ML20205M396

Forwards 1983 Merit & Promotion Guidelines, in Response to 860326 Interrogatories & Document Production Request.Two Addl Performance Evaluations of C Husted by M Ross Also Encl.Related Correspondence

ML20205M396
Person / Time
Site:	Three Mile Island
Issue date:	04/10/1986
From:	Bauser D SHAW, PITTMAN, POTTS & TROWBRIDGE
To:	Bradford L THREE MILE ISLAND ALERT
References
CON-#286-754 CH, NUDOCS 8604150213
Download: ML20205M396 (17)

Text

._ _ _ _ _ _ _ __ _

ggtgigo cosaEwoMa SHAW, PITTMAN, PoTTs & TROWBRIDGE A PamTNERSMir INCLuOtNG pmOFESSiONAL CompORAftONS 1800 M STREET N. W.

WASHINGTON, Oh$g

( Rh THOMAS C M8u E. sue SpmAGuE mAMSay 0. pOTy$* p c STEVEN M LUCAS. P C.

ETEuam? L piTvM AN. P C. DAV80 M muSENSTEIN.

• C. - L DuaNE CMEEn DOANE F. M8ECMEL HI RTERMEN o. poTyg' y C' MATiAS F. TpaviESO-OtAZ, P C. MsCH AEL M MA00EN SmuCE S McELVE8N' VeCTOReA J. pEnntNS, p C. TELECOpste RALPH A.TAYLQm,gm. ALAN D WASSERMAN GEkALD CMANN rr pC m QT OS N, j,] "g,OS T, pC AM EatmMAN E w C M N GEORGE M g S', Ja , P C J FE nv L. VAeLON.

• C. Ty,8QL,E m QNjTM,AN g Aj*g g A UTTLE,p C.

JOMN 3. RMNgLANoER, P C. N a ,",,*y o ,"$gp,gogg RArtFAN 100 MAS E C ROC u E R, J m. meCMamOI.ANSSACMER

- -Com CK ptTE R J. FE mmanA JovCE L OuhEm fMJCE w. CMumCM8LLP C. T, MOM MA S M-E * * ,, M s (202I8221072 ManTMA SOONE RQwAN9* THOM AS J. CATUOTA LEZLIE A. N'CMOLSON. JR PC MART N 0 umALL P C e

, 'LU'F.

uL MIC A f. J ,- hh[ fM,..*e NE NNEW m MiuE R JOMM EVANS MuBEm mGM JAv E. SsLBEmG. F C NOMN L Cama 00 ;c . I a

paul S.M pMORF.,

LEc JuGY ETMA~ wtIS5u.EoM J Fm AN Cf" E ".f;utFEm "A M ER n"*m^GE A m&5,5o m p 'f.

CAVID J CvhAMON

.9 2 93 (SM A d,kbw "a co^t,?,^u"M,R;E 45 0 , STANLEY s**#R"E v"t "Ju'TCM,NG S.

m mENLY wtBSTER. D C. Louise A. M ATHEWS

,g S k -

M Sans mOSE ANN SuLLtVAN BAmSAmA S, MANNeGAN NATM.ANIEL MAN AuGENeuC *,e#E.ED.

p C. s m., P C CMan'ES M MONTA.NGE - LESLt.E T MAW SM. T.SMITM mRowN. JR. JOSE p* E #ENoAu I

[ET A

NE S p Lp MA EV VIRGIN 4A OFFICE ((g" "w*a g",'S O"N A NE MA E M T ""'

TMOMA S A. SANTE R. p C. ,,',o g , ,g ,,,y sSOi FARM CREDs? OmovE Aga Em D YgMASICZum M4 N NASS M AS lH*

SMELDON J. WEISCL P C. DEsonAM e SAUSER McLE AN. VimGINIA 22102 L AumENCE w COMEN CHaSTEENA G NASER*

J. DATm'Cm McC* Ev. # C- SCOTT A. AMEheEmG th Mp,COSS Hs J. THOM AS LEMMamT, o C paygu,TMOMAS PON 790 7900 DE mE,n Sygy , ,w Leho,EN goy ge , CALV,gyg wan onggg STEVEN L MELTZEn. p c. goMg u gaygog gie SUSAN C LONGSTMEET**

