ML20235D755
| ML20235D755 | |
| Person / Time | |
|---|---|
| Site: | Browns Ferry  |
| Issue date: | 02/17/1988 |
| From: | Long J TENNESSEE VALLEY AUTHORITY |
| To: | |
| Shared Package | |
| ML082340470 | List:
|
| References | |
| 71800, 71800-V07-R04, 71800-V7-R4, NUDOCS 8902210029 | |
| Download: ML20235D755 (110) | |
Text
{{#Wiki_filter:.. .> y EMPLOYEE CONCERNS SPECIAL PROGRAM l i VOLUME 7 MANAGEMENT AND PERSONNEL CATEGORY 1 SUBCATEGORY REPORT 71800 1 EMPLOYMENT UPDATED I TVA NUCLEAR POWER. r ig l ,,il h. ___----__--_____.__--.-----____-._.-___n-
G TiTA EMPLOYEE CONCERNS REPORT NUMBER: 71800 SPECIAL PROGRAM REPORT TYPE: Management & Personnel Subcategory REVISION NUMBER: 4 TITLE: Employment PAGE 1 0F 38 ) REASON FOR REVISION: Incorporation of final TAS editorial comments. PREPARATION PREP 4 RED BY: Y 9 G '7' <T @ [/ V "' SIGNATURE DATE REVIEVS PEER: A d -/ 6 '08 SIGNATURE DATE TAS: MM $ ( S O-5 h /]/lV80 {o SIGNATUpE DATE'"/ CONCURRENCES CEG-H: .? - i 4 # SRP: W06 2 */8'0 sluNATURE DATE SIGNATUp[/ DATE APPROVED BY: 2-t7 FF s/A f f ECSP MANAGER DATE MANAGER OF NUCLEAR POWER DATE V CONCURRENCE (FINAL REPORT ONLY) 18397 ./ _._d
--v ( t. I; ' 71800. TVA EMPLOYEE CONCERNS REPORT NUMBER: SPECIAL PROGRAM ~ FR3NT. MATTER REY: -3 PAGE i 0F vill Preface This subcategory report is one of a series of reports prepared for the Employee Concerns Speelal Program (ECSP) of the Tennessee Valley Authority. l (TVA). The ECSP and the' organization which carried out the program, the Employee Concerns Task Group (ECTG), were established by. TVA's Manager of Nuclear Power to evaluate and report on those Office of Nuclear Power (ONP) employee concerns filed before February 1, 1986. Concerna filed after that-date are handled by the ongoing ONP Employee Concerns Program (ECP). The'ECSP addressed over 5800 employee concerns. Each of the concerns was a formal, written description of a circumstance or circumstances that an employee thought was unsafe, unjust.11nefficient, or inappropriate. The mission of the Employee Concerns Special Program was to thoroughly investigate all issues presented in the concerns and to report the results of those investigations in a form accessible to ONP eaployees, the NRC, and the general public. The results of these investigations;are communicated by four levels of ECSP reports: element, subcategory, category, and final. Element reports, the lowest reporting level, will be published only for those concerns directly affecting the restart of Sequoyah Nuclear Plant's reactor unit 2. An element consists et one or more closely related issues. An issue is a potential problem identified by ECTG during the evaluation process as having'been raised in one or more concerns. For efficient handling, what appeared to be similar concerns were grouped.into elements early in the program, but issue definitions emerged from the evaluation process itself. Consequently, some elements di-d include only one issue, but often the ECTG evaluation found more than one issue per element. Subcategory reports summarize the evaluation of a number of elements. However, the subcategory-repcet does more than collect element level evaluations. The subcategory level overview of element findings leads to an integration of information that-cannot take place at the element level. This integration of information reveals the extent to which problems overlap more than one eleme_nt and will therefore require corrective acelon for underlying causes not fully apparent at the element level. To make the subcategory reports easier to understand, three items havs t een placed at the front of each report: a preface, a glossary of the terminology unique to ECSP' reports, and a list of acronyms. Additionally, at the end of each subcategory report will be a Subcategory-Ssmmary Table that includes the concern numbers; identifies other subcategories that share a concern; designateu nuclear safety-related, safety significant, or non-safety related concerns; designates generic applicability; and briefly states each concern. Either the Subcategory Summary Table or another attachment or a combination of the two will enable the reader to find the report section or sections in which the issue raised by the concern is ev.aluated. ~ ~
q TVA EMPLOYEE CONCERNS REPORT NUMBER: 71800 SPECIAL PROGRAM FRONT KATTER REV: 2 PAGE 11 0F vili The subcategories are themselves summarized in a series of eight category reports. Each category report reviews.the major findings and collective significance of the subcategory reports in one of the following areas: management and personnel relations industrial safety construction material control ) operations I i quality assurance / quality control welding engineering A separate report on employee concerns dealing with specific contentions-of intimidation, harassment, and wrongdoing will be released by the TVA Office of the Inspector General. Just as the subcategory reports integrate the information collected at the element level, the category reports integrate the information assembled in all the subcategory reports within the category., addressing particularly the underlying causes of those problems that run across more than one subcategory. A final report will integrate and assess the information collected by all of the lower level reports prepared for the ECSP, including the Inspector General's report. For more detail on the methods by which ECTG omployee concerns were evaluated and reported, consult the Tennessee Valley Authority Employee Concerns Task Group Program Manual. The Manual spells out the program's objectives, scope, organization, and responsibilities. It also specifies I the procedures that were followed in the investigation, reporting, and closecut of the issues raised by employee concerns. i
v TVA EMPLOYEE CONCERNS REPORI NUMBER: 71800 / SPECIAL PROGRAM FRONT MATTER REY: 2 PAGE 111 0F vili ECSP GLOSSARY OF REPORT TERMS
- l classification of evaluated issues the evaluation of an issue leads to one of l
the following determinations: 1 Class A: Issue cannot be verified as factual Class B: Issue is factually accurate.but what is described.js not a j problem (i.e., not a condition requiring corrective action) Class C: Issue is factual and identifies a problem, but corrective action for the problem was initiated before the evaluation of the issue was undertaken Class D: Issue is factual and presents a problem for which corrective action has been, or is being, taken as a result of an evaluation f C1sss E: A problem, requiring corrective action, which was not identified by an employee concern, but-was revealed during the ECTG evaluation of an issue raised by an employee concern. collective significance an analysis which determines the importance and consequences of the findings in a particular ECSP report by putting those findings in the proper perspective, concern (see " employee concern") corrective action steps taken to fix specific deficioneles or discrepancies revealed by a negative finding and, when necessary, to correct causes in order to prevent recurrence. criterion (plural: criteria) a basis for defining a performance, behavior, or quality which ONP imposes on itself (see also " requirement")', element or element report an optional level of ECSP report, below the subcategory lovel, that deals with one or more issues. employee concern a formal, written description of a circumstance or circumstances that an employee thinks unsafe, unjust, inefficient or inappropriate; usually documented on a K-form or a form equivalent to the K-form.
