region llase(I Interns Iterional ofhees receive funds from Nitit to coser travel ai. wuchers for these interns wi'l be processed in the by interm lused in the serions. All tiasel authoritations t epional others acwiding to regional travel procedures.

110USlNG llecause housing in the Washington,1).C., area is espen.

repon a month or two in advance to locate suitable hous-sive and interns t ravel frequently, shared housing or inex.

ing.'the Inter n Pr ogram Manarer will assist with housing pensive roorns are secommended. Whenever an inter n is problems at headquarters, and regional personnel will altending training courses away from the 1).C area, the aWst with housing lor internu.n auirnment to a regional NitC pays lodging costs. Auirnments of more than n "Ih"' or a plant nie.

month or two will usually require a longer term rental.

Interns based in the s erions will be assisted liy the Intern rather than a hotel rmun. If at all possible, interns based l'aogram Manager during their auirnments to headquar-at headquarters should arrange to visit their assigned ters.

i I

1 N Ult t!G /Illt-0094 8

l

Al'I'ENDIX A lleatling, Orientation, antl Training Docuinents aint Activities:

NitC lleactor Engineer Intern *

(your nanie)

ItEADING ANI)ItEFEllENCE DOCUMIENIS Ilead these and itfor to them as necessar):

Atomie l'nergy Aet of l954. as ainendeJ...

linergy licorpanitation Act of 1974, as amended...

Nationa ' nvironmental Policy Act (N!!PA) 10 Cl R Parts 0,2 and 50 (Obtain f rom the first ass.ipnment olhee)...

NUlti!G/IIR-0073. Itesision 1. " Project hianarei s llandbook" l

NUlti!G-054 4. "A llandbook of Aeronyms and initialisms NUltt:G-1290, *l)ifleting Professional Opinions" NURLG/llit-0070.

• Guide to Types of NRC 1 ormal Documents and Their Users" NURI.0-Il45. "NitC Annual itepoit".....

Table of Contents for NltC hianual Chapters (incorporating new hianagement Directives numbers)

I.isting of NRC lleputatory Guides.

l.isting of NRR Othee Lettets.

NRC Alanual Chapter 0211. " Freedom of Information Act"....

NUltitG/1111-0053 llevision 2, "NRC llegulations Ilandbook".

NUltl'G-1379. 'NRC 1 ditonal Stste Gmde"..

NURliG-0325. "NRC Organization Chait/l unctional Statements" NRC N1anual Chapter 4151 "Non-S!!S Performance Apprakal Sotem" NRC hianual Chapter 0510. "Sutematic Assessment of 1.icensee l'erformance".

llecome familiar with:

A Standard Review Plan (includmg Standaid Technical Specifications).

NRC Inspection hianual(Table of Contents given to you).

D1 OP 228 (Sholly Procedures). l'or further puiJance, see

" Project hianapei s 1landbook" and "Dralt Olhee i.etter" a

NRC the-Year Plan.

l'or regional assignmtuts become familiar with:

I linforcernent h1anual hiaster inspection Plan (h11P)

ON Tile loll TilAINING for headquaiters assignments complete the folkming aethilies:

l'rocess routine operating htense amendment (assist experienced project manaper),

Participate in inspection aciaity Tour NRC incident Response Center Participate in or observe an emergency exeieise m the NRC Inadent Response Center..

Attend a hearmg (includmp pre hearing conference)

'Itac e.a towm ay nx n is o.nq,1cic10nc an urtwa nyn i.iow han n hopam staiw o or ro.u aumoi when yon suboni the nu.iolay n eu umni sdl avonon har Iwrn omy k ted 4

N t i R 13 illlR-0094

Appendix A Attem an ACitS [ Advisory Committee on lleactor Safeguards) subcommittee m e e t in g........................

Att e nd an ACitS full commit t ee me eting..............................................

Attend a meeting of the Cemmittee to lleview Generic ltcquirements (C11011)..................

A u e n d a Com m issio n m e e t i n g..............................................................

l'or regional assignments complete the following mihities:

Attend a SALl" lloard and a S Al 1" hlanagement hiceting.....................................

Attend an enforcement conference...............................................

Attend a resident inspector counterpart meeting IN OFFICE ORIENTATION The following list of.acthitles is prmided as a guide for completing in.ofGce mientation.

(1) A package of administrative forms and activities will be given to each intern (2)

I?ach new headquarters-based intern should be introduced to the Director and Deputy Director of NIllt: each new region based intern should be introduced to the llegional Administrator and Office Director of the region. New interns should also be introduced to staff members of the various organl/ations with whom contect may be f r eq u e n t.......................................

