ML20196G648
| ML20196G648 | |
| Person / Time | |
|---|---|
| Site: | San Onofre  |
| Issue date: | 11/03/1998 |
| From: | Lieberman J NRC OFFICE OF ENFORCEMENT (OE) |
| To: | NRC OFFICE OF ENFORCEMENT (OE) |
| References | |
| NUDOCS 9812080051 | |
| Download: ML20196G648 (63) | |
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j NUCLEAR REGULATORY COMMISSION
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WASHINGTON, D.C. 22S4001 o
November 3, 1998 NOTICE OF SIGNIFICANT MEETING WITH SOUTHERN CALIFORNIA EDISON CO.
(SAN ONOFRE)
Date and time November 25,1998 of Meeting:
9:00 AM - 10:30 AM Location of Meeting:
One White Flint Room O-6B-11 Purpose of Meeting:
MEETING TO DISCUSS LICENSEE'S VIEWS ON ITS EFFORTS TO MAINTAIN A SAFETY CONSClOUS WORK ENVIRONMENT NRC Attendees:
James Lieberman, Director, Office of Enforcement Edward Baker, Agency Allegatior Advisor William Bateman, NRR Representatives from NRR Projects Licensee Attendees:
D. E. Nunn, VP, Engineering and Technical Services W. G. Frick, Manager, Nuclear Safety Concerns Program G. Gibson, Manager, Compliance A. E. Scherer, Manager, Nuclear Regulatory Affairs This meeting is open to attendance by members of the general public.
Approved by A9W b
m J mes Lieberman, Director ffice of Enforcement DISTRIBUTION see next page 1
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December 4, 1998 PUBLIC MEETING
SUMMARY
On November 25,1998, representatives from the Southern California Edison Company (San Onofre Nuclear Generating Station) met with the Director, Office of Enforcement and other NRC staff members in the NRC's Rockville, Maryland offices. The purpose of the meeting was to discuss the licensee's efforts to maintain a safety conscious work environment (SCWE) at l
San Onofre. A list of persons who attended the meeting is attached.
l l
During the meeting, the licensee's representatives presented a number of slides that helped explain the licensee's efforts to: (1) establish and maintain a SCWE; (2) self-assess the SCWE; and (3) validate the SCWE and compare it to other facilities in the nuclear industry. Attached is a copy of the slides presented at the meeting. In addition, participants at the meeting briefly discussed their respective views on the NRC's policy regarding non-escalated enforcement l
actions.
DISTRIBUTION:
J. Lieberman, OE R.W. Borchardt, OE M. Satorius, OE S. Rothstein, OE M. Knapp, DEDO PDR Day File W. Bateman, NRR J. Clifford, NRR a
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_C J EDISON An f.DiSON fA71RV4770VIf Company Outline
- Establishing and Maintaining SONGS' SCWE
- Self-Assessments of the SCWE
- Validating the SCWE and Industry Comparison
- Conclusions i
November,1998, Page - 2 i
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SAN ONOFRE NUCLEAR GENERATING STATION
' ~ T;I soumra camoma J EDISON An F:Di&dN INTFR V t rf(W 4 f. Company ESTABLISHING AND MAINTAINING SONGS' SCWE i
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x SAN ONOFRE NUCLEAR GENERATING STATION I soumm umoem J EDISON Art f_Df50% tNTFRV4Tf0Vif. Company Actions to Establish and Maintain a SCWE
- SCWE responsibility assigned to Executive Forum
- SCWE policies promulgated and followed
- Workers are encouraged to raise issues at a zero threshold.
