ML20199C995
| ML20199C995 | |
| Person / Time | |
|---|---|
| Site: | Vermont Yankee File:NorthStar Vermont Yankee icon.png |
| Issue date: | 12/18/1996 |
| From: | Teator J NRC OFFICE OF INSPECTION & ENFORCEMENT (IE REGION I) |
| To: | |
| Shared Package | |
| ML20199C790 | List: |
| References | |
| FOIA-97-365 NUDOCS 9801300115 | |
| Download: ML20199C995 (40) | |
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, EXHIBIT 25 9001300115 900128 PDR FOIA MICKEY 97-365 PDR .
Informatl00 in thes TCCold was d&lettd
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Case No. 1. E 005 q : ' 'i il b.. -
7
%. 1 INTERVIEW REPORT
. OF BERNIE BllTEAU On December 18, 1996 BllTEAU was interviewed by the reporting agent.
The interview was condacted under oath in Conference Room C, Vermont Yankee Nuclete Power Plant (VY), Training Center, Brattleboro, VT. DlITEAU sas represented during the interview by J. Patrick HICKEY, Esquire, Shaw, Pitman, Potts & Trowbridge, 2300 N Street, N.W., Washington, D.C. 20037 1128.
HICKEY's office telephone number is (202) 663 8103. HICKEY stated that he represented BlHEAU end VY during the interview. BlITEAU stated that it was his choice to have HICKEY represent him, and he understood that HICKEY sight share with VY management information discussed during the interview. BilTEAU stated that he was not under any pressure from VY management to have !IICKEY represent him. BifTEAU provided the following information regarding an allegation that former VY employee James MASSEY was discriminated against because he had raised concerns with a design change for the VY Advanced Off Gas System (A0GS).
BlITEAU wa number i His home ane n ri so ce n r (802) 258 4 % . His drivers icense 1 ification n He graduated from the U versity of Massachusetts"at Lowell in ith a Bachelor of Science in Nuclear Energy. He was employed bf ank Atomic Energy Company (YAEC) from 1976 until 1979, and worked as an engineer on the C- VYProject. He was hired by VY in 1979. He has been the Improved Technical Specification Project Manager since September 1996. His supervisor is Robert 50JKA,VYOperationsSupprtManager. From October 1995 until June 1996 he was the Reorganization 4,oordinator. From February 1991 until October 1995 he was the Director of Nuclear Engineering. Jim PELLETIER, Vice President Nuclear Engineering, was his supervisor almost until the end of that assignment, after which he reported to Jay EAYER, who was on loan from YAEC.
During the A0GS design change project, he was the Director of Nuclear Engineering.
BUTEAU stated that be can document job performance problems with MASSEY dating back to 1993, bat he can recall MASSEY rforming poorly from the February 1991 time wriod, when he witnessed Y's presentation techniques and demeanor wille naking presentations to the Plant rations Review Comittee (PORC). BilTEAU said tnat he first realized that SEY had performence deficiencies because there was a difference between NASSEY and what ha saw and expected from his other Senior Engineers. He said that he began, over time.
to call into question how HASSEY fit in+ . the VY Nuclear Engineering Department, although from the beginnt s of the time that MASSEY was in his management chain, he always gave MAS 4EY the benefit of the doubt. He recalls that MASSEY tried to avoid tie PORC process as much as possible.
He said that MASSEY had an overall bad attitude with VY after the 1991 reorganization which combined the Construction and Engineering Departments into a new Electrical Engineering & Construction Department (EE&C). BUTEAU commented that up to the 1991 reorganization, MASSEY was the Electrical Construction Supervisor and acted in a fairly autonomous manner; he was EXHIBIT _ dd fASE N0. 1-96005* PAGE._[0,cM PAGE(S)
I allowed to act and supervise his'small group of employees in his own way.
After the 1991 reorganization, MASSEY was no longer a supervisor, and he l (L (BWEAU) made it known that he expected work to be performed in compliance l with VY procedures. He also eliminated the Mechanical and Electrical Construction Department's one million* dollar budget, which was used to perform work that the Maintenance Department didn't want to perform, BUTEAU focused
{ the new EE E department into a more project oriented group,
) BUTEAU said that he counseled Dave PHILLIPS, EEE Manager, regarding his ,
! general supervision of MASSEY and spoke to PHILLIPS for allowing MASSEY, !
Electrical Engineer Mike TESSIER, and Tom REGAN (who was fired), to take more '
i than the allotted time for coffee breaks on work time in general. BUTEAU said i j that MASSEY didn't like that.
i BUTEAU also recalls that in 1992 an Licensee Event Report (LER) had to be sent to the imC on fire protection barrier seals, and that MASSEY was the Cognizant Engineer on the issue with the seals in 197f w 1980, but that the problems with the material were not discovered until 1,92, An investigative team was :
assembled to review the issue and MASSEY was asked to participate because he i had performed the original work, but NASSEY's response was so negative and i abrasive that he was taken off of the team. BUTEAU said that Jim PELLETIER, 1 Jim DeVINCENTIS, and Scott LUCAS, were some of the other team members. BUTEAU
[ said that he addressed that and other job performance deficiencies through
- PHILLIPS' job performance goals and expectations, regarding his supervision of L MASSEY, so that MASSEY would meet his job perfomance expectations, with j PHILLIPS working with MASSEY to make him a productive employee.