(3) Tht Nation to which the intern is assigned is responsible for shc

,'intem the location of and manner of utilinng the follt r, as applicable:

docket and project files.........................................

e 10C1~l1.............................................................

b ra n c h fil e s..........................................................

e mail room lilectronic Text Processing Section e

lleproduction and Graphics Sections.......

e e

editorial st aff.............................

NUDOCS [ Nuclear Doument System] workstation...............................

i{

Information Techr.alogy Services (FTS) Support Center arat Training Iahoratory...........

e C r ed i t ti n io n..........................................................

e h e al t h u n i t...........................................................

i e

Caieleria s u p p ly S t o r e......,,...,...,.........,...,...,...,......,...,.,......

e e

library..............................................................

Nit R satellite personnel oince..................................

shut tle to other NitC huildings.......................................

e time and attendance (T& A) system..........................

e regulatory information tracking systems (ltffS).......................

e emergency rcSponse facility.....

e N it C Travel O f fice a n d p roces,,......................................,..,...

regional office procedures e

• sal P = $ystematic Awnnent of tianwe Petimmance pn.pam NURiiG/llR-0094 10 l

1 APPENDIX 11 FOllMAl, TitAINING*

hlandatory Technical Training Center (iTC) Courses

!!-110: Power Plant lingineering Il-200P; E Technology or 11-20011: Gli Technology An onsite course at a Westinghouse (E) or General IIIectric Co. (Gli) plant R-304 P: E Technolcy or 1130611: Gli Technology R-504P: E Advanced Technology or R50611: Gli Advanced Technolopy R-604P: E Simulator or R-60611: Gli Simulator R-621P: E !!OP [1!mergency Operating Pmcedures] Simulator or R-62111: Gli 1101' Simulator R-800: Reactor Safety Attachment I shows the pqression of1TC courses for NRR Reactor lingineer Interns.

Mandatcry NRC Itelated Courses NRC: What it is and What it Does The NRC and its linvironment The Regulatory Piocess introduction to Nuclear Document System (NUDOCS)

Inspector Skills Training Courses

%ndamentals of Inspection (mandatory)

Inspecting for Performance Site AccessTraining Other Courses Other courses that can be taken to broaden knowledge include:

ITS courses PRA [Probabilistic Risk Assessmentj Fundamentals Stress Management Time hianagement Conductirg and Participating in Meetings Conflict Resolution Technical Writing MIPS Training

'Sec Anachment 1, 1I NURI!G/IlR-0094

l l

Appendix 11 E

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Al'PENDIN C llECOMING FAMil.lAll WITil NUCIEAlt l'OWElt Pl. ANT SITES Interns lused in the regions "ill have an opportunity to become familiar with nuclear poacr pLmts dunng the coun,e of thcir des clopmental assignments.

Inter ns hased at headquarters will become familiar with nuclear power plant sites throuph a 2-to.Lw eek site sisil during their first 6-month developmental assignment, in addition,aU micrns will have a 6-month desclopmental assignment at a nuticar power plant site.'l he objecth e of the assignment is to become familiar with the operational activities at a reactor site, the design background and regulations that puide those activities, and the NitC activities that promote and ensure the health and safety of the publie regarding that site. The activity plan has system. based learning objectives Tlie intern is expected to observe field activities, walk dow n sy stems, and ies iew operational es ents m inuch the same manner as qualified inspectors, but under t he supervision of the senior tcsident inspector. As the intern's acovities will substitute for some inspection by the tesident staff, some direct inspect;on effoit can be claimed, but inspection claimed should not exceed 25 percent in any week.

The "Nte Assignment Activity Plan and Objectives"(below) applies to those interns, both region based and headquar-ters-based, who are fulfilhng the requiicments to qualify as inspectors. Other headquarters-bmed interns will follow a plan that cone (ponds to the amount of time to be spent on site.