Four Paths Provided - Action Requests, Supervision /Open Door, Nuclear Safety Concerns Program, NRC
- Workers are provided training, annual re-training, and annual reminders concerning SONGS expectations on raising issues, the SCWE, hostile or chilled work environments
- Supervisors are provided additional training, re-training, and periodic reminders on maintaining a SCWE
- Allegations of H&l, chilled or hostile work environments are forcefully, promptly, and effectively investigated November,1998, Page - 4
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i Nuclear Safety Concerns Program
- Confidential or anonymous alternative for a!! workers
- Program has broad scope. Responds to technical issues, H&l issues i
relating to protected activity, allegations of chilled or hostile work i
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- Assists managers and supervisors Staff-4 specialists and 1 manager
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Nuclear Safety Concerns Program
- Analysis of Concerns and Allegations
- Includes information from other personnel functions
- NSC Program customer surveys
- Inter-utility and external audits / reviews
- Information used to identify trends and plan actions
- Quarterly and Annual Reports to Executive Forum and Oversight Boards 5
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Typical Analysis of Concems by Origin and Nature of the Concem A
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- Comprehensive and well-functioning employee concerns program
- Positive feedback from submitters
- Self-assessment well focused and contributes to performance
- Effective peer assessment
- Good process for periodic reporting of performance, trends, and corrective actions Programmatic Recommendations
- Provide written feedback on issues at start (Complete) l
- Modify feedback timeliness criteria (Complete)
- Address all aspects of all issues (Complete)
- Identify / trend reason for coming to NSC Program (Complete)
November,1998, Page.11
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SAN ONOFRE NUCLEAR GENERATING STATION
%I soumm cunoan J EDISON Am fiDf50V FNTFWV.4Tf0V(L t.'ompany Nuclear Safety Culture and General Work Environment Surveys, (12/96 & 7/98D
- By independent Consultant Fd 3
- 140 questions l
- Questions measure culture against models
- Numeric response on asymmetric scale of 1-5. 3 = Generally agree, Satisfactory
- Four open ended questions
- Common questions
- Surveys distributed end of December 1996 and last two weeks of l
July 1998
- Interviews
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November,1998, Page - 12
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- Values & Priorities. Widely Held Core Beliefs, Attitudes and lM' Institutions
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- Behaviors. Aggregate of Commonly Desired Actions, Reactions and / ~ #
Interactions 5
- Practices & Performance. Established Methods of Doing Business I
- Environment for pursuing nuclear safety concerns 3
- Employee concerns process General Culture Model Dimensions
- Values & Priorities
- Behaviors
- Practices & Performance
- Work Environment - the Overall Climate ] ((
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Summary of 1996 Results
- Strong and improving Nuclear Safety Culture Nuclear Safety Culture near median of plants surveyed General work environment results less positive, but improving l
General work environment results below median i
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i Key Actions Taken after 1996 Survey Nuclear Safety Culture
- Communicated value of those who raised issues
- Continued to re-state priorities
- Addressed bargaining unit issues
- Backlog management efforts
- Communicated results of self-assessment and industry experience General Work Environment
- Informed workers of future of SONGS and business plan
- Provided more communication, by more paths
- Developed supervisory non-technical skills
- Emphasized worker's value to organization
- Increased training and development for all t
November,1998, Page - 15 l
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- Higher rate of return (59% vs. 43%)
- More responses from contractors
- Larger number of written comments
- Composite score at 90"' percentile of plants surveyed and steadily improving over 4 years l
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- 1998 Percentile ranking Note: 3.00 = Genera #y Agree. Adeque November,1998, Page - 17
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- Strong and improving Nuclear Safety Culture
- Nuclear Safety Culture near top of plants surveyed l
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- Little variance between site organizations
- Management more positive than represented (closer than 96)
- Contractor /SCE (contractors slightly more positive)
- Potential Pockets Insufficient Data: Boiler and Condensor Mechanics, DBD Group Less positive in Nuclear Safety Culture and/or General Work Environment: Nuclear Regulatory Affairs, Instrument and Rad Monitoring Technicians, Security, Chemistry, Mechanical Maintenance, Nuclear Fuels Management l
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- Review questions with less positive scores
- Industry comparison
- Write in comments
- Interviews Results
- Action Request (AR) process effectiveness for lower safety priority and compliance issues i
- Worker sensitivity to safety conscious work environment issues
- Design Engineering / Operations interface f
November,1998. Page -20
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Significant improvement since 1996 Results less positive than NSC, but well above median Organizational results similar to Nuclear Safety Culture Comments / issues Workforce desires pragmatic communication of SONGS medium /long term plans and prognosis after 2003 Workforce desires more communication in general Perceived resource work load mismatch in certain organizations Workforce desires faster lowering of costs Operator overtime / job progression / personality issues I&C/Radmonitor Techs - use of contractors, staffing, and compensation i
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Strengthen Skills to Maintain a SCWE e
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Self-assessment Work Group Actions e
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i Summary e SONGS Has a Safety Conscious Work Environment That Encourages Workers to Raise issues at a Low Threshold by Any Path e NSC Program Periodically Analyzes Environment, Concerns, and Other Parameters e Analysis Considers Internal and External Factors e Trends Are Generally Decreasing e Pro-active Actions Are Developed and Taken to Ensure i
Continuation of Safety Conscious Work Environment 14
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i SONGS Safety Conscious Work Environment i
l August 5,1997 I
1 SOUTHERN CALIFORNIA EDISON 1
An EDESON INTERNATIONAL Company
.c OUTL.INE l
The Safety Conscious Work Environment
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Self-Assessments and independent Assessments of the Work i
Environment Industry Comparison
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Conclusions
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The Safety Conscious Work Environment
- jy-soumERN CALIFORNIA e
b EDISON An EDISON INTERNAT10NAI Company
. Safety Conscious Work Environment o Workers are provided~ training, re-training, videos, periodic reminders, etc.,
concerning SONGS expectations on raising issues and the safety conscious work environment o Workers are encouraged to raise issues at a low threshold l
o Four Paths
- Action Requests (~2,000 per month) i
- Supervision l
- Employee Concerns Program
-The NRC i
i o Workers use all paths - with a low threshold
= Prompt and responsive feedback provided o Promulgate policy against retaliation o Few workers express concerns about retaliation o Allegations of retaliation are forcefully, promptly, and effectively investigated 4
j
NucIsar Safety Concerns Program In place since early 1980's
=
Available to all workers Responds to all types of technical issues and H&l issues relating
=
to protected activity Provides general training / coaching for supervision / worker
=
I Provides specific training as required
=
-In 1996-7 provided special 1/2 day training to supervisors (300) and workers (350) in specific work groups Concerns received via drop boxes,800 number, email, US Mail, walk in Reports to Oversight Manager o
~
Staff-6 specialists and 1 manager o
1 1
90-120 concerns per year o
8 i
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e ntf e nom e
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Self Assessments - NSC Program Monitoring of program performance
=
Analysis of NSCs by type, origin, anonymous /not anonymous, work
=
group, H&l issues, trends, etc.