!'( AGENT'S NOTE: HICKEY (attached)forthe199$rovidedPHILLIPS'jobperformanceevaluations-and 1993 calendar years and MASSEY is discussed
! in them. Also. PHILLIPS provided the reporting agent with copies of notes (attached) that he took during his meetings with BUTEAU, where BUTEAU talked with him about supervising MASSEY. The notes corroborate that BUTEAU was dissatisfied with PHILLIPS' supervision of MASSEY and that BUTEAU wanted PHILLIPS to " work on EJM [MASSEY.1 about doing senior
, work."
! He recalls that during the 1992 outage Main Transformer Replacement Project.-
! MASSEY was (O ken to about an OCHA violation. BUTEAU said that he witnessed i NASSEY's res'onse p to-that dis u ssion, and told MASSEY that his actions and-response were unacceptable. -He is not sure if MASSEY received a written
- reprimand for.that OSHA violation. BUTEAU cited another instance of what he perceived as. poor performance by MASSEY during the transfomer replacement, i- when he observed MASSEY becoming very agitated and excited during a discussion L withtheprojectcontractor. BUTEAU said that NASSEY's behavior got to a
- point where he directed PHILLIPS to intervene and stop MASSEY. BUTEAU cited that as a personal experience where he observed MASSEY not meeting his expectations of a Project Manager.
BUTEAU recalled that, during the interviewing process to replace PHILLIPS as the EEE Manager, Pat CORBeil (who at that time was MASSEY's peer) told him
- that he believed that MASSEY was not ;erforming to the level exweted of NASSEY's grade of Senior Engineer. 8JTEAU selected CORBETT to a the EEE Case No.- 1 96 005 2 E BIT N f PAGE _OF_M. PAGE(S)
Manager. At that time, CORBEi! became NASSEY's supervisor.
( BUTEAU said that the ADGS desi was removed from the outa work list because of the failure to deliver the bsign changes in time to thPoutage planning group, which was led by Stan JEFFERSON. BUTEAU stated that there is pressure ,
on all VY en)1oyees to deliver the designs on time to the outage planning group, but wien the A0GS design was delivered to CORBETT, it d d not comply with VY procedures aid was totally unacceptable. That led to MASSEY receiving a written disci 15, 1994. BUTEAU commented that,plinary letter not only had from C0idn.ii hASSEY failed toon November deliver a design which met VY procedures, he realized, at that point, that he had a Senior Engineer in the department who did not understand the design process.
BUTEAU believes that a lot of the performance issues that CORBETT had with MASSEY resulted from CORBETT holding MASSEY accountable for his job gerformance. BUTEAU said that there is no doubt in his mind that they were
- putting the squeeze" on MASSEY, that he at least perform as well as other engineers and that he follow and comply with VY >rocedures. He added that every engineer of NASSEY's will follow VY procedures. grade BUTEAU had listed said in t1eirwas that MASSEI job subsequently description removed that they frce the ADGS design change project because of poor job performance.
BUTEAUsaidthathewasawareoftheconcernsthatMASSEYhadre9ardingthe A0GS design change, and because of those concerns, he had MASSEY s supervisor, Pat CORBETT, perform an independent review of NASSEY's concerns, and the project, in general, to see if it could continue: he didn't know who was right, MASSEY or CORBETT. BUTEAU said that the review was conducted by VY Electrical Engineer Pat Md(ENNEY. and YAEC Senior Instrumentation and Control
.C 1 Engineer George HENGERLE, who concluded that the design change should continue as stated in CORBETT's June 20, 1994, memorandum (attached) documenting a June 9, 1994, meeting between CORBETT and MASSEY. BUTEAU said that, although MASSEY disagreed witW the decision to continue the design change project.
MASSEY agreed to continue working on it. BUTEAU said that MASSEY s-concerns with the ADGS design change were *dee)1y investigated" and that the acts that were taken against MASSEY were not tacon because he had the concerns, but because he did not perfom to the level of a Senior Engineer. He added that MASSEY failed to utilize resources, did not follow procedures, and did not deliver on a pro t that VY management felt a qualified Senior Engineer with his experience s ld have been able to deliver on. He said that his opinion
-was validated through McKENNEY*s and HENGERLE's discussion with VY Electrical Engineering contractor Rick ROUTHIER and others during their independent review.