Itcactor Engineer littern l'rogram Site Assignment Activity Plan aml Olijectives Combination of system walkdowns and observations of related actiutics

" Site Assignment Specific Objectives" is an outline of objectives for the awynment All 10 " System Knowledge" objectives are required "Actisity/Managemcot Contiol Knowledpe" objectives are selected from the System / Activity Matrix so that each objective is adJressed for a minimum of three systenn Document /organi/c using the " System litterence Checklist" e

May contain relevant information, drew mys 'l S lTeennical Specifications),1 S Alt {l mal Safety Analysis lle-Portl sections, and imern's notes Should not become an administrative burden e

1-2 week inJoctonation 1.icensee organi<ation Gl:T (llP practical factors) and badgmg I icid protocol (viobtions, allegations, i 1 D l fitness for duty], conflicts of mtetest, tiaming toie)

Itcughly one week pet system effoit e

Goal of 20 systems cos cr ed during the 64 month period, allowmp for other act n ines such as Tl C l I cchnical Training Cemerl courses, special assignments, and annual leas e Weekly feedback /dehnefing with senior resident inspector (SRI) or resident inspector (111) e 30 to 60-minute meeting to evaluate intern's knowledpc of the sptem and manacement controls Gives intern an opportunity to has e issues or problems clarified 1 y the Sill or Ri Monthly wntten status repot t to icpional supervisor e

Documents last month's accomplistuuents Documents plans for the upcoming month Generally complete those topics directly related to field activines in the Inspettor Quahficauon Traming Jouinal e

(RI 04 llh Minimal impact u[en licensee and resident staff e

Walkdowns with teshtent stalf, occasionally accompany beensee tec hinaans and Nl t h identify intern's iole to hcensee as "m Inunmp, under the direc tion of NR(' iesiJent t talt.

13 NllH i!G /Ilit-0094

Appendit C l

l Ileactor Engineer Intern Program SYSTEM ItEFEllENCE CIIECKl lST System

Title:

P&lD No.:

IkgllkilDIy_DnenPxnlE TS FSAR SliR Ograting & Test Procrdures (as apmePlialth Normal Abnormal ARC ST's Snssific Maintenance Profs &Erilas_ appl 0PIiaLch Administrative

{

CM PM Engineering ILqferences:

System Design Description / Manuals System Engineer Training Lesson Plans PRA Ntiten NURl!G/llR-0094 14

Appendix C Reactor Engineer Intern Program SITE ASSIGNMENT SPECIFIC OlUECTIVES A. SYSTEM KNOWLEDGE 1.

Design Basis (Purpose) 2.

Design Description (Accomplishment) 3.

Simplined Flow Diagram (Major components) 4.

Normal / Abnormal Operating Configurations (Lineups) 5.

Operational Constraints (TS LCO's) 6.

Test Features and Requirements (TS SR's) 7.

Accident initiating Conditions (TS LSSS's) 8.

Auxiliary Support Systems 9.

Codes, Standards and Qualifications

10. Special Design Features / Weaknesses (incl. risk /PRA insights)

B.

ACTIVITY / MANAGEMENT CONTROL KNOWLEDGE 1.

Operations (Planning / status meetings, control room panels, indications, logs, reporting, operating procedures and alarms) 2.

Maintenance (Work controls, tagging, housekeeping, ISI and PM) 3.

Testing Requirements (Scheduling, IST, procedures, records, controls) 4.

Radiological Controls (Special considerations, RWP's, surveys, ALnRA, postings) 5.

Engineering (jumpers / lifted leads, fire protection, modifications, drawings, safety evaluations, PRA/ reliability, configuration controls, system engineer) 6.

Safeguard Measures (barriers, CAS/SAS, compensatory measures) 7.

Quality Programs (QA audits; QC surveillances; 3rd party assessments; offsite/onsite review committees; corrective acuons: violations or LER's; procurement and receipt inspections) 8.

NRC Regulatory / Inspection Program Emphasis (regulatory issues, LER's, open items and violations, core inspection procedures) 15 NtJiti!Glillt-0094

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t APPENDIX D SAMPLE PERFORMANCE El.EMENTS AND STANDAllDS FOR GG-5 AND GG-7 INTEllNS Ileadquarters llared Interns 1.

Perfortnance Eternent Provides technical and proyrammatic assistance on tech

't and licensing issues, as assigned, to members of the division.

Performance Standard Technical advice and recommendations ar e generally well founded, a..d programmatic assistance is generally com-plcte in all respects. Generally, activities are completed in a timely manner and are consistent with NitC policy and regulations.

The supervisor or the staff members being supported through these assignments are frequently consulted and ad-vised of the progress arid anticipated results.

Perfo. nance Appraisal 2.

Perfortnance Elcinent Assists in special steJic; of licensing and technical issues and prepares reports ar d presentations that contain find-ings, conclusions, and recommendations.

Performance Standard In general,individualwork products are well researched, technically complete, and address all of the relevant issues.

