ML20099L211
| ML20099L211 | |
| Person / Time | |
|---|---|
| Site: | Vogtle  |
| Issue date: | 09/28/1995 |
| From: | AFFILIATION NOT ASSIGNED |
| To: | |
| References | |
| CON-#495-17230 OLA-3-A-120A, NUDOCS 9512200165 | |
| Download: ML20099L211 (21) | |
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T ra r re cr f p t- of audiotape No. 72, 1C WJ111ams, certified Court, 11 transcribed by M2ribeth J.
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BROWN REPORTING, INC.
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TAPE 72, SIDE A e * * * ,
I 1 (Inaudible).
2 i A.L. Mosbaugh (ALM): Okay.
3 (Inaudible).
4 DON: George.
5 G. Bockhold (GB): Hey, Don, how are you doing?
6 FEMALE VOICE: Tomorrow morning?
7 (Inaudible).
8 GB: Doctors don't see you unless you make an 9 appointment.
10 VOICE: Or unless you're dying.
11 ALM: George, you got a minute?
12 GB: Sure.
13 ALM: This IIT team has been asking for the latest draft 14 of the critique report. You had said that you would give them one 15 and then in some other correspondence you had with odom, you said 1
16 to wait until the 15th or something like that. l 17 GB: Yeah.
18 ALM: They were asking -- on the call yesterday they were 19 asking about that.
20 GB: We haven't -- you know, 21 a month later its simply that, you know, we put the critique team l
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!O 1 report in the Xerox machine and it looks about the 2 same, and we will finish deciding it by the 15th and I think 3 the various recommendations, of course we've expanded the scope, 4 will be incorporated into some more effective fixes; and I 5- think we need to tell them that be' fore we give them 6 another draft of what looks like identical to what 7 they had before. It looks like we are not making e any progress. Now, my claim is, to them and to 9 anybody, would be there are -- you know, managers 10 here are looking at, you know, each of these items to ,
11 get be a more effective method of fixing (Inaudible) than just )
12 the specific things recommended by the critique team 13 (Inaudible) take a much broader look (Inaudible), and all managers 14 at Vogtle are now on a critique team.
15 ALM: Well, you want to hold off on - ,
16 basically - .
17 GB: ' I would like somsbody to communicate 18 that with Al Chaffee, maybe yourself or John 19 Aufdenkampe. I don't think we should go any lower 20 in the organization.
21 ALM: Okay.
22 GB: If Chaffee want to speak to no 23 I'll tell him the same thing. I. . .I. . ., That's 24 what we should tell them. And if they specifically say
4 I:
1 I want - "I want your latest draft," say, " gosh, yes sir, we'll 2 send you our latest draft." You know, my concern is somebody is 3 going to say, well, its getting -- it looks like it's getting close 4 and they haven't changed it and therefore that's what we need.
5 To me that's still a draft until the managers have a chance to 6 respond.
7 ALM: Okay. They're asking and I was asked to get 8 clarification. We'll talk to Chaffee about (inaudible) er, let's 9 see --
10 GB: I got - , I got an item in the NRC area. I spoke to 11 the Residents. Specifically, they want us to let them know about 12 when we drop somebody from licensed activities, they i 13 were interested in that. That surprised me that i
14 they would be interested in that.
15 ALM: Okay.
16 GB: But I said "sure." -- maybe the easiest way i
17 is, any time John Aufdenkampe knows a letter 18 that's gone out to them, to give the NRC (Inaudible).
4 19 ALM: This is -- When you enid drop from 20 licensed activity --
21 GB: This is (Inaudible) and Kirby.
, 22 ALM: This is from licensed people who quit --
, 23 GB: Yes. You know, I'm surprised that 24 our Residents would be interested in that. You know, 25 thought that was just a (Inaudible) letter.
26 ALM: I'll just put that in (Inaudible) Don
~ _ __ . __. __ _= . . . . _ . _ _ _ . . _ _ _ . . . _ _ _ _ . . _
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5 1 let them know (Inaudible), that type of letter.
2 GB: Almost -- you know, when you process any letter to 3 the NRC, maybe, just give them a 4 copy '(Inaudible) kind of towazds the and (Inaudible) 5 you know, so that we don't and up giving them drafts.
6 ALM: Yeah.
7 GB: But, before we send it out to Birmingham or the day 8 we send it out, we should turn around and give it to our Residents.