I I TVA EMPLOYEE CONCERNS REPORT NUMBER: 71800 SPECIAL PROGRAM FRONT MATTER REY: 2 1 PAGE iv 0F viii I evaluator (s) the individual (s) assigned the responsibility to assess a-specific grouping of employee concerns. 1 findinas includes both statements of fact and the judgments made about those facts during the evaluation process; negative findings require corrective action. -issue 'a potential problem, as interpreted by the ECTG during the evaluation process, raised in one or more concerns, i K-form (see "amployee concern") requirement a standard of performance, behavior, or quality on which an 3 evaluation judgment or decision may be based. j l root cause the underlying _ reason for a problem. j 1 ' Terms essential to the program but which require detailed definition have been defined in the ECTG Procedure Manual (e.g., generic, spec 4fic, nuclear aatety-related, unreviewed safety-significant question). l l E .____.__m
l ) TVA EMPLOYEE CONCERNS REPORT NUMBER: 71000 SPECIAL PROGRAN FRONT MATTER REV: 2 l PAGE v 0F vili Acronyms AI Administrative Instruction AISC American Institute.of Steel Construction ALARA As Low As Reasonably Achievable ANS American Nuclear Society J ANSI American National Standards Instituto l ASME American Society of Mechenical Engineers ASTM American Scciety for Testing and Materials AWS American Welding Society BFN Browns Ferry Nuclear Plant BLN Bellefonte Nuclear Plant CAQ Condition Adverse to Quality CAR Corrective Action Report CATD Corrective Action Tracking Document CCTS Corporste Commitment Tracking System CEG-H Category Evaluation Group Head CFR Code of Federal Regulations CI Concerned Individual CMTR C6ctified MateriM Test Report COC Certificate of Conformance/ Compliance DCR Design Change Request DNC Division of Nuclear Construction (see also N!I CON) 1.
v... 3 f TVA EMPLOYEE CONC 2RNS REPORT NUMBER: 71800 SPECIAL PROGRAM FRONT MATTER REY: 2 PAGE vi 0F viil' DNE. Division.of Nuclear Engineering DNQA Division of Nuclear Quality Assurance DNT Division of Nuclear Training DOE Department of Energy 7 i DP0 Division Personnel Officer ~l DR Discrepancy Report or Deviation Report ~ ECN Engineering ~ Change Notice ) ECP Employoe Concerns Program I ECP-S8 Empic.yee Concerns Program-Site Representation CCSP Employee Concerns Specia,1 Program ECTG Employee Concerns Task Group EEOC Equal Employment Opportunity Commission. EQ-Environmental Qualification EMRT Emergency Medical Response Team EN DES Engineering Design i 1 ERT Employee Response Team or 'mergency Response Team E i FCR Field Change Request j FSAR Final Safety Analysis Report FY Fiscal Year GET General f.mployee Training HCI Hazard Control Instruction HVAC Heating Ventilating. A.ir Conditioning II Installation Instruction INPO Institute of Nuclear Power Operations IRN Inspection Rejection Notice .l i 2 I 1 1. m.
v- ] TVA EMPLOYEE CONCERNS REPORT NUMBER: 'lb90 i $PECIAL PROGRAM FRONT MATTER REV: ; J PAGE vil 0F viii a L/R Labor Relations Staff MjAI Modifications and Additions Instruction MI Maintenance Instruction MSPB Merit Systems Protection Board MT Magnetic Particle Testing NCR Nonconforming Condition Report NDE Nondestructive Examination NPP Nuclear Performance Plan NPS Non-plant Specific or Nuclear Procedures System NQAM Nutisar Quality Assyrance Manual NRC Nuclear Regulatory Commission NSB Nuclear Services Branch NSRS Nuclear Safety Review Staff NU CON Division of Nuclear Construction (obsolete abbreviation, see DNC) NUKARC Nuclear Utility Management and Resources Cos.nittee OSHA Occupational Safety and Health AdmiralstrEtion (or Act) ONP Office of Nuclear Power OWCP Office of Workers Compensation Program PHR Personal History Record PT Liquid Penetrant Testing QA. Quality Assurance QAP Quality Assuranf.e Procedures j QC Quality Control QCI Quality Control Instruction
..- uw v.- .B, f. t TVA EMPLOYEE CONCERNS REPORT NUMBER: 71800' i SPECIAL PROGRAM 'd FRONT MATTFR REY: 2 YAGE vill 0F vili QCP Quality Control Procedure i QTC Quality Technology Cornpany b RIF Reduction in Ferce l RT Radiographic. Testing s SQN Sequoyah Nuclear Plant-SI Surveillance Instruction SOP Standard Operatitig Procedure ] SRP Cenior.Periew Penel SWEC Stone agd Webster Engineering Corporation 7AS Technical Assistance Staff T&L Trsdes and Labor TVA Tennessoe Valley Authority ) l TVTLC. Tennessee Valler Trades and Labor Council } ~ l I UT Ultrasonic Testing l VT Visual.1ect.ing 1 WBECSP Watts Bar Employee Concern Special Progrha WBN Watts Bfr Nuclear Plant k'3 Work Request or Work Rules .k WP Workplans l 1 1 i l i i 1 1 l I
m q l s 4 l EMPLOYMENT l Subcategory Report 71800 l l Executive Summary l l The subcategory included 254 employee concerns which raised 21 issues arising from TVA's employment policiec and sirocedure. The 21 issues fall into five major topics: the job classification system, reductions in force and layoffs, spapEasiorte and terming ions, the internal selection process, and the vacancy announcement process. Only thr. job classification system and the internal selection process were evaluated to have significant ptobl6ms. The c? ossification system is a source of confusion; selection and pronotion are a source of serious resentment. 1 The problems with the classification system used during the timefrase oi? this issue could be traced to con cdir.tions f.n t.h'e system, lack of planning, lack of training, 1c.ck of line venagement involvement, and unnecessary complexity. The old systera will be replaced by the new Hay Classification System. The internal selection process suffered from a widespread employee perecption that promotions and vettacy selsetion ars b;. sed on favoritism. This perception was hard to dispell because documentation and review of such decisions were of ten hot adequwtt. A number of steps have beat. taken or initiated to eliminate the perceptton of favoritism:
- All Division of % clear Construction (DNO) supervisors are now required to take a managerial skil h course which itic 7.ude s training on jobs selection and on selection doctanentation.