Problems are defined, alternative courses of action are identified and evaluated, and a proposed action is recom-mended. in general, conclusions and recommendations are well supported and feasible.

When the results of the study are documented, they are usually clearly written and do not require significant rewrit-ing or reorganization.

listablished deadlines are mct unless unusual circumstances interfere. Progress of anticipated results ts discussed with the assigned member of the division.

(

Performance Appraisal 3.

I'erforinance liternent Participates in special plant inspections and routine sit visits with either NitC headquarters or region staff mem-bers.

Performance Standard in 1encrat, participation in special phnt inspection efforts and on rcutine site visits is active, constructive. and con.

tribates to the formulation of a sound resolution of the inues involved.

Perftrmance Appraisal 19 NUltliGlillt-0094

Appendix D 4.

Perforrnance Elensent Assists in the preparation of license amendment packages and safety evaluations to support plant-specific licensing actions and closcout of regional task interface agreements (11 As).

Assists in the preparation of other NRC exemptions, relief requests,2.206 s s[xmses, meeting notices, meeting sum-maries, and daily highlights.

Performance Standard in general, the assistance provided is consistent with NitC policy and regulations and reflects appropriate coordina-tion. Packages are complete, clearly written, and norn ally do not require significant rewriting or reorganization by the supervisor or staff member being supported through these assignments.

\\

Generally, established deadlines are met unless unusual circumstances interfere. Staff members being supported are frequently consulted, and are advised of the progress and anticipated results.

~.[

Performance Appiaisal 5.

Performance Element Participates in the intern program, completing specialized reading, orientation, and training assignments. Meets with supcivisor and mentor on a regular basis. Documents progress in a monthly written report. Prepares a critique of each rotational assignment.

Performance Standard Progress in the completion of intern program elements meets the schedule established with the mentor.

Almost always provides supervisor and mentor a focused presentation of current status of assignments during monthly meetings.

Gives the mentor a written report by the 15th of each month listmg work assignments or activities performed during the preceding month, learning objectives completed or being worked on, and training taken, and writcs a brief state-ment of progress to date.This report will bc clearly wntten and org mized in such a manner that the program may be adjusted.

Within 39 days of comp.etine a rotational assignment, gives the mentor a written critique of the assignment. The eritique shall identify assigmnents that were mo.;t and least beneficial and shall recommend changes in the intern program for future participants. A clea', concise document that reflects thoughtful considera' ion of the intern pro-gram is to be prepared.

Performance Appraisal llegion llased Interns L Performance Element Assists quahfied inspectors in the conduct of assigned inspections to ensure safety and to determine beensee comph-ance with regulatory requirements. Assists inspectors in the development of inspection plans for assigned inspec-tions.11esponds to speci 4 assignments.

Performance Staadard Most assigned routine and special tasi, are completed m actordance with the schedule prescribed by the a.

assigned supervisor. Inspection preparation skills improve from information-gathering assignments with close supermory guidance to independent preparation. Skills in defining scope, depth review, tasks, and milestones for accomphshment of work show improvement over assigned period. Promptly notifies super isor of any need for additional guidante and negotiates new duc dates when assigned due dates cannot be met.

I 1

N U lti n'ill(-0044 20

Appendix D c

b.

- Under supervisory directicm, achieves maximum on-the-job inspection training time consistent with conflicting l

l(

_. priorities and availability (leave, training, etc., based on a 40-hour work week).

i e,

inspection techniques and results reflect steady mercase m the working knowledge of nuclear power plant

. operation,-licensee safety principles, and NRC regulatory requircracnts. Questions regarding the safety -

significance of findings are promptly brought to the attention of the supenisor.

d.

Routine inspection findings are communicated, under the direction of a qualified inspector or supervisor,-

. objectively to the licensee at the close of the inspection period. Potentially significant findings are promptly presented to the lead inspector or supenisor.

e, hiaintains appropriate standards of professionalism and objectivity, Seeks t'uidance from supervisor promptly l

when questiont regarding professic alism and objectivity are raised.

f.

Develops familiarity with NRC backfit policy. In discussions with the supervisor on inspections, demonstrates l

increasing sensitivity to potential backfitting.

Performance Appraisal 2.

Performance Element Completes InspectorTraining and Qualification Journal to become a certified reactor inspector within the schedule l

established by regional procedures.

Participates in the intern training program covering specialized reading, orientation, and training assignments.