OE AN D AUUCK, D C. GEORGE F. ALem*GMT, Je *

• o'EFFRET hnvL ANNE R. SNvDE LANDERn. M*CMAEL C. MOETE LL JOMN ENGEL p C- JacnA.Momm TELECop'Em pMium D. PORTER JOMN J.MANDLEm**

C THOM AS MtCMS tie, p C.* SEtM M Morw A SI AN S252397 EuEN SMEm4FF SCOTT E. S AmAT NO'E RT E. COMN SME'La McC. Ma mVEY ANITA J F8NKELSTEeN LE SUE C. ZIMSE mG**

CMamLES a TEMm N. D C. DEUSSA A. miOGWAY ~ OAV*Om SAMm JANET C. MECn*

STEpME N s MuTTLE R. p C. MENNETH J MAuTMAN C. rrety 50*OO DeANE MON 1LLom weeGMT**

W8NTMmop N gmOWN. p C. WmENCE MeutR* FRED ORASNER JE W'N.RAMptLMAN Tmang mENDRA A. GALL AGME m**

JAMES e MAMuN. F C. DAveD FREoteL A,CM L KLEIN JOHNF.DEALy. MENNEm A GauO DonOTMY A. SCMLOTM*

hANDALS. KELL pC. STEVEN p. PaTLE R OAVs0 m LEw'S NANCY C. WAGNER S. SCOTT CUSTER. Je meCMamo J pAmmiNO m*CMAND S. BE ATTY A. pAte:Cm LEsGMTON SH m'CMemD C. DON ALDSON**

EG_ E m? E. ZAMLE R.

• C. ELLEN A. FREDEL JE FFREY G. BERM AN *E LLY M CARNE fnOY Em? a. mosa'NS. p C. M ARIE N. COkAND. ROBERT E. CONN MEVIN FLvNN Oset L. MOORE.S*

GEORGE F. TRowen'DGE * =ot nommereso see o c CouhSEL

• Ace *'ttao N vimoissia April 10, 1986 wntTE R S OsmECT DIAL NUMBER Ms. Louise Bradford Three Mile Island Alert n " TA"WBER pr co. & UTIL FAC

%[ C/f

.,r.m**=****"-

1011 Green Street Harrisburg, PA 17102

Dear Louise:

Enclosed please find an additional document that is re-sponsive to your interrogatories and document production re-quest to us of March 26, 1986. The enclosed document, entitled "1983 Merit and Promotion Guidelines," is provided in response to Request No. 2.

We are also enclosing a copy of two additional performance evaluations of Mr. Husted by Mr. M. Ross, and a document enti-tied "C. Husted Evaluation." We believe that you received these documents in the response that we provided yesterday to your March 26, 1986 interrogatories and document production re-quest. However, since we think these documents were inadver-tently left out of the other parties' copies of yesterday's filing, we are sending them out again to everyone.

Sincerely, f

Deborah B. Bauser Enclosures  !

cc: Service List f?

( VJ

0-1<09/ 86 *15:51 Tr11 TPAINItG No.001 002 4g 1,

,. f Attachment A

.Il

'i 1983 MERIT AND PROMOTION GUIDELINES j .

.I .

1

.'l Purposes i i This document presents guidelines for conducting the Merit Review and Promotional Process for 19o3. )

l i l i

i I. Distribution of Merit and Promotion Budget J ..

A. Division Basis Considerations l Merit and Promotion Budgets will be alloested in 1983 in araual dollars as a percentage of that Division's annualised payroll (exempt and non-exempt /non-bargaining) on December 31, 1982.

l l

Sub-budgets by departasat and section any be established at the dis- l cretion of the Division Vlee President. When Department and/or Sec-tion budgets are established, the Corporate Compensation and Benefi's Department must be notified if you wish them to record and repott salary actions by ' department and/or section rather than division level.

l

l

. l

. . l

. . )

'. 1943 kgulf AhD PROMor3ON GUIDELIkEs Page 2

~

3. Future Beserves It is recommended that each Division consider reserving a portion of l l

their merit budget (approximateky one persant) for unexpected caer-l pensation matters that may arise throughout the remainder of the l

year, i.e., to reward outstanding performers who have shown distin-  ;

l suished service during the course of 1983. There will be no further l

, merit dellars available.  !