9 ALM: Okay. Lets see -- you had called the other 10 morning about you wanted to know and SONOPCO wanted 11 to know about any kind of discipline we were going 12 to take on the Prestifilipo file cabinet 13 event. I gave that to Moye to tell 14 me -- to review Prestifilipo's employment 15 record; and obviously he knew about this event and he 16 pulled your letter; and he plans to give Prestifilipo the oral
< 17 reminder.
18 Okay.
19 Which you have said is a minimum level in l
20 the letter. I consider it a fairly serious event; i
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t 21 but I also offset that with the fact that I think I
22 that Prestifilipo is an excellent record 23 and performer; and I think that he feels certainly 24 bad enough about the event. And I'm not sure if any l
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6 1 increased lwvel of discipline would have any 2 increased benefit, in the positive sense. So --
3 GB: I will pass that on -- let me get back to 4 you before you do it. Okay? ,
5 ALM: Okay. Moya's on hold until I tell him. Okay.
6 GB: The corporate security tells them, I supposed to 7 (Inaudible).
8 ALM: For the Westinghouse --
9 GB: Yes, for various little (Inaudible) that we 10 had.
11 ALM: -- problems?
12 ALM: I guess the other thing was that I 13 got a call from Tom Green this morning wanting to 14 set up a turnover meeting with me on May the 7th; 15 and I was unaware of what -- where he was coming from, 16 because I haven't heard anything from you.
4 17 GB: I'm going to talk to you and I'm 18 going to talk to a number of people on the staff.
19 If you've got about a half hour, I'll start now.
20 Okay, it may take longer. ,
1 21 GB: You know, we have 22 (Inaudible) Training and Tom Green's notice that he is j l
23 coming back. Tom comes back to his 24 old job. And that (Inaudible). We have various other 25 Managers-in-Training that would come back either 26 sometime over the summer or in September, and I want I
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i 1 to talk to you and to your organization. j l
2 Aufdenkampe, and Horton, among others, about -- on a j
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3 one-on-one basis about your career desires and so I I 4 can best put that information.in, you know, when I )
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! 5 talk to my management to describe what I feel is
- 6 best for our organization with Managers-in-Training 7 coming back and other people going through the 8 training. So, I'd like to do that with you today or j 9 early next week. I'd ask -- I'd like to know, you
) 10 know, what are your career plans with Plant Vogtle, ,
i 11 what would you like to do? And I would like to be 1
12 able to hear your ideas and what you would like to
- 13 do prior to us coming up with the options that we can ,
1 4
- I 14 have for you to do here at Vogtle.
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15 ALM: Well, I --
16 GB: You know, we've talked about it in l
] 17 the past some, okay, but its -- I think it's appropriate 1
4 18 not to talk about it now. Am I making myself l 19 clear to you?
] 20 ALM: Well, we've talked about it before 21 and you said you had put the decision on hold; and, 22 you know, I'm -- you know, I've been happy doing 4
23 what I've been doing for 3-1/2 years; and --
d 24 GB: Yeah, we've had a, you know, 25 reorganization and this is a 1050 organization and I
8 1 need to put you in a job in relationship to that 2 1050 organization or some other position that is t 3 best for the company and best suits your desires; 4 and, you know, if we can work.that out, that kind of 4
5 stuff. You know, and when Tom went to school, he 6 was -- he always kept his title and you were acting 4
7 in his position; and he's going to come back.
8 Basically, he has his license, he has gone through 9 the outage, and he's ready to come back.
10 ALM: Well, but, I mean, you know, what 11 we have is a deferred decision; and I what I see 12 coming out of it is that, you know, I'm going to be 13 demoted from the position that I previously held; ;
14 and that's -- irrespective of the action position 15 filling in for Tom.
16 GB: Yeah, that's also true. I mean, you 17 have held a position, a title for really a long time 18 and that, I think, satisfied the company's needs
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19 through both the start-up and operating phase; 20 and we war.'c through, you know, a reorganization as 21 iar as titles and names and structure and that kind 22 of stuff; and we have to offer you a position in the 23 1050 long-term organization. And I guess, you know, 24 you might say, hey, I want to -- I want to have Tom 25 Green's job; and obviously if that's not
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1 available -- then.
2 ALM: I've been doing Tom Green's job.
. 3 GB: That's true, you have been doing Tom 4 Green's job; but you've been doing,that in this )
4 5 long-term organization as an acting position; and 6 Tom's going to come back.
7 ALM: I understand that and I understand 8 what the positions are; but I've been doing that job 9 for -- and it's changed in character only slightly; 10 but, you know, I've been doing that for 3-1/2 years.