- Selection and promotion of M-5 through M-7 positions are now reviewed by the Nucliar Poyer Management Review Board, Selection and promotion of M-1 through M-4 positions tre now reviewed by tite 3ppropriate division or site Management Review Board.
- All prom 0tions to foreman or general foreman in PIC are now reviewed by the General Constimetion Superintendent.
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m TVA EMPLOYEE CONCERNS REPORT NUMBER: 71800 SPECIAL PROGRAM REVISION NUMBER: 4 PAGE 2 0F 38 1.0 CHARACIEFIZATION OF ISSUES 1.1 Introduction This report covers the subcategory of Employment. It addresses 21 issues raised about the classification, the reduction-in-force (RIF), the suspensions and terminations, the selection process and the Vacancy Announcement process for employee jobs. Those issues are also raised about supervisory evaluations and conflicts of interest. One other element titled " Miscellaneous", is a group of 5 concerns of which sufficient information does not exist for an evaluation. Although the majority of the concerns were generated at Watts Bar Nuclear Plant (WBN), most of the issues raised are applicable to any TVA sites. To locate the J ssue ic which a particular concern is evaluated, consult the following accachmeats: 1 Attachment A Subcategory Summary Table Attachinent B, List of. Concerns by Issue All Management and Personnel Category concerns having a technical l ecmponent (including all concerns designated Nuclear Safety-related) l are shared with the appenpriate technical category.for investigation and resolution of that technical component. Report (s) sharing a concern with this report are identified in the ensey f or that concern on Attachment A. 1.2 Description of Issues There are 254 concerns in the Employment Subcategory Report (71800). The 254 concerns are grouped into 8 elements addressing a total of 21 issu~s. Two of the issues are about the job e classification system. Eix cf the issues are about RIF's and layoffs. Three of the issues are about suspensions and terminations. Three of the issues are about the internal selection and promotion process. One issue is tbout the Vackney Announcement i process. TWO of th9 issues are about the Form TVA 77, Supervisory Evaluations. Two of the issues'are abour. conflict of interest. And-a miscellaneous'lssue contains concerns which ha.ve insufficient 1 information to svaluate, i l I l i l. ,_________.__m__
TVA EMPLOYEE CONCERNS REPORT HUMBER: 71800-SPECIAL PROGRAM REVISION NUMFiER: 4 PAGE 3 0F 38 l 1.2.1 Classification A. Issue 71801 - Salary Pclicy Classificatica 1 Twenty-eight coreerned individuals (CIs) alleged that'the Salary Policy classifications have inconsistencies in i both the strutture and the implementation of the system. i B, Issue 71802 - Trades and Labor (T&L) Three CIs alleged that there are no job descriptions for T&L workers and that work is improperly assigned across craft jurisdictional Doundaries. 1.2.2 RIFs and Layoffs l A. Issue 71803 - RIF and Layoff Procedures Seen'As Unfair l Fifty CIs alleged that the RIF/ layoff procedures were l unfair because: (1) seniority was not being corisidered (2) employees competitive levels were changed at the l last minute (3) temporary employees were retained while permanent employees were RIFed (4) RIFs were being used for selective recall B. Issue 71804 - Welder-to-Steamfitter RIi' Ratio l Three CIs alleged that the welder and steamfitters should be' laid off equally. C. Issue 71805 - Layoff and RIF Retention List Availability One CI alleged that an employee was not allowed to view the layoff /RIF retention list that affected the I employee. D. Issue 71006 - RIF Reassignment of Foremen and Instructors Three CIs alleged that foremen and instructors could be ] reassigned journeymen jobs if their job was eliminated by a RIF. E. Issue 71807 - Punishment of " Dog-off" Errors I I f - Q
e i e TVA EMPLOYEE CONCERNS REPORT NUMBER: 71800 SPECIAL PROGRAM REVISION NUMBER: 4 PAGE 4 0F 38 One CI alleged that an employee was " dogged-off" because of an error by management and engineering. F. Issue 71808 - Hiring New Workers While Simultaneously F.IFing Proven Workers Two CIs alleged that TVA was hiring new employees at WBN permanent plant while WBN Division of Nuclear 3 Construction (DNC) was laying off workers in the same 1 craft. G. Issue 71809 - Retention cf Non-certified Welders Four CIs alleged that it was improper to retain fitter-weltors who failtd their decertification tast while cartified fitter-velders were RIFed. 1.2.3 Suspensions and Terminations A. Issue 71810 - Coordination 3etween Managers and Personnel Officers l One CI alleged that managers did not discuss or coordinate disciplinary action / suspensions and i terminations with the personnel officers before taking I the action. l B. Issue 71811 - Insupportable Disciplinary Action I l Seven CIs alleged that some disciplinary action l (suspension / termination) taken against employees was not fair or supportable. l C. Issue 71812 - TVA Disciplinary Process Cumbersome and Slow Three CIs alleged that TVA's disciplinary process is too cumbersome and has too many steps. 1.2.4 Internal Selection and Promotion Process A. Issue 71813 - Salary Policy Personnel Selection and Promotion Seventy-three CIs alleged that the selection and promotion of salary policy employees is unfair. l ';m W n.M
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-v TVA EMPLOYEE CONCERNS REPORT NUMBER: 71800 SPECIAL PROGRAN 1 REVISION NUMBER: 4 PAGE 5 0F 38. l l B. Issue 71814 - Trades and Labor Selection and Promotion l Thirty CIs alleged that there.is no formal procedure in effect for promoting T&L workers-as foremen. C. Issue 71815 - Management Selection and Promotion Eleven CIs alleged that there are no written procedures or policies for selection'or promotion to management positions for either DNC or WBN permanent plant. 1.2.5 Vacancy Announcement Process A. Issue 71816 - Fairness of Vacancy Announcement Process Sixteen CIs alleged that the Vacancy Announcement process is unfair. CIs alleged that positions were being filled without the posting of'. Vacancy Announcements or that positions were filled before a Vacancy Announcement was l posted. l 1.2.6 Form TVA 77 A. Issue 71817 - A Particular General Foreman Gives All Employees an S2 One CI alleged that a particular Craft General Foreman was giving all employees being evaluated an S2 whether he knew their work or not. B. Issue 71818 - General Foremen Completing Form 77 Only Knew Employee Three Weeks I One CI alleged that the General Foreman'who completed the employee's 77 only knew the worker for three weeks. I 1.2.7 Conflict of Interest .A. Issue 71819 - Use of Contract Employees One CI alleged that TVA would be in violation of specific Federal codes since contracted managers could use their l position with TVA to award contracts to their affiliate ( companies'. I l