II. Recommended Salary Actions (Herit and Promotion) l.

A. Grades 21 and Above* .

.p t

All reconmendations for Crades 21 and above should be reviewed through the Divisional Vice President. Due to the scheduled meeting date of the GPU System salary Board, a11 merit recoemendations which -

i are part of the Annual Merit Review process for Credes 21 and above i

aust be received by the Compensation and Benef 5ts Department no l Inter than Wednesday, December 4,1982.

]

1 3 g I

!4 l .

04,09 66 . a:53- TMi TFMrdr 6 rO.001 004 1943 WRIT AND PROMOTION GUIDELIkS8 Page 3 i l

3. Gradas 20 and Below and Non-Exempt /Non-Bargaining Unit:

aassumend(tions for merit and promotional increases are to be made by the iddiste supervisor an'd approved by the next higher level of supervision; final review and approvat should be by the Director level (Grade 23) or higher. Divisional Vice President recommenda-tion / approval is required in t ose instances for which a deviation from the guidelines delineated in Mr. Nyers' November 2'9, 1982 letter, or as set forth in this guideline, pages 2 - 4.

i III. Effectivity of Salary Actions:

c A. Salaxy actions other than the .anuary 1,1983 Annual Review Process will be handled within these guidelines

1. It is the Company's Compensation Policy g to permit salary transaations which are retroactive pay increases.

i

2. E exempt salary transactions will be effective on the firat of

! the calendar month in which final approval including Human Resources is obtained, by the fif teenth of that month. Othur-i N wise, the first of the next month vf11 be the effective date.

_ _ - . . _ _ _ . ...___._,._2 _...___,,,,,,.yr_..,. _.m.,.,,_y .,,,-,m, ,,,.y w-r ,_. ,n- -.w., . _ , , m.,_.,,, y..m-m,,,,.,%-

i

.. ... _ . . . . . . .... . ,,..... . ~ . - . , . ~ .

i .

, . 1943 kst1T Atto PRON 0! ION GUIDELINEg l \ '

i Page 4 f

8 1

Promotions from non-exempt to exempt positions will be effective on the first day of the work week (Monday) following final approval, including Human,IResources sign-off.

3. All recounsended merit and[premotional salary actions not sahaduled as part of the January let Annual Review process must

, he accompanied by a performance appraisal. They will also require a Position Description Questionnaire, if there is not a current approved Position' Description on file. Prior to sub-

mitting such recommended transactions to the Divisional Vice President for approval, the supervisor may request a " Salary Transaction Checklist" fr a the CompensSElon and Benefits Sec-tion which covers the esp oyee's salary history, experience and eduestion requirements and. performances appraisal history. .

J Exhibit 3. ,

l f *

4. Salary transactions should be scheduled at a minimum of six months between transactions. Promotions and special merits adjustments with less than a six month time interval will require Director - Human Resources and Division Vice President l

approval. ..

9

--....--,--,----.yn.n,..,,,. - , , , , - _ -g,-.,.n._ ,.,g._,,,.,,.w,._,,.,_n,..e._,,.,,.,mn,v.m,n_ ,,-,w, , ,v m . _ .,,m,.

2 ua us ce -

13:33-

'"'.i * '"'" 'UUl ' '

, s.

1943 I m IT AND PtoMorION QUIDELINEg .

i Pge 5 1

n. New sapioyees/prommetons:

Feet new= hire and post promotion increases, when warranted and

, essospanied by a current performance appraisal, will be recommended I

by the immediate supervisor and approved by the next higher level of supervision. These inaresses will not be chargeable against the Divisionbudgetassumingjtheymeettherequirementsbelow.