Documents progress in a momhly written repon. Provides a critique of each rotational assignment.

l

. Performance Standard i

f)

Completes courses taken at the Technical Traimcg Cemer with a passing grade on the first attempt.

a.

b.

. Progress on completion of Inspector Training and QualQcation Journal usually meets established regional procedures., and level of understanding of all sections is sufficient to pass oral board on first attempt, with only some arces requiring additional study.

c.

Progress in,he completion of intern progra'n elements meets the established schedule, d.

Writes a monthly report listing work assignments or activities performed during the month, leaming objectives completed or being worked on, training taken, and a brief statement or progress to date. This report will bc l

l clearly written and organized in such a manner that the program may be adjusted.

I c.

Completes a ivritten critique of each rotational assignment nt the division level within three weeks of comple-tion of the assignment.This report will be clearly written and organi/ed in such a manner that the program may be adjusted.

Performance Appraisal I

3. - Perfortnance Ekinc.it -

V 1

. Communicates with supervisors, peers, and subordinates, objectively, professionally, and in a timely manner.

i Performanca Standard _

n a.

Communication with the regions, other NRC offices, the licensee, ;he public, and the press are, with minor cxceptions, professional and objective. Public and media inquiries are always referred to the supervisor, i

b.

Special requests / assignments are accepted and completed, with supervisory technical oversight, on the as-

[

d signed date. The product of such efforts usually meets the standards prescribed by the supervisor. Overall work b

assignments show initiative in that tasks to accomplish work are plan ned and followed through to completion in un energetic manner without prompting by supervisor, A willingness to accept responsibility is clearly exhib-

- ited.

I 21 NUltEG/ Hit-0094 1

Appendix D c.

lloutinely avoids suuations where the appearance of conflict of interest is likely. Where such situations may be unavoidable, notifies the supervisor in advance in the majority of cases, d.

Flexibility in work and training assignments and cooperation with supenisors and other inspectors are exhib-ited by support of team efforts, acceptance of responsibility for personal progress in inspection and training assignments, and demonstration of good communications skills.

Performance Appraisal 4.

Performance Element llecomes familiar with and executes correctly regional administrative procedures.

Performance Standard Ilours of work are promptly established with supervisor at the beginning of each rotational assignment. Work

~*y a.

habits exhibit timeliness and good attendance.

b.

Knowledge of travel regulations and regional requirements progresses over assigned rotation period. Travel requests and vouchers ere generally completed in format prescribed 13 regional instructions und usually meet timeliness requirements.

c.

Rrl'S and T& A data are submitted, with minor exceptions, as prescribed in regional guidance for format and timeliness. Submitted data are accurate with no more than eight errors or omissions during the appraisal period.

Performance Appraisal S.

Performance Element Documents inspection findings and prepares inspection reports to substantive degree of licensee compliance and identifies significant safety issues. Open item 1.ist tracting input and 1101 S are accurately prepared. Open item 1.ist tracking inputs are submitted promptly.

Performance Standard a.

Draft inspection report material is submitted to the supervisor five working days after closure of the inspection period or new submittal date is negotiated. Material normally does not contain significant technical errors.

Format, spelling, punctuation, and grammar do not normally have to be corrected.

b.

Adverse inspection findings are accompanied by a technical discussion which supports the findings fairly.

Supervisory guidance is promptly sought to ensure safety significance is addressed.

t Draft Notices of Violations are generally of the correct format. Regulatory bases cited are usually confirmed c.

with supervisor. The circumstances of the violations are usually described adequately from a technical stand-point, and additional detail is only required periodically.

d.

Complies with NRC policy on release of draft information.

Administrative paperwork supporting draft inspection report inputs (766 data. sal.P summaries, tracking c.

forms) is nonmally submitted to the supervisor one day after the draft input is due. Only occasionally is this paperwork reterned by the supenisor for corrections of errors or omissions.

Performance Appraisal

~

N URiiG/llR-0094 22

Appendix D SI:COND.YEAll l'11 MENT Perfonnance Element Acquires training necessary to perform as a member of the N1(C emergency response or other reactive team to investigate incidents, abnormal conditions, or allegations pertaining to licensees.

Performance Standard a.

General incident response training and training for assigned emergency team satisfactorily completed.

b.

Performance in assigned emergency response role during emergency exercise (s) indicates an understanding of the assigned position and the NitC emergency response responsibilities.

c.

Actively seeks training opportunitics to improve emergency response and reactive inspection capabilities.

Performance Appraisal 6

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