IVA EMPLOYEE CONCERNS REPORT NUMBER: 71000 SPECIAL PROGRAM REVISION NUMBER: 4 PAGE 6 0F 38 8. Issue 71820 - Hiring of Former NRC Officials l 1 Ten CIs alleged that TVA has hired former Nuclear l Regulatory Commission (NRC) officials and that this l created a potential conflict of interest. J l 1.2.8 Miscellaneous l 1 Issue:71821 - Concerns With Insufficient Information to l Evaluate j Five concerns contain insufficient information to ovaluate. { 2.0
SUMMARY
2.1 Summary of Issues l The evaluation in this subcategory covers the issues arising from i TVA's employment policies and procedures. The 254 concerns in this l subcategory were classified into the following elements: classification, RIFs and layoffs, suspensions and terminations, the I internal selection process, and the vacancy announcement process. 2.2 Summary of Evaluation Process The evaluator has reviewed all the information available on the concerns in this s.uocategory. The information pertinent to the evaluation of the issues has been considered and incorporated in this report. i l The evaluation of this subcategory was conducted according to t.he ] Evaluation Plan for the Employee Concerns Task. Group (ECTG) and the i Evaluation Plan for the Manar,ement and Personnel Category. j 2.3 Summary of Vindinas 2.3.1 Classification I TVA's classification and compensation system is very complicated and difficult to administer. Its intricacies are l not fully understood either by most employees or by many line i
- managers, i
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4 4 ZYA EMPLOYEE CONCERNS REPORT NUMBER: 71000 SPECIAL PROGRAM REVISION NUMBER: 4 J PAGE 7 0F 38 2.3.2 Reduction-in-Force / Layoff Evidence indicates that, with a few exceptions, the Office of ) Nuclear Power (ONP) is properly administering TVA layoff /RIF l procedures. i 2.3.3 Suspension / Termination The evidence from this evaluation indicates that TVA's suspensions / terminations are usually supportable and procedurally correct. 2.3.4 Internal Selection Process 1 Tt.e employee perception that favoritism governs promotions l and vacancy selection is widespread and persistent. This evaluation found little evidence to prove or disprove l favoritism exists. Subcategory report 71600 Labor l Relations, concluded that favoritism was a problem in the DNC T&L foremen selection process. This evaluation did reveal that sometimes there is insufficient review and documentation, of hiring and promotion decisions. 2.3.5 Vacancy Announcements Because the distribution process for vacancy announcements is fragmented, it does not assure that the widest reasonable i audience of potential candidates is being reached. 2.4 Summary of Collective Significance i Only two issues in this subcategory have revealed a major negative effect on employee effectiveness: (1) the classi'fication system and (2) the selection and promotion process. The classification system 5 is a source of confusion; selection and promotion are a source of l serious resentment. 2.5 S mmary of Causes 3 l 2.5.1 Classification l The problems with the present classification system can be traced to contradictions in the system, lack of planning, lack of training, lack of line management involvement, and unnecessary complexity. 1 I l
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- TVA EMPLOYEE CONCERNS REPORT NUMBER 71000 SPECIAL' PROGRAM REVISION NUMBER:'
4~ PAGE 8 0F 38' 2.5.2' Simultaneous Hiring and RIFing of Steamfitters l The cause is lack of communication between the two sets of 'l personnel and employment offices at WBN. 2.5.3 Internal Selection-Process-The documentation and' review of hiring and promotion decisions is not always sufficient enough'to prove that selection and promotions are made on the' basis of merit and efficiency. 2.5.4. Vacancy Position Announcements Fragmented administrative control of the distribution of vacancy announcements is the major cause of the problem identified in this issue. 2.6 Summary of Corrective Action 2.6.1 Classification System A new classification system will replace the current one. 2.6.2 Simultaneous Hiring and RIFing of Steamfitters A nuclear personnel standard will ensure the exchange of i information on hiring and pending reductions between l responsible offices at each site so that affected workers may-be considered for any jobs for which they are qualified. 1 i 1 2.6.3 Internal Selection Process -All managers are now required to take a managerial skills course which inclLdes training on jobs selection and selection documentation. i Selection and promotion of M-5 through M-7 positions are now reviewed and documented by the Nuclear Power Management Review Board. Selection and promotion of M1.through M4 positions are now being reviawed and documented by each division or site Management Review Board. All promotions to foreman or general foreman are now' reviewed and documented by the General Construction Superintendent. Also see Subcategory report 71600, Labor Relations for further information, foremen or general foremen selections. i 1
m-TVA EMPLOYEE CONCERNS REPORT NUMBER: 71800 SPECIAL PROGRAM REVISION NUMBER: 4 PAGE 9 0F 38 2.6.4 Vacancy Position Announcements i i A nuclear personnel standard will ensure a file of all current vacancy position announcements is available for employee viewing at a central location on each site, 4 3.0 EVALUATION PROCESS 3.1 General Methodology The evaluation of this subcategory was conducted according to the Evaluation Plan for the ECTG and the Evaluation Plan for the Management and Personnel Group. The concern case flies were reviewed. Source documents were researched and interviews conducted in order to identify the requirements and criteria which applied to the issues addressed in the concerns. The concerns were grouped into two elements; the elements were subdivided into issues. j The issues were evaluated against the identified requirements and I criteria to determine findings. A collective significance analysis was conducted; causes were indicated for negative findings; and corrective action for the negative findings was initiated or determined to have already been initiated. 3.2 Detailed Methodology The source documents reviewed included: The Personnel Manual The Articles of Atreement The General Aareements TVA Classification Manual TVA Division of Personnel's Concept Statement on Factor Point Method Job Evaluation which was prepared by Compensation and Standards Branch, April 1977 Memorandum to Division of Personnel Offices from John S. Bryon, Chief, Planning and Analysis Branch, Division of Personnel on Classification and Pay Review Task Force 1 )