I

, 1. Eligibilitys l

j s.

i All non=ezempt/non-bargaining employees and exempt employees in grades 11 and below.* ,

2. Guidelines:

, s. Increasesmayonh,ybegrantedinthesixthmonthfollowing employment or promotion.

b. The new salary generally cannot exceed 951 compa-ratio (G h any amount in exc'ess of 95% 2 will be charged against the unit's merit budget.

e

$6 a

4

. - - - , - , . - - - . - - - . . . , - . - . . , , . , . , , , , _ . , . . . - . , , , , - . . . , - , _ _ . _ , . _..,,..,,,.___,_,_.,_..,.,,,,,_,,,.n,,,_ _ _ , , , .,-,.,n,

, . . .. ..... .. :n... ~ '-* " - "' ~ ~ ~ ^~

., 1963 kga1T AkD FR0h01'10h GUIDSLINgg

. {

Page 6

.. 4.

She amount of increase typically should run 32-52, but can-not be less than 33 ner exceed 82 of salary prior to promo-time or starting salary.

i C. Fromotions .

1. General Guidelines i

At this eime, the promotio's budget for 1943 is II, of the Josenber 31, 1942 annualised payroll. All promotional reseensa-datione must conform to tiiis budget. Fremotions from barga[ning unit and non-exempt (MBU)'to exempt positions will not be s

l changed against the promotion budget.

4 I i

a.

All promotions involving movement to Grade 21 and above will require approval of the Divisional Vice president and the Office of the Presideaf. All other promotions will require approval cf the Divisiy'nal Vice President.

b. To be promoted an amployee must be in his/her current job at lasst twelve months unless approved by the Office of the Presideift.

1 I

e I .

e 0.v0986 15:57 Ttt! TFAltittG no. col coa

} ..

't ,

4 1983 MERIT AND PRONOTION GUIDELINES Pge 7 4

a

. a. The moraal amount of preestion increase will be between five l),'

tofifteenperceSt.

d. The nazimum salary movement in a calendar year is twenty percent of the iMividual's December 31 salary. Exceptions require Office of the President approval.  :

l 1

e. When a promotion involves a change in supervision, the employee being promoted aust be given a performanas appraisal by the.former superytsor for the period since the I

employee's last performance appraisal review.

f. The receiving division shall be charged the amount of the individual's promotional (and assit, if applicable) increase.

l

g. A new Performance Appraisal Form delineating the new

. l accountabilities aust be completed and submitted to the i

Ceaponaation and.Benafits Section within 30 days of the effective date of',the pronorion/ transfer.

2. Exceptions:

I 1 .

j a. Froeotion increases of greater than fifteen percent will i

i require approval of the Office of the President. The only i

. J

O& O9/e6 .15:58 - Ttti TRAtt1Its t40.001 009 4  ;....

, . 1933 mus1T AND PROMOTIok CUIDELIWts l

Pase s l

' I- -

enception to this rule is promotions fros'the bargaining

' ~

, unit to first-line suhervision because of the amount of increase required to heing these people into a proper pay relationship with their peers and the employees they super-vise.

. 1

b. Any deviation from jo standards (e.g., education, years of '

emperiensa of the individual versus the requirements of the job) will require approval of the cognisent Divisional Vice President and the Director - Euman Baseurces.

3. Supervisory / Management Positions:

~-

It is desirable that individuals being promoted into a super-visory position, have had,CPUNC Supervisory Training. Those who have not had this training or who are hired into supervisory positions must be enrolled in the CPUNC supervisory training program appropriate for his/her new responsibilities within six month s.

{

l

2. t. Myer e irector Human assouMas

y CONFIDENTIAL 0

le: .A0 a

Inter Offlee Memorandum 5

.Date January 7,1983

-(UCl88r Subject EVAL,UATION OF C. HUSTED Loca m Mree Mile Island -

To H. D. HUKILL DIRECTOR, UNIT I Per your request, listed Below ts my appraisal of Mr. Husted's performance as an Operator Tratning Instructor. -

Evaluation (October-Decemtier1982}

Mr. Husted continues to present a professional and t5orough approach to his training participation. -

'he continues to Be interested and cooperative. I see no signs of a  ;

deterioration in his attitude and desire as a training instructor. l Fy evaluation again is Based on numerous un-announced visits to the Training Center and participation in training classes as a trainee. ,

l l

If you need any assistance please call.

