ML20196G930

Rev 0 to 1-OM-2.2, Operations Personnel Career Plan, for Millstone Unit 1

ML20196G930
Person / Time
Site:	Millstone
Issue date:	07/25/1997
From:	Merryman B NORTHEAST NUCLEAR ENERGY CO.
To:
Shared Package
ML20196G906	List: ML20196G899 ML20196G909 ML20196G913 ML20196G930 ML20196G940 ML20196G946 ML20196G954 ML20196G962 ML20196G972 ML20196G978 ML20196G984
References
1-OM-2.2, NUDOCS 9707230208
Download: ML20196G930 (6)

Text

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• 1-OM-2.2 Rev. 0

$ Page 1 of 6 m; Millstone Unit One ,

, OPERATIONS MANUAL l l

SECTION 2.2

" OPERATIONS PERSONNEL CAREER PLAN"

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i Sponsor: B.C. Merryman 7-d5'-97

Effective Date

TABLE OF CONTENTS PAGE NUMBER 1.0 PURPOSE 2

/7 i V 2.0 CAREER PROGRESSION 2 3.0 ROTATIONAL OFF-SHIFT ASSIGNMENTS 3 l 4.0 PERMANENT OFF-SHIFT ASSIGNMENTS 5 4

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1 Approved by:

MP1 Operations Manager

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,a Pm 1 .0 PURPOSE b

1.1 This Section describes Operations personnel career progression and rote;ional assignments.

2.0 CAREER PROGRESSION 2.1 Personnel entering the Operations Department may expect a career involving various shift assignments. The shift assignments, in order of increasing qualification level are:

1. Plant Equipment Operator (PEO)

2. Control Operator (CO)

3. Senior Reactor Operator (US,WCS)

4. Shift Manager (SM)

5. Assistant Operations Manager 6 Operations Manager 2.2 It is a principle of the Operations Department to provide training opportunities in accordance with current policies that consider prevailing needs of the plant allowing employees to qualify for higher level positions.

2.3 Current policies for advancement opportunity to the Control Operator, Senior Reactor Operator and Shift Manager positions are based upon a targeted selection process conducted by management. The targeted selection process evaluates the following:

1. Current qualification level

2. Performance at current and previous levels

3. Supervisory potential; leadership skills

4. Experience 2.4 In all cases, satisfactory completion of training and job qualifications are required.

2.5 Operational Shift personnel may apply for a transfer in job assignment in accordance l with current Company procedures.

2.5.1 Approvals for actual transfer are based upon management's evaluation of l staffing and qualification levels with respect to the safe and economic operation and maintenance of the plant. This evaluation is weighed heavily by the

. Operations Department principle of supporting the employee transfer procedures, and the employee and company benefits derived from those procedures.

2.6 It is a principle of the Operations Department to invest in the training and qualification p of personnel to levels beyond that required solely to fill posted positions.

L) 2.6.1 For example, it would be expected for more employees to be qualified to the CO level than are necessary to staff the posted positions.

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~ 2.7 As part of the succession plan for the SM position,_ candidates who are approved

\ -l nominees are encouraged to complete selected portions of the INPO accredited Shift Manager course. Completion of selected sections will assist in the development of

' prospective candidates, minimize time to upgrade.US to SM following promotion, and increase scheduling flexibility in the event of a sudden departure in the SM ranks.

l 2.8 . The principles stated in this policy are considered in establishing training goals, i defining staffing needs, assigning jobs, and in_ making career path plans and decisions.  !

1 3.0 ROTATIONAL OFF-SHIFT ASSIGNMENTS j 3.1 Operational Shift personnel,. including Shift Management, may anticipate assignments I

. to off-shift positions.' When positions become available, the Operations Manager

. l notifies all employees of available positions through their supervisors and posts the .I available position in the control room for the period listed using 1-OM-2.2, Attachment 91, or other suitable document (normally two weeks).

NOTE: ' The number, type', and qualification requirements for.off-shift opportunities may ]

vary from time to time depending upon Management's evaluation of staffing levels and the immediate needs of the plant and plant organization.

3.2 Rotational off-shift assignment selections are decided by Management based on the '

following:

1. Volunteers j

-2; Individual career development .

3. Business needs j

4. Individual performance 5.. Interviews, if conducted

~ 3.3 The following are some examples of rotational off-shift assignments:

1. Operations Planning Clearance and Tagging (SRO)

2. - Clearance Coordinator

3. Fix It Now (FIN) Supervisor (SRO) .

4. Project (Example:' Technical Specification change assignment) (SRO) 1

5. Outage Section assignment (SRO), (RO), (PEO)'

6. Procedure Writing Group assignment (CO) (PEO)

7. L FIN (PEO, CO)

8. ~ Labeling (PEO)

9. Training Department (SRO), (CO), (PEO)

10. Operations Staff (SRO), (CO), (PEO)

11. Maintenance  !

12. Clearance Writer (CO, SRO) )

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Page 4 of 6 b 3.4- Rotational off-shift assignments for Operators may be in effect for up to 24 months d without a reduction in pay, bonuses.

' 3.4.1 The Operations Manager determines the status that operating licenses are to be maintained (i.e., active, inactive, etc.).

{l 3.4.2 These positions may be in any of the NNECo organizations and are expected to )

be establiched in consideration of prevailing needs and the desires and <

qualifications of the individual (s) involved. )

l 3.5 If it is determined that the rotational position will continue, the selection process for the next individual should take place at a minimum of three months before the end of the l

original assignment. The selection will be mutually agreed upon by Operations j Manager and the receiving organization. i e

3.5.1 The next selected individual's turnover should occur within a reasonable amount l of time, nominally two weeks.  !

3.6 The following details are associated with the rotational assignment: )

1. The selected individual will maintain qualification / license by attending necessary . 1

,< training. (LORT/NLCT)

2. The selected individual's payroll number will be changed to the receiving M(]

.L organization's designated payroll number.

3. Promotional Opportunities for the selected individual will remain available.

, 4. In the case of significant turnover or other problems resulting in Operations not i being able to staff license shift positions, the selected individual may be recalled J

prior to the agreed time. Replacement need will be determined on a case by case basis. I

5. Working hours will be mutually agreed upon.

j 6. During Refuel Outages, personnel filling off shift assignments may be returned to previously held shift positions to support outage activities.

7. Interim performance appraisals shall be given to selected individuals at the time of their release by the releasing group. Annual appraisals will be performed by l t

the " owning" group.

8. Start and finish date of the rotational assignment will be mutually agreed upon.

3.7 Additional details associated with rotational assignments han be listed on Attachment 1 or other suitable document.  :

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i 4 .0 PERMANENT OFF-SHIFT ASSIGNMENTS I

O 4.1 All permanent transfer requests shall be approved by the Unit Director.

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. 4.2 The following are some examples of permanent off-shift assignments:

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1. Operations Manager

2. Outage Management i

3. Corrective Action

4. Operations Support  !

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'h Attachment 1 d OPERATIONS ROTATIONAL ASSIGNMENT POSTING The purpose of this posting is to publish and define the requirements, and issues associated I with Operations personnel rotational assignments.

! A rotational position is open in the (Organization) for a (Position). The duration of the assignment is approximately (Length), starting (Date).  ;

POSTING DATE: / / To / /

SELECTION CRITERIA:

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- 1 EXPECTATIONS

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1 If interested, notify (Name) by (Date). The selection process for determining the selected j individual will be performed within the following (Time frame).

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