TVA EMPLOYEE CONCERNS REPORT NUMBER: 71800 SPECIAL PROGRAM REVISION NUMBER: 4 PAGE 10 0F 38 Quantitative Factor Analysis Job Evaluation System (SD and SE pay schedules) developed by the Pilot Job Evaluation Study Committee, March 1975 l Various compensation management,. theory, and practice: books, layoff and RIF retention lists, suspensions'and. termination notices Numerous interviews were conducted with line managers, personnel officers, Division of Personnel representatives, and Labor Relations Staff members 4.0 FINDINGS 4.1 Classification The overall issue is whether the job classification system is accurate or efficient. For employment classification, employees who work at WBN can be categorized into three groups: Management, Salary Policy, and Trades and Labor. The WBN personnel offices do not necessarily classify similar positions identically. None of the concerns in this element questioned management classifications so that group will not be addressed here. 4.1.1 Issue 71801 - Salary Policy Classification The concerns in this issue alleged that the Salary Policy classifications have inconsistencies in both the structure and the implementation of tne system. I Discussion TVA has a complicated Salary Policy Classification System. The system has eight classification groups, seven pay schedules and seven pay lines. There are approximately 180-200 job titles. Pay schedules overlap. Classification groups overlap. Line managers and supervisors are responsible for keeping job descriptions current and for writing new job descriptions. However, there were no written procedures on classification to guide these line managers and supervisors. l l l l l
o i TYA EMPLOYEE CONCERNS REPORT NUMBER: 71800 j SPECIAL PROGRAM ) REVISION NUMBER: 4 ) j PAGE 11 0F 38 I Job descriptions.are prepared'to reflect what a particular job contributes to TVA by use of a "guidechart." These J guidecharts give as numerical values the " compensable factors" for a particular job or group of jobs. In the words i of Supplementary Aareement 2 " Certification of Positions," ) (March 4, 1983): Job (or compensable) factors describe how work is performed as opposed to duties and responsibilities which describe what work is performed. If a guidechart is available (they are lacking for some job titles) and if the line manager's description of the job makes clear which compensable factors apply to it, then finding the points due that job title on the guidechart can be a straight forward task. i l The point factor system was instituted in 1977 as a l replacement for a system based on job content. The point classification system emphasizes job contribution: what aspects of the job are important to TVA's determination of what someone doing that job should be paid. On the other hand, a job content analysis classification system spells out all the functions that the doer of the job must perform and be responsible for. Job content descriptions define the whole job, job factoring highlights how much thinking. l initiative, and special knowledge the job requires. The key to avoiding confusion when writing a job description is knowing what compensable factors are crucial for a particular job. For example, supervision is a key part of an i Office Administrator SA-l's job, but supervision is not a key part of a Purchasing Agent SA-2's job. Therefore, while the number and grade levels of those supervised by the Office Administrator are essential in determining compensation, the same information does not affect the Purchasing Agent's pay because supervision is not a central factor in the latter's job description. The classification and job structure evaluation process is not intended to be a means for rewarding outstanding service. Rewards for outstanding service are provided by the j merit system.
TVA EMPLOYEE CONCERNS REPORT NUMBER: 71800 SPECIAL PROGRAM' REVISION NUMBER: 4 PAGE 12 0F 38 for the. purposes.of the classification system, how well or .poorly a function is performed is not examined. What is examined is whether the work assigned is.that given to-a different pay level..IfL it is, the~eaiployee is entitled to reclassification, j The interview and source document resetech done for this evaluation resulted in the following specific findings: i 1. Employees do not understand the classification system. 2. %cause a structured progetm for implementation, administration, and training on the classification system was not put in place from the beginning, many managers do not understand it either. 3. The system lacks sufficient involvement on the part of j the line mana6ers. i 4. Responsibility for admihostration of the system has fluctuated. 3. Positions with similar-duties and responsibilities are classified differently.- 6. Guidecharts do not exist for all job cities. Computer-related job titles are an example. 7. Compensable factors (the classification criteria la this type system) differ from pay group to pay group and have also changed over time. 8. Work has been moved from job titles in one schedule to job titles in a different schedule. 9. The older job content still surfaces to confuse the newer job contribution approach to classification. For example, while recognizing compensable factors (job 1 contribution), the training on job description writing conducted by the Classification and Compensation Branch of the Division of Personnel taught job content. _.._______._____._____m____ a
v TVA EMPLOYEE CONCERNS REPORT NUMBER: 71800 SPECIAL PROGRAM REVISION NUMBER: 4 ) PAGE 13 OF 38 l Conclusions j 1 Pnesonnel officers and line managers have attempted to administer the classification system fairly. However, the l concerns or. Salary Policy classifications have identified j inconsistencies in both the structure and the implementation of the system which constitute a problem, but corrective action for the problem was initiated before the evaluation of this issue was undertaken. 4.1.2 Issue 71802 - Trades and Labor (T&L). The contentions raised in this part of the overall issue were that there were no job descriptions for T&L workers and that work is improperly assigned across craft jurisdictional. 1 boundaries. i l Discussion l 1. Job Descriptions The requirement for T&L job descriptions was initiated l and negotiated by T&L unions with TVA. TVA believes the nature of the work in the particular craf t for all intents and purposes describes the work parameters. i Consequently, there are no job descriptions for Schedule A employees (construction work). The job descriptions which exist for Schedule B employees (regular maintenance work and miscellaneous operating work) are the result of actions taken by the joint classification committee. 2. Jurisdictional Boundaries a. Disputes regarding jurisdictional boundaries between unions are covered by~the General Aareement, Section VI. There is no appeal for work assignments within jurisdictional boundaries. TVA assumes proficiency in all areas within jurisdictional boundaries. If jurisdictional boundaries include two I or three work areas and TVA assigns craft personnel to one work area in which a high level of proficiency l 1s achieved, TVA still reserves the right to assign work in other work areas within jurisdiction, and expects proficiency in the other areas even if it may not be as high.