- d g, M. J. P.oss, Manager, Plant Operations. TMI-1 Ext. 8015 MJR/pkh cc: R. J. Toole, Operations and Maintenance Director e

l l

l l

l

C0NFIDENTIAL fu .

. . ..S

$ df 3 l'y wk e3Inter Offlee Memorandum Date April 13, 1983 Nuclear ,

Subpct EVALUATION OF C. HUSTED To H. D. HUKILL Looecon Three Mile Island DIRECTOR, UNIT I Per your request listed below is my appraisal of Mr. Husted's performance as an Operator Training Instructor. .

Evaluation (January - March)

Mr. Husted continues to present a professional and thorough approach to his training participation.

He continues to be interested and cooperative. I see no signs of a deterioration in his attitude and destre as a training instructor.

My evaluation again is based on numerous un-announced visits to the Training Center and participatton in training classes as a trainee.

Since Mr. Husted's recent promotion to Suurvisor Non-Ltcensed Training, I have had many opportuntttes to deal with him on the A. O. Training Program and he has 5een most cooperattve.

If you need any assistance please cali.

h

• a Q

M. J f Ross Manager. Plant Operations, THI-1 Ext. 8015 l MJR/pkh cc: R. J. Toole Operations and Maintenance Director

~

za cea avt 9sut_36v3 PJupJ er&f4kJ9

t .

e CONFIDENTIAL DRAFT C. Husted Evaluation On the morning of June 4,1982, R. L. Long met with R. A. Knief and S. L. Newton to develop a plan of action for an ongoing assessment of Mr. Husted's attitude and performance as a licensed operator instructor. This plan included the following elements:

1. R. L. Long and H. D. Hukill should interview Mr. HJsted.

2. R. A. Knief was to explore the potential usefulness of Mr. Husted interacting with a staff member of Stress Control, Inc.

3. R. A. Knief and S. L. Newton were to review opportunities and make j recomendations for, Mr. Husted to enroll in an " interpersonal .

relations" training program.

4. R. A. Knief and S. L. Newton were to initiate a performance evaluation which would include at least one classroom ooservation per month.

5. S. L. Newton was to ask selected snift supervisors to evaluate Mr. Husted's attitudes and classroom effectiveness.

The results of these activities are as follows:

1. On the afternoon of Junc 4,1982, R. L. Long and H. O. Hukill interviewed i

Mr. Husted. Tney were satisfied tnat ne understood the seriousness witn which they viewed tne criticisms of his interactions witn the NRC IiE 1

investigators, the intervenors during deposition, and tne Special Master '

and others during nis appearance in the reopened ASLS Hearings. They informed him that nis attitude and performance would be closely ooserved 9

---n , n., _, -. ,- _ _. , . , _ , . - , _ . . _ . . _ _ . . _ . _ - - _ - _ - , , . , , -,-.,-.-n, - . --_-, , . , . . ,. _ . . _ _ , . , ,n,,

t .

1

• 1 over a period of months and that they would interview him again with the results'of these observations in hand. Mr. Husted indicated that he would welcome this opportunity to demonstrate that botn his attitude and  ;

performance were satisfactory.

l 2&3. R. A. Knief and S. L. Newton have discussed among themselves, as well as i with Mr. Husted, the potential usefulness of interaction with Stress Control, Inc. and of various training programs related to "integersonal relationships." Based on their perception of Mr. Husted's needs and of current program availability, neither. approach was judged to have much potential value at this time. They did recognize a potential benefit for a session between Mr. Husted and one or more of the Shaw-Pittman lawyers present during the entire hearings. The idea was that latter could serve to clarify those actions and statements upon wnich the AS.B and State of i

Pennsylvania findings were based, as well as providing guidance to lessen 4

the prospect for similar concerns in the future.

4.