BUTEAU said that.-sometime in 1995, PELLETIER suggested that MASSEY be moved to a position in the VY Maintenance Department, and that he (BUTEAU) and Jay TiAYER were involved in the tiations to effect that move. He said that Gregg MERRITT VY rations rtment Superintendent, and Terry WATSON (nfi) a Y into t r organization with the same grade and salary, greed to takebut.that MASSEY didn't agree to it. He recalls that MASSEY to be told that the transfer was mandatory,-but that was not done because of---
MASSEY's-involvement in tr . to have the VY engineers agree to become part of the union, and because Y's attorney was involved at that time, Case No. 1 96 005 3 EXHITof PAGE OF.fd PAGE(S)
S
BUTEAU is not aware of any hidden agenda to get rid of MASSEY. He said that !
it was just their objective to have a rofessional staff which met his high 4
C standards, and MASSEY wasn't meeting tism in almost every regard. He said l' that they
- bent over backwards
- to deal with MASSEY's ' backlash" to their job i perforiaance e tations, going as for as offering him a position _in the
- Maintenance rtment, where it was believed tha'; MASSEY could be successful.
He said that management and MASSEY never came to an agreement on his 4 position on the A0GS design change, .despite it being inde other experts who agreed that the design could continue. pendently reviewed He said that he by
' feels bad about what has happened to MASSEY, but that MASSEY brought it upon himself.
1 Regarding MASSEY losing his office, BUTEAU said that MASSEY was not the only .
VY employer to lose their office, because the whole Engineering building was '
being rene,vated at that time. -
Repc rtl{by: ,
[ * ;TfJ.b,\
JeffhehA.Teator,SpecialAgent--
' Office of Investigations I
Field Office Region !
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Attachments:
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Case No. 1 96 005 4 4
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c jQr- Vermont Managoment 7 '
Yankee Porformance
(, Y ) Nuclear
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Power Review gowation s
Employee Name:
Posit:en Title Date ese position:
Date seeigned to this reviewer: Date of Performance Pterining: Date of lost Performance Review:'
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l The purpose of Performance Reviews
- et Vermont Yankee is to provide e eyotomatic method for Sug,ervisors
.nu ,, yees t. define w e.-.
tiene, evoluete perto,mence, discuss e and e
- fe,Pe.e u.ie.de e the orgenlaation. Such discue61ons frequently produce improved job performance and job settetection.
t EXHIIT- 8 PAGE OFMPAGE(S) g g., 9Cf<n *~J
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2 MEMORANDUM _'
YERMONT TANKEE = CRATYLE00R0 _
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VEAMONT YA30 TEE NUCLEAR POWER CORPORATION . MANJIMENT PERPORMANCE REVIEW h E D The purpose of Performance Reviews at Vermont Yankee is_,to provid , a systematic method for Supervisors an'd Employees to define job' ' expectations, evaluace performance, discuss development planning opportunities, and provide a rational and consistent baals for C Personnel actions throughout the organization. Such discussions frequently produce improved job performance and job satisfactior
- 1. PERFORNANCE REVIEW Priority Assignment A. DEFINITION OF JOB 3 = Highest priority This section records
- 2 = High priority previously determined 1 = Moderate priority performance requirements and provides additional opportunity to clarify what is expected of this employee and how perform-ance will be measured.
B. EVALUATION OF JOB Rating PERFORMANCE 9-10 Outstanding / Record the description of Exceptional the employee's achieve- 7-8 Very Good ments-in carrying out the E-6 Meets Requirements / requirements of the job. Fully Satisfactory How did the employee do? 3-4 Below Expectation / Record trends and changes in . Needs Improvement perfo::mance. If appropriate,1-2 Poor /Unastisfactory identify constraining forces in organizntion impacting performance
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! A i ] a (' VERMONT YANKEE NUCLEAR POWER CORPORATION 4* ) MANAGEMENT PE80RMANCE REVIEW' ! h.ausry ,tta? J -- l l i i i The purpose of Performance Reviews at Vermont Yankee is to prov e a systematic method for Supervisors and Employees to def:.nejob expectations, evaluato performance, dis' cuss deve16pme~nY planning - - l opportunities, and provide a rational ~ and consistent basis for Personnel actions throughout the organization. Such discussions i ( frequently produce improved job performance and job satisfaction.
- 1. PERFORMANCE REVIEW Priority Assignment A. DEFINITION OF JOB 3 = Highest priority This section records 2 = High priority previously determined v 1 - Moderate priority performance requirements and provides additional opportunity to clarify what is expected of this employee and how perform-ance will be measured.
B. EVALUATION OF JOB Rating PERFORMANCE 9-10 Outstanding / Record the description of Exceptional the employee's achieve- 7-8 Very Good ments in carrying out the 5-6 Meets Requirements / requirements of the job. Fully Satisfactory How did the employee do? 3-4 Below Expectation / Record trends and changes in Needs Improvement e performance. If appropriata, 1-2 Poor / Unsatisfactory ! identify constraining forces ' l in organization impacting performance. Bir45 PAG- / 0//8_PAGE(! 7L
e Goals / Performance Evaluation .s a ( '
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