TVA EMPLOYEE CONCERNS REPORT NUMBER: 71800' SPECIAL PROGRAM REVISION NUMBER: 4' PAGE 14 0F 38 b. Disputes regarding jurisdictional boundaries between General ~ Agreement unions'and Salary Policy employees are decided by TVA's Director of Labor Relations. 'The employee or employee's union (s) contacts TVA's Director of Labor Relations. Union representatives fcr the classifications: involved are contacted by the Labor Relations Staff. A review, investigation,Jand decision is made by TVA's Director of Labor Relations. Conclusions The issue that there are few job descriptions for T&L workers 'is factually accurate. It is not a problem._however, because' in most cases the nature of. work in a particular craft sufficiently describes a worker's job' functions. ~ The concerns about improper classification of T&L Work have three answers depending on the specific boundary violation alleged. If it is a jurisdictional dispute between T&L unions, those. boundaries are covered by the General Agreement and therefore violations of them can be grieved through-the brievance adjustment procedure of.the General Agreement. If-the jurisdictional boundary of the craf t includes more than one work area, TVA has the ri$ht to assign workers.in that l craft to any'of those work areas. If the work assignment crosses jurisdictional boundaries between General Agreement unions and Salary Policy employees, jurisdiction is settled by the Director of Labor Relations. In the second case no problem exists; in the first and third cases corrective machinery is already in place. Therefore, no corrective action is necessary. 4.2 RIFs and Layoffs
Background
Layoff of employees refers to the release of employees with less than one year of current continuous service. A RIF refers to the l release of employees with mare than one year of current continuous service. Both layoffs and RIFs are implemented in accordance with the General Agreements between TVA and the l l l
TVA EMPLOYEE CONCERNS REPORT NUMBER: 71800 SPECIAL PROGRAM REVISION NUMBER: 4 1 PAGE 15 0F 38 ) .i Tennessee Valley Trades and Labor Council, the Articles'of Agreement. ) between TVA and the Salary Policy Employees Panel, and Federal laws 'l and regulations. The TVA Personnel Manual, Volume II, PM Section 7, { " Reduction," outilnes the exact procedures to be fo11 owed in I conducting a layoff or RIF. Management invokes a layoff or RIF for the following reasons: lack or work, shortage of funds, reorganization, or exercise of restoration rights. After the decision has been made to have a layoff or RIF, the layoff or RIF must be conducted according to procedures defined in the sources referenced above. These procedures leave very little discretion to management. Once a decision has been made to conduct a RIF, employees in the same i competitive level and area are placed on the same retention register I to compete for retention in the remaining portions..In a RIF their j competition is based on tenure, veteran's preference, and seniority (Federal service date). A competitive level includes all jobs in the competitive area in the same classification which are sufficiently similar and that the lacumbents can readily be i interchanged without serious harm to the work program. } Interchangeability depends upon the duties and responsibilities of i the job, not the qualifications of the incumbents. For example, the l competitive area for the annual Operating and Maintenance Employees at WBN includes: Permanent nuclear plant personnel except modifications group Salary Policy and Trades and Labor - WBN unit 2 ONP Training Center The competitive area for construction employees in DNC at WEN includes: Modifications Group - WBN unit 1 Each official station within DNC other than the two listed below Each official station within DNC Services Each DNC project branch l On the retention register, employees are placed in three groups. I' Group I--Permanent tenure, Group II--Propermanent tenure, Group III--Indefinite tenure and temporary appointments who have over one year of current continuous service. Etaployees are listed within the groups based on veteran's preference and seniority. Within each of the tenure groups, nonveterans are released first, veterans are released second, and veterans with 30 percent or
.L TVA EMPLOYEE' CONCERNS. ' REPORT NUMBER: 71900. SPECIAL PROGRAM REVISION NUMBER:~ 4 PAGE 16 0F 38-greater compensable military service-connected disability are. released last. All Group.III employees would be released before Group II employees would be affected and all Group'II employees l would be released before affecting any Group I employees. It is a very structured procedure with no flexibility. .4.2.1 Issue 71803 - RIF and Layoff-Procedures'Seen As Unfair Discussion 'There were several'CIs that alleged ths.t the RIF/ layoff - 1 procedures were unfair for one of the following. reasons: the procedures were not being administered' properly; 1 seniority was not being considered;; employees competitive, levels were changed at the.last minute; temporary employees. I were retained while. permanent emp1vyees.were RIFed; or RIFs j were being,used for selective recall.' 'These are all' procedural questions and were reviewed'as such. -For the ovaluation of this' issue and of issues in the Veteran's Preference subcategory, 374 retention' registers were j reviewed. That revicw revealed thattthe procedures wete j being properly followed and employees were being layed off/RIFed by the correct procedures. In addition, the results of-interviewsLwith numerous personnel officers indicate-that they are knowledgeable of Ethe RIF/ layoff procedures 'and' regulations. This is an important' indicator-since these are the persons responsible.for properly conducting o layoff /RIF in their respective organization. - j ] Another source.of information reviewod was the number of grievances and Marit Systems Prctecti'on Board _(MSPB)- l appeals. If an employee believts she/he has not been treated fairly in a Inyoff/RIF, and she/he is a.T&L employee, she/he l can request her/his actredited union representative to appeal ~ this matter enrough the~. grievance adjustment. procedure of the General Arrer, ment. If stie/he is'a Salary Policy Employee, she/he can file a grievance undar the (Jievance procedure ~ outilned'in the Atticles of Agreement. It'the. employee believes the action Wei based on the employee's race, sex, origin, or creed, the esployee pay file an EOC-complaint. RIF'uctione may also be appealed to the Merit Systems Protection Boned (MSPb). The MSPB appeal rights and forme are presente4 at the' time the notice ~cf RIF is issued. l mW
m o o- .v. ^ TVA EMPLOYEE CONCERNS REPORT-NUMBER: 71800-SPECIAL.PROGRAN: s - REVISION 'NURBE2: 4 PAGE117-OF 38 i. 1 i j A Thus, employees have various avenues to pursue'or obtalk a, third-party review of TVA's, action. This ic a good check and j balance in.the system to.9nsure that theiproceduces'are being -properly followed. IVA his had a:very high success rato in defending RIF actions with-the MSPE. For example, in the,0NC from January 1984 to January'1986 there were 249 Salary. j Policy (RIFs). During this time only 18 appea'is were filed i and TVA was upheldc op;13 of those appeals,-four were dismissed and one was withdrawn. TVA-wice gr.ievance andE35F3 appeal Cata further document TVA's aigh success' rate in t c defending its layoff /RIF action' I conclusion The evidence cicaely jndicates that overall"TVA is properly i administering.the layoff /RIF procedures. Therelore. this j issue is not ftetyally; accurate. j 14.2.2 Issue.71804 -Welder-toLSteamfitterRIFRatio i Discussion 4 Anothergr0Lpof. concerns' questioned'thdi' Welder-to-Steamfitter - RIT ratio.' -In the f past,the layoffs or i RIFs ' nave been 50-50.' Durinc she'Jist layoff /RIFlin 1985, l approrfattely 60 perce'nt were steamfitters. ! The'CIs alleged that lh/A &cted icproperly 'doing this and'should layoff' the two classifications equally. 'There is no requirement ort practice that requires,that these employees be released;on a ,( t one t.o one basis,' Walpers.and Steamfitters by classification are limited to type of work. performed and f, jddament, by j macagement, must be made as to the most effectiSe makepp of 1 the worX force given the work remaining. D'aring the' 1985 I RIt,'manassaent docided that the remaining work dictated the reduction of fewer welders titan steamfitters, donclusion TYA was cor. In violation of any prot' dura when it decided tc e reduce fewer weldora than steatafitters. Therefore~, the' issue is factually acc~ urate, but does not identify 1a' problem'. ~ i i 1 i i t 1.-. .__-.__-.._.1_ . =
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s a t: REVISION NUMBERi 4: L' i PAGE1 18'0F 38, 4.2.3 Issue 71805 ' - Layoff anC RIF Rotention' List ' Availability-i. ,). ,0ne concern alleged that an employee was not' allowed to;viewi l theflayoff!RIF retention list that affected the employee. [ Personnel officers for DNC WBN, + for' permanent plant' personne1' at WBN, and for thu WBN Employment Office: stated.c unequivocally that employees see allowed to see the layoff /retentio?.listo aad that,such lists are open' to 'sployee ijewing. ' The TVA Personnel Manual requires.that $ll3 employees or their, union representatives be allowed to view .i the'laycff/EIF lists, l r Conclusion The issue cannot he'veriffed,as factual. This one concern appects to have been an isolated case'and no problem could,te burd with accessibility to this information.~ 4.2.4 Issue 71806 .RIF Reassignment Of Foremen'and Instructors 1 Discussion 4: i Thw e was a DNC concern-over the fact that forsman and instructors cou?,o 3e resssigned joucneynen' jobs'if their job was elimint.te<E by a RIF. The CI alleged that this was'not . proper. Another CI felt that it was not' fair that TVA only did thic in certain crafts. Reassignment e.ights are negotiated by TVA and the Tennessee Valley Trades and Labor Counci13 H-VII.E of the Gener,.a1, Atreement states: In certain crafts, foremac,and Instructors telected for-RIF in accordance with Section F, paragraph 1,: are ofCered reassignment to journeymen jobs in the syne c.mper.itive area. However, if theitt reassignment' requires a' seduction l in fort.e of journeymen, they are compared with the j journeymen in such reduction, and' thity are not nfiered j reassignannt.unless thfy can-be retained in such 1 reduction. The crafts to which this paragraph applies Asbestos Workers, Boilermakers, Bricklayers, are: Carpenters.-f, electricians, Iron-Verk.ers, Machinists, Painters Cenda;t Masons, Steamlitters, Roofers, and Sheet Metal Workers. l 1 l 4
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q ', q t %YA EMPLOYEE CONCERNS REPORT NUMBER: 71 LOO- -) - t SPECIAL PROGEAM .[ ..4 REVISION NUMBER: 1 i pAGE 19 OF 38 1 Conclugion l if. i t TVA clearly followed proper procedure in allowing foreman and i instructors in the craft.3 covered in H-Y:I.E of ;the Gefieral, .g Atreement to exercise their reassignment rights.=. In fcet. TVA would have been in vit)lation of the.Gdovral Aareemenf if 1 'they had-not..The status of'toreman,and instructors'cou?.d be 1 renegotiated dy TVA and the Tennessee Valley Trades. awl-Le.bo:- I Counell. This issue. is f actually eccur6e. However,'becausr s TVA complies.with the eneral Agregny,p,1, thic does net l present 3 problem'ef.qu rics correctivn' action. I 4.2.5 : Issue 71807 - Punishment of " Dog-off" Errors' Discussion i1 One concern was expressed _about[ar imployee's' being i" dogged ~ off" beca'se'of en error by managsment and e9sineering. The. u CI thought that e:nployees should he disciplined for'the error. Ar.lcordingtoH-VII.Fof.theGeneralAhreemeh.4manngesnenthas the contractual right to t9mporarily Jayoff or "d66.~off" employees. for periods up to 30 days-be ausit of adverse weather conditions; lack of, mat 6cials, equipment.lo;;401sigos; or other specified cehn tions. These elnployeeslare not terminated but are in nonpsy status while wsiting for work. The intent of the provision.is to corcr:Just such situations as those employea describad in the con.wrn..No other facts are available. It'cannot he determitied how many employces were "degged off," how serious the errors were,'whh committed them, or if the. errors warrant disciplinary action as the concerned employee suggested. l gemelusion i l Not encuch evidence yas availabliu in the. employee concern to i enable this issue to be verified. I 4 2.6 {csue 71808 - Wicing New Workers W ile Simultaneously RIFing Proven Workers i Discussi.on J Ueveral CIs question the hiring of new employees by WBN 1 1 permanent plant while WBN DNC uns laying off t'orkers in the, i .n same crafts. According to the WBN permanent' plant personnel l officer, some hourly steamfitters,were hired by the permanent i i I Lo I
t i TUA FMPLOYEE CONC, ERNS REPORT NUMBER: 71800 SPECIAL pHOGRAM REVISION NUMBER: 4 PAGE 20 0F 38 plant' while DiiC was laying off steamfitters. The perscnnel' officer stated that this happened only to the steamfitters and that it happened because permanent plant was not aware DNC was preparing for a layoff w'nen permanent plant decided to hire steamfitters by the cull-by-name process. In this process TVA requests certain individuals by name when asking the unions to provide namer of emp?oyees qualified to perform the work. Employment requests for DNC and WBN permanent plant are handled in two separate offices of the Employment Branch of the Division of personnel. The hiring of T&L employees for DNC is handled at the WBN Employment Office, conclusion Th0re is no violation of RIF procedures in the attamfitter situation because the personnel are in two separate competitive areas. However, such situat-lons could be avoided by bettee communication between the organizations. Inis issue it factual and corrective action has been initiated as a ?nsule of this evaluation. 4.2.7 Issue.718C) - Retention of Non-certified Welders Discussion Some CIs alleged that it was improper to retain f}tter-eviders who failed their decertification test while certified ritter-welders were hIFed. The facta expressed in enese concerns are correct in that fitter-welders who at the time of the RIF were not certified, were retained because they had a higher retention standing than some of the certified fitter-welders. This is not a violation of'the RIF procedures since management has determined that they are still in the same competition level regardless of their current certification standing. Fitter-welders who have temporarily lost their certifications are assigned other duties in the classification and do not perform any welding functions until they are decertified. The two alternatives to address this issue would be to autcGatically reclassify the fitter-welders when they lose their certification or terminate them for not meeting the qualification of the job. Construction management does not helleve either one of these alternative is practical. They believe the first could possibly be manipulated by employees l l
j v. ~ q l 4 i } 1 TVA EMPLOYEE CONCERNS. REPORT NUMBER: 71800' O SPECIAL PROGRAM REVIEION NUMBER:. a-i PAGE 21 0F~38 Ll .to better their retention standing at the time of a reduction and the second alternative'is too harsh ~since-thu { decertificatica is correctable. Conclusion j i The fact 9'li the concerns are correct however ' corrective-action is not necessary because KIF procedures were properly appliad.. Construction management ~ has: considered the. I alternatives to their present policy.and has determined.their-1 'present policy is mere efficient for'the organization'and' more equitable to the, employee. 4.3 Suspension and Terminations 4.3.1 Issus 71810 - Coordination Between Managers and Personnel Officers . Discussion i One CI contended that managers did not discuss er 'coordinsto j disciplinary action / suspensions and terminations ~with the i personne1' officers before taking the action. The WBN.' Construction Management Assistant (CMA), the peiJonnel-I officer for.WBN ONC.,And the pefsonnel officer for WBN permanent plane personnel stated that this is'not the case-for their areas. All three added that.they are ver.y much-involved in the process and provide'line management advice on R the appropriate disciplinary action.- They ar6'also j responsible for coordinating the actions, when necessary. -) with the Labor Relation Staff and.the Office of the General '{ Counsel (OGC). Labor Relations Staff and OGC representatives 1 confirmed that personnel officers are their. primary contacts I for suspension / termination actions. conclusion This issue is not factually accurate. i 4.3.2 Issue 71811 - Insupportable Disciplinary Action Discussion Several CIs contended that some disciplinary action (suspension / termination) taken against employees was not fair or supportable. It is not possible to review the specific cases they were referring to since we do not have the names of individuals
v TVA EMPLOYEE CONCERNS REPORT NUMBER: 71800 SPECIAL PROGRAM REVISION NUMBER: 4 j PAGE 22 0F 38 i i involved. Employees who believe the disciplinary action l taken against them is not justified may file a grievance, an .i Equal Opportunity Compliance (EOC) complaint or a MSPB appeal if eligible. 1 1 Suspension and termination notices for employees for WBN DNC and for WBN permanent plant personnel were reviewed to determine if procedures are being followed and if the actions taken were supportable. All the notices reviewed were clear on why the action was being taken. They were also each j supportsd by an outline of facts and/or previous action taken J to correct the deficiencies. ( Another indicator that the majority of disciplinary actions taken by TVA are supportable is TVA's success rate in defending the actions in the grievance adjustment process and i in the MSPB complaint processc In both processes, TVA has a high success rate in defending its actions. For example, I since 1978, thirty-one salary policy grievances, on disciplinary action, have gone before arbitration and TVA has been overturned in only three. For MSPB appeals, TVA has i approximately a 9d-percent success rate in defending its actions. Both of these are high success rates for third l party reviews. j conclusion Although, one may be able to point to an isolated case in which the disciplinary action taken against 2 particular employee was not justified, the data suggests that overall TVA's disciplinary actions arn justified. Therefore, this issue is not factually accurate. 4.3.3 Issue 71812 - TVA Disciplinary Process Cumbersome and Slow i Discussion The concerns in this issue contered that TVA's disciplinary I process is cumbersome and has many steps. TVA practices a l traditional approach to discipline which is based upon the theory that various standards of conduct and productivity can be achieved and maintained through n system of ever increasing degrees of punishment for noncompliance. TVA's corrective action pricess uouclly consists of verbal warninge, written wac..ing, suspension, and termination, unless the violation warrants going directly to a more severe corrective action. This.ls consistent with industry practice. The review process for disciplinary actions (e.g., 4
TVA EMPLOYEE CONCEERS REPORT NUHBER: 71800 ~ SPECIAL PROGRAM REVISION NUMBER: 4 PAGE 23 0F 38 personnel officers, Labor Relations Staff OGC) sometimes appears to be lengthy and repetitive. However, this extensive review process is a major reason why TVA is so successful in defending its disciplinary actions. Conclusion TVA's disciplinary process accomplishes its intended goals and therefore, this issue cannot be verified as factual. 4.4 Internal Selection and Promotion Process This issue attracted by far the most concerns in the employment subcategory. It has, for instance, over 50 percent more concerns than the layoff /RIF element. The 114 corcerns under this isste were general questions abour, the fairness or the effectiveness of TVA's procedures for promoting employees or for filling vacant positions with TVA employees < Because the issue itself questions the selection process as a whole3 it will be evaluated by an examination of