11 GB: Yeah. And you worked for Tom for a 12 while and that kind of stuff. I guess what I'm 3
13 asking you is what other jobs in the organization or 14 other career plans that you might have or what are 15 those other career plans or, you know, what would 16 you want to do if given your -- you know you've 17 stated in the past that you desire to retire early, 18 for example. Has that changed at all? Would you 1
19 Want to go to SRO school, given that or not given 4 20 that? You know, those types of things I'm going to 21 ask.
. 22 ALM: That has not changed.
23 Unfortunately, our Southern stock has dropped from 30 to 24, 24 sorry performance there; but --
25 GB: That's true. I have suffered, too, you know.
.t 10 i I
i 1 ALM: Sure, 2 GB: Along with anybody that owns some of ;
3 that stock.
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4 ALM: I have always,been interested in 5 going to SRO school. ,
6 GB: You know, do you have an objective 7 of then you would retire? Have you got that in mind? --
8 ALM: George, I can't -- its its too -- it's variable, ,
9 ^ George,.
10 GB: Well, you know. I mean, I guess, ,
11 typically, I have asked people when they -- you 12 know, I'm going to ask Aufdenkampe and other people this ;
13 -- you know, when the company invests money for 14
- people to go to SRO school -- what I'm trying to say 15 is, we don't extract written obligations more kind 16 of in oral obligations. We say, gee, we would 17- expect you to hang around for five years. We like l 18 to get some return on our investment and that kind 19 of stuff. Do you think you would be here for five 20 years if you went to SRO school?
21 ALM: I might. I've been here for six 22 years now, and even prior to coming here the 23 opportunity to go to SRO school was discussed with 24 Alfie Gross and Mike Bellamy. You know, so -- and 25 that was six years ago.
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4 11 1 GB: so you really can't say yes or no, 2 but you might be here?
4 0 ALM: I certainly might. You know, it's 4 just not something that I can .-- I'm not sure 1
5 anybody could pin down that accurately. You know, I
- 6. started, you know, trying to plan for that; and I believe that planning for that as early as 7
- 8 possible is the only way to get in the position to l' 9 be able to retire early. And you don't really i
10 always realize what -- until you start working on 4 11 that, you don't realize what all that means. It's a
- 12 big step I'm sure as anybody that starts thinking 13 about it knows. But uh -- I'm not sure anybody l
l 14 could, you know, pin that down. I've set previous 15 goals and I've missed them; and, you know, I'm still 16 working.
17 GB: So your first choice would be to go 4
18 to SRO school. What would your second choice be?
19 ALM: Well, I'm not sure if I'd state 20 that as a choice. I guess in order to make choices 21 I need to know what the opportunities are; and I'm 22 not sure if you're saying that there is a large 23 variety of opportunities. I mean, you know, we have 24 an organization that already has people in the 5
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2 GB: Yeah, and some of those people are ;
3 going to be moved around and that kind of stuff. I t 4 don't know that I can at this, time say what all the l l
5 opportunities are or not; but I've got some thoughts :
6 and McCoy has some thoughts and some of our 7 management has some different thoughts. So, you 8 know, every time -- you've got a lot of people 9 involved in this. You have three new 10 Managements in-Training coming up and a bunch of 11 Managers-in-Training coming out of their program, so 12 therefore, what's best for the organization -- when 13 you start to talk half a dozen plus people involved, a dozen people 14 involved, those permutations and i 15 combinations become quite significant and that. So, 16 you know, you have an interest in going to SRO 17 school. Uh -- Jobs in the plant, besides my job, 18 okay, (laughter) let's start there. If you 19 rank the various jobs in the plant. You have my job 20 and Green's job, okay. Besides those two jobs, what 21 jobs in the plant would you like or do you feel that 22 you are qualified for, in the order of preference.
$ 23 Maybe that's the logical way for me to ask the
- 24 question.
25 ALM: Well, I guess -- you know, I think l
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13 1~ I'm probably qualified for most of the jobs in the 2 plant.
3 GB: Okay.
4 ALM: And probably the only thing that I lack in certain 5 particular jobs is whatever 6 commitments we may have made to have an SRO on 7 Vogtle to fill certain jobs, like Skip's job or, you ,
8 know. I think I have the operations experience. I 9 have previous SRO training; and what I have not yet 10 had an opportunity to do is get SRO training on 11 Vogtle.