Program Effectiveness Assessments
=
- Customer Survey
-Inter-utility audits
-Internal audits
- Employee surveys t
- DOL cases k
f 7
t
Concerns and Allegations History I
50 --
45 -
f 40 _ _
35 -
U n
--Outage-l n
E 30 -
S S
i 3
i S
e O
t v
S 2 5 - -
f 8
1 e
j 20 r
y Outages w
z 15 -
S a
n
/
n a
y 10 -
d c
e e
n-a i
e RBBQm MMM M
- -m g
o -
Dec-91 Dec-92 Dec-93 Dec-94 Dec-95 Dec ;
- =-Nuclear Safety Concerns 3g NRC Allegations (Annual Count /4) u NRC Allegations (Quarterly Count) 8
Analysis of Concerns by Origin and Nature of the Concern Q u arte riy j
A pp ox.
2nd T otals b y j
Ave rage fo r 1 st Q ua rter Q u a rte r O ro an iz ation o r Su b lec t 1994 1995 1996 1996 1997 1997 T rend W ork G ro up A 5
18 11 2.8 0
4 VV erk G ro up B 5
23 27 6.8 4
2 O ecre a sing W ork G to up C 22 7
7 1,8 1
0 W ork G ro up D 2
2 3
.8 2
2 C o ntra clor C o ntra ctor X 3
18 9
2.3 7
3 C o ntra ctor Y 1
1 4
1 2
7 inc re a s ing O th e r 4
12 5
1.3 0
0 i
C o n cerning ind u strial S afety 6
18 8
2 3
3 P ro g ram m a tic iss u e s no t s h owin g 11 8
7 1.8 9
0 N IA tre nd s a nd m isc.
T otal 59 108 81 28 22 N a action 9
11 18 4
2 T e c hn ic a l is su e s O ro aniz ation Totals (1 )
W ork G ro up A 5
16 6
1.5 0
4 Incre a sino W ork G to up B 4
19 19 5
3 7
D ec re a sino W ork G ro up C 20 6
7 1.5 1
0 W ark G ro up D 1
2 3
.8 1
2 incre a sino C o ntra clor C o ntra clor X 2
17 6
1.5 2
2 C o ntra clor Y 1
1 2
.5 1
6 incre a sing O th e r 4
12 5
0 0
E m p loy m en t Dis crim in ation is sue s (1 )
O ro aniz a tion T otals W ork G ro up A 0
2 5
1 0
3 Incre a sino W ork G ro up B 1
4 8
2 1
0 D e c re a s in g W ork G ro up C 1
0 0
0 1
2 incre a sing W ork G ro up D 2
1 0
0 0
0 C o ntra clor C o ntra ctor X 1
1 3
1 5
1 C o ntra clor Y 2
1 1
}
T abla N ote s (1 )
S om e con ce rn s in vo lve b oth tech nical an d H & 1 lasu e s.
9
~
S@lf Ass @ssm@nts - NRC All@gations
= Analysis by
- Anonymous /not anonymous
- Fraction of H&l issues l
-Substantiated /not substantiated
- Other criteria NRC Allegations at SONGS 1996/First Quarter 1997/Second Quarter 1997 Technical H&l Total Substantiated Employee 10/5/5 3/2/0 13/7/5 4/1/0 Contractor 1/0/2 0/0/0 1/0/2 1/0/0 Private Citizen 5/2/2 0/0/0 5/2/2 0,"]/0 Licensee 1/0/0 0/0/0 1/0/0 0/0/0 Anonymous NA/1/1 NA/0/0 N N 1/1 NA/0/0 Other 7/1/0 0/0/0 7/1/0 2/0/0 Total
- 24/9/10 3/2/0 27/11/10 6/1/0 i
Note:In correspondence dated May 6,1997 responding to allegation RIV-97-A-0005 i
Edison requested that four allegations (RIV-97-A-0005, RIV-96-A-0215 and two 1995 allegations) not be considered in the allegation count. The NRC responded on June 4,1997.
