ML20202H251
| ML20202H251 | |
| Person / Time | |
|---|---|
| Issue date: | 12/16/1998 |
| From: | Merrifield J NRC COMMISSION (OCM) |
| To: | Hoyle J NRC OFFICE OF THE SECRETARY (SECY) |
| Shared Package | |
| ML20202H212 | List: |
| References | |
| SECY-98-281-C, NUDOCS 9902080049 | |
| Download: ML20202H251 (2) | |
Text
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NOTATION VOTE RESPONSE SHEET TO:
John C. Hoyle, Secretary
- FROM:
COMMISSIONER MERRIFIELD
SUBJECT:
SECY-98-281 - RESIDENT INSPECTOR COMPENSATION POLICY Approved Disapproved Abstain
~ Not Participating COMMENTS:-
See attached comments.
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Entered on "AS" Yes / No l
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9902080049 990202
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PDR COMMS NRCC 2
CORRESPONDENCE PDR hf050D+
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__m Commissioner Merrifield's Comments On SECY-98-281 l agree with the staff's characterization that the resident inspector staff is central to the accomplishment of the agency's mission. Retention of highly qualified and experienced resident inspector personnel is particularly critical at this time given the current initiatives to rebaseline the assessment, inspection, and enforcement processes. Thus, it is imperative that the agency l
provide sufficient incentives to recruit and retain high-quality employees for the resident l
inspector program. While I am strongly committed to fiscal conservatism and encourage the staff to continuously seek out ways to minimize the costs associated with effectively carrying out the agency's mission, allowing resident inspector incentives to erode in light of budgetary constraints amounts to false economics. The hidden costs to the public, licensees, and the NRC associated with less-qualified or inexperienced resident inspectors, while difficult to i
quantify, likely far exceeds the costs associated with the staff's compensation proposal.
Furthermore, I believe that the additional costs associated with the staff's proposed compensation plan are likely offset by agency savings that can be realized in the areas of recruiting, training, moving expenses, and relocation bonuses as a result of a lower resident inspector attrition rate.
1 Therefore, I approve the staff's plans for addressing the resident inspector compensation issue.
j i encourage the staff to explore reprogramming options during the upcoming budget cycle which j
might allow for implementation in FY 2000. I request that the staff brief the Commission g
regarding the effects of its proposed resident inspector compensation plan on attrition once it has adequate information and experience to make such an assessment.
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UNITED STATES
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rebruary 2, 1999 OFFICE of THE l
SECRETARY
. MEMORANDUM TO:
William D. Travers Executive Director for Operations i
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- FROM
' Annette Vietti-Cook, Secretary l
SUBJECT:
STAFF REQUIREMENTS - SECY-98-281 - RESIDENT L
INSPECTOR COMPENSATION POLICY The Commission has approved the proposed changes to the resident inspector program. The staff should explore funding options to allow implementation of the 3-step differential and full locality pay in FY 2000. Any options identified to implement fulllocality pay in FY 2000 must include a description of the impact on the Agency's other activities.
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_ (EDO)
(SECY Suspense:
3/26/99)
The Commission has also approved 1) modifying the saved pay provisions to require a total of 6 years versus 4 years in the Resident inspector program,2) continuing the current policy related
- to relocation bonuses, and 3) continuing the current policy regarding promotions to positions outside the Resident inspector program.
. The staff should brief the Commission regarding the effects of its proposed Resident inspector j
compensation plan on attrition once it has adequate information and experience to make such an assessment.
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- (EDO)
(SECY Suspense:
3/24/2000) kdfl cc:
Chairman Jackson Commissioner Dieus Commissioner Diaz Commissioner McGaffigan Commissioner Merrifield OGC CIO CFO OCA OlG OPA Office Directors, Regions ACRS, ACNW, ASLBP (via E-Mail)
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