12 GB: Well, you know, if your choices were other than the j 13 SRO jobs, which is Skip's job and 14 Green's job, if your choices were other jobs in the 15 plant, which ones would you pick?
16 ALM: Well, I guess among other jobs, I was -- you know ,
17 -- George, I've had opportunities to work l 18 a lot of those jobs --
19 GB: Well, I'm asking you what your preference is, l
.) 20 basically, in the plant. I'll ask 21 you the same thing about corporate, or you may not j I
i 22 be interested in going corporate; but I'd like to i
23 know if you have any interest, you know if --
e 24 besides - . ,
l 25 ALM: For example, George, I 1
14 1 previously was offered, essentially, the LeGrand 2 position at both Hatch, and I think there was some 3 discussion of that here. Obviously, I have already held the .
I 4 engineering positions and -- ,
5 GB: I'm asking in order of preference, 6 you know, or if you kind of feel any good technical 7 job. Are you saying HP chemistry manager would be choice No. 1
, 8 and, you know, choice No. 2 would be --
9 I'm asking you to be specific here. You might want ,
10 to think about it and get back to me.
11 ALM: I guess if you want me to be that specific, I 12 probably would want to think about it a 13 little more.
14 GB: Okay. I'll let you think about 15 that.
, 16 ALM: Because one of the factors that I 17 would have that I would be interested in would be 18 the pay level of the position. Also, with 1
19 corporate, I think I already mentioned to you awhile 20 back an interest in the position that use to be 21 Jerry Kane's position when he held it.
22 GB: I'll let you get -- think about the jobs
> 23 in the plant. Just take our organizational chart 24 that exits on the 1050 organization, if you would, 25 you know, given your -- what you feel you're best 1
15 1 qualified for and what you would most likely do in a 2 position, and list those jobs in order of 3 preference.
l 4 ALM: Okay. ,
5 GB: So what, can I -- you're going to 6 give me a listing of jobs and basically for the 7 job you'd be interested in -- engineering or 8 licensing manager in corporate; and you would be 9 interested in going to SRO school as 10 Manager-in-Training?
11 ALM: Yes. <
12 GB: What else can we talk about, as far 13 as career plans and long-term desires and short-term 14 desires and relationships with Georgia Power and 15 what you want to do? Is there any other information 16 I can get that might help us?
17 ALM: No, that's about everything I can 18 think of.
19 GB: Okay. I'm going to setup an 20 appointment with John Aufdenkampe, Mike Horton, 21 (inaudible), Steve Chesnut, Chris Eckert and kind of 22 ask them the same questions, what their desires are 23 and maybe some other things and try and get their 24 input before we make any decisions.
25 ALM: Tom asked for this meeting on a
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16 1 week from Monday. What kind of time frame are we 2 going to make decisions on?
3 GB: I think that the meeting on a week 4 from Monday is you and Tom will, start the turnover process, I 5 guess. I don't believe that we would 6 make final' decisions on people until -- it will be a 7 longer process. Some of the Managers-in-Training 8 won't come out of the -- what I wanted them to do --
9 until September; and some come out sooner than ,
10 that. The -- you know, we have to give you an 11 assignment after the turnover process with Tom 12 Green. You're the first one, basically, on the I
13 list. And we have to come up with a package to get 14 you going as Manager-in-Training and go to SRO 15 school, we'll go ahead and pick out some assignments 16 that are compatible with the class starting in 17 September that will help you along with that and 18 also help with certain things that we want done, you 19 know. For example, we still have the stuff on 20 the secondary plant, you know, the procedures in 21 the secondary plant. We still have four recommendations 22 there that we're looking at and people in 23 certain aspects (Inaudible) getting things wrapped 24 up. So exactly when I make a decision and when my 25 management reviews the decision, I think it will be 26 a couple of weeks. When I go back, I've got to get l
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1 with all these people and find out what their
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2 long-term career goals are and, you know, that type 3 of stuff, find out if anybody else wants to retire >
4 in a short period of time and find out if they have 5 other things -- other irons in the fire (Inaudible) ,
l 6 people, and ask them point blank what their plans I
7 are (Inaudible) so I can come up with some j 8 recommendations for my management. So, I don't --
1 9 you know, I don't have an exact time frame' but it 10 will be a couple of weeks before the immediate staff 1
- 11 and then long after that. So anything that you can i, 12 think of to help me with this I'd appreciate it, especially in your 13 particular case.