10 f
i Independent Assessments of Safety Conscious Work Environment SOUTHERN CALIFORNIA f
EDISON i
33 An EDISON INTERNATIONAL Company 1
NRC Inspection, R. Huey 5/97 Observations o
- Comprehensive and well-functioning employee concerns program
- Positive feedback from submitters
- Program self-assessment well focused and contributes to program performance
- Effective peer assessment
- Good process for periodic reporting of performance, trends, and corrective actions Findings / Actions o
- Provide written feedback on issues at start
- Modify feedback timeliness c,'teria
- Address all aspects of ali 'esues
-Identify / trend reason for not writing AR/ going to supervisor 12
_a
b independent Consultant o Method - Nuclear Safety Culture model with five dimensions
- 1. Values & priorities
- 2. Behaviors
- 3. Practices & performance
- 4. Environment for pursuing nuclear safety concerns
- 5. Employee concerns process j
o Process - Develop questions to measure culture against the model
- Interviews
- 95 questions of three types, numeric response (1-5)
- 4 open ended questions 13 i
r Resuits
= Response 12/96 43 %,801 1100 written comments Findings Strong and improving safety culture Workers willing to come forward with safety issues Environment supportive of raising issues Safety priorities have been effectively communicated Workers show self-critical, questioning attitudes Overall positive opinions on key safety processes Strong confidence in NSC Program 14
Industry Comparison i
4.5 0 --
4.00 - -
i l E 3.50 -
}
i s i.
Eio as i
3.00 - -
2.50 - -
2.00 i d e n tiR eso l.
M gm t. Infl.
C onfidence W illin g n ess N uclea r of P ot. N S of the E nv.
in N S C P to P ursue Safety issu es Concerns C ultu re sm A v e ra g e O S O N G S "SYNERG Y concluded that SCE has established a strong nuclear safety culture (NSC) at SONGS and that there is a continuing positive trend. The SONGS nuclear safety culture ranks at the median of the twenty plants recently surveyed by SYNERGY. The survey results indicate that a positive nuclearsafety culture i
exists and that workers are willing to bring forward safety concems. "
15
Survey Actions Communicate the high value the organization assigns to those who o
identify Issues t
Continue to re-state priorities o
Address bargaining unit issues o
Analyze and address pockets and work group issues o
Monitor AR program effectiveness, continue improvements o
Publicize NSC Program value and results o
Communicate expectations and results from self-assessment and industry o
experience Follow-up Survey 1998 o
i 16
i i
General Work Environment Assessment High fraction of workers:
=
i Accept principles of continuous improvement l
Seek excellence l
Are quality conscious Accept accountability for their performance i
General culture less positive than nuclear safety culture, but i
o improving
- t 1
i No direct relationship to Nuclear Safety Culture o
i l
l a
i
}
l l
Management Actions i:
i i
o Communicate information on the outlook for SONGS and i
employment at SONGS
[
(
o More communication, by more paths o Develop the supervisory path for communication i
o Develop supervision's non-technical skills 1
o Emphasize value of workers to the organization o increase training and development i
j L
18
s I
4 i
i l
l I
l l
i h
INDUSTRY COMPARISON f
}
i I
I g
soumee~ c oroe~,.
EDISON
)
19 An F1[SONINTERNATIONAL Company
l Industry Comparison - Raw Allegation Numbers i
Raw Numbers:
1
= AEOD Report 96-02, " Annual Report of the Status of NRC's l
Allegation Program," SECY 97-006 i
(
SONGS relatively large or " disproportionate" number of j
allegations Observations j
k
-Training encourages workers to raise issues by any path with a
[
low threshold l
- Data not adjusted for site population
- H&l allegations not " disproportionate"
- Substantiated allegations not a large fraction
-Specific developments at SONGS
. Competition in California
. Labor negotiations
. Voluntary Retirement / Severance t
20 f
i
Industry Comparison - Raw Allegation Numbers (continued) i Analysis
=
- Raw allegation numbers receive attention from senior management
- Information on raw allegation numbers reviewed thoroughly i
i
- SONGS considers raw numbers as only one factor in assessing a safety conscious work environment f
i
)
[
t I
21
Industry Comparison i
t l
Benchmarking to Other Programs o
- South Texas Project, Palo Varde, WNP-2 e
Review of Industry Events arrd Lessons Learned - Millstone o
l Review of inspection reports, draft policies, draft regulations, o
NOVs, DOL cases, SECY reports, other NRC reports, etc.
l i
Participation in Industry Groups a
DOL History o
i i
Enforcement History
~
i o
t 22
-