L

, S. L. Newton has held tnree formal sessions witn Mr. Husted, including

• l i one of two-nours length prior to nis June 4,1982, meeting witn R. L. Long and H. O. Hukill. R. A. Knief has held one session with Mr. Husted individually and an additional one in conjunction witn tne other TMI-I licensed instructors. Both S. L. Newton and R. A. Knief have also observed nis actions and talked to him informally on a numoer of occasions. In all cases a very cooperative and positive attitude was observed.

._,---,p. __ -r--..-g-_. , _, y-----.,7,---- ._y.__,.y7p9. 9 7%pge,.y~9%,w-+sy-g e-mewego-w %w---te--. -ge-e-en--+- -.y we -w w wgw,---uepye

f .

d i e

.Oue in part to vacation and other senedule conflicts, classroom abservations by S. L. Newton and R. A. Knief have not yet oeen conducted. However, such ooservations have been made on two occasions oy Data Design Laboratories. As a result of one of these, D. Boyd stated that he ooserved Mr. Husted's attitude to be quite positive and not to '

show any of the traits over which the ASLB expressed concern. D. Boyd l

has agreed to provide documentation to R. L. Long for Dotn 00L evaluations. -

l t l Ouring this time period, a classroom observation was also made oy )

H. D. Hukill. An ensuing discussion with R. A. Knief and S. L. Newton '

indicated no concerns over Mr. Husted's attitudes and effectiveness. l 1 , .

5. Mr. Husted's attitudes and classroom effectiveness have been the subject i

of discussion at weekly meetings between Operator Training personnel and Shift Supervisors. Since the Shift Supervisors, M. J. Ross, and all Training Department SRO-licensed instructors attend tne Requalification i Training, a oroad base of observation exists." To date, no adverse reports have been received on Mr. Husted's attitudes and classroom 4

performance.

l I

_ __ . _ . - _ _ , . . . _ _ . . _ .-- ~ . . . . _ _ _ . _ _ _ _ _ . _ _ _ _ _ _ _ _ , . . _ . . ._ _ _ _ _ _ _ _ _ . . _ . _ . _ _ _ . _ . . ~ - - - . _ . . _ _

) .

It is plamed that the five-part assessment plan will continue with special attention to be focused on assuring formal classroom evaluation at least monthly by S. L. Newton and R. A. Knief. Evaluation by other Training Department personnel will also be specified. A second interview of Mr. Husted by R. L. Long and H. D. Hukill should be appropriate about the first week of October.

Prepared by R. L. Long and R. A. Knief August 30, 1982 cc: R. C. Arnold E. L. Blake S. L. Newton l

t~ .

& ~

o April 10, 1986 UNITED STATES OF AMERICA NUCLEAR REGULATORY COMMISSION BEFORE THE ADMINISTRATIVE LAW JUDGE In the Matter of )

)

GENERAL PUBLIC UTILITIES ) Docket No. 50-289 (CH)

NUCLEAR CORPORATION )

)

(Three Mile Island Nuclear )

Station, Unit No. 1) )

)

CERTIFICATE OF SERVICE I hereby certify that copies of Deborah B. Bauser's letter of April 10, 1986 to Louise Bradford and enclosed documents, were served on the following by deposit in the U.S. mail, first class, postage prepaid, or, as indicated by one asterisk, by Federal Express, this 10th day of April, 1986.

i l

1 Morton B. Margulies, Esquire Administrative Law Judge Atomic Safety and Licensing Board Panel U.S. Nuclear Regulatory Commission Washington, D.C. 20555

, George E. Johnson, Esquire Office of Executive Legal Director U.S. Nuclear Regulatory Commission Washington, D.C. 20555 Atomic Safety and Licensing Board Panel U.S. Nuclear Regulatory Commission l Washington, D.C. 20555 l 1

-he Docketing and Service Section Office of the Secretary U.S. Nuclear Regulatory Commission Washington, D.C. 20555

• Ms. Louise Bradford Three Mile Island Alert 1011 Green Street Harrisburg, PA 17102 Michael Maupin, Esquire Hunton & Williams P. O. Box 1535 Richmond, VA 23212 hDeborah

4. B.hBauser