I 1 14 ALM: Well, so, you know, I mean, I've l 15 been taking care of security for a long time and
} 16 administration and, you know, those types of things; 17 and so the plan will be to have Tom take that over 1
18 here shortly and then --
! 19 GB: The plan would be that -- to have us 20 look like a 1050 organization and start talking to 21 you about turnover and that type of stuff and trying s
22 to find out what you're doing and what things you've
- 23 got going as far as each of those, where you're i 24 concerned about each of those areas. And you know, J
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18 1 he has purposefully stayed out of the organization 2 and out of the organizational issues while he was 3 Manager-in-Training. He was asked him to do that.
4 We further agreed that that,woul,d be the thing for 5 him to do; and now he has to get back into that 6 areas, not next week, but the week after next, he's 7 going to start working with you with the goal being
- 8 that we would look like -- start looking like a 1050 9 organization. He has that title. He never lost his title - assistant 10 general manager of plant support. (Inaudible) is something else and we 11 go ahead and take that (inaudible) turnover (Inaudible) l l
12 and I'll make the decision. And then what would you i 13 like to do after that?
14 ALM: You know, I almost feel like, you 4
15 know, my -- you know. I'm losing my positing; and 16 essentially the way this has been done is that it's 4 1
17 been deferred in the sense that, you know, that I !
was the assistant general manager of -- assistant
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18 19 plant support manager, I guess, was the actual title 20 and, you know, I basically, in that capacity, you 21 know, was the plant support manager as well because 22 Tom was not doing that job.
23 GB: That's right. Tom was (inaudible) --
24 ALM: And I was in that positing for a 25 long time and then Tom went away to license school
19 1 and, you know, now that he's back, you know, 2 essentially, you've already deleted the position 3 that I was holding, in essence.
That position was deleted from the l 4 GB:
5 organization. And, you know, at the annual review l 6 that was -- I talked to you and, you know, I 7 explained that to you.
8 ALM: Yeah, you explained it to me; but I 9 didn't like it.
1 10 GB: Yeah. You know, when you go through 11 a reorganization and you go from, I don't know, 1280 12 some odd to 1050, you've got to eliminate some 13 positions and reorganize some positions; and whether 14 you're a security officer or a, you know, a general i 15 manager, some people are going to be unhappy.
16 That's part of the process. At the same point, I would 17 like to get, you know, your interests and your 18 career objectives here so I can best find a job that
! 19 at least takes that into consideration. It may not 1
20 be what you want to do; but at least I've heard your
- 21 thoughts on that. you know, we probably would all l 22 like to have Mcdonald's job or Fairly's job or Ed 23 Addison's job; but for whatever reason, we are not l 1
l 24 at the right place at the right time to have those jobs. j 4
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'.' 20 1 ALM: Well, okay. I'll give you input on 2 what I'm interested in, but, you know, I think, as I 3 told you before, you know, I feel like I'm being --
4 I'm'the one that's losing status and losing
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5 responsibility and losing position and have been in 6 an on-hold condition for a long period of time.
7 GB: Yeah, you know, I won't disagree 8 with that. I mean, I don't see it -- you know, I 9 think others in the organization, take Rob 10 (Inaudible), for example, he lost level, and he lost 11 what he considered a title, and he wants to go back 12 to operations; and we may be able to accommodate 13 that for Rob in his - what he's done in the past.
4 14 Take Colin Kitchens, I think some different things 15 are in the cards for Colin. Take some 16 other people in the organization and they lost level 17 and lost titles and, you know, are off to basically 18 do different things. Take some of the 19 Manager-in-Training, they will probably lose title 20 and level and be in a similar position as you are. So yes, that 21 happens in a reorganization. At the same time, I'd 22 like to do the best I can for everybody, so I want 23 to talk to them about it. Tom Greene was the first 24 one to complete the Manager-in-Training program and i 25 that's what inspires the training for plant managers to get 4
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$* 21 1 the other experiences that we want in the other managers-in training i I
2 courses. ]
3 ALM: Okay.
4 GB: Okay. I'd like to try to do it 5 maybe on Monday, if you can tell me what other jobs !
6 you'd be interested in.
7 ALM: Fine. l I
I 8 GB: Okay. What else have we got? j 9 ALM: That's it.
! 10 GB: Okay, good.
11 (Pause in tape.)
12 ALM: Well, George confirmed it.
13 Uh huh.
l 14 CAROLYN TYNAN: Did you find any new t
15 information?
l 16 ALM: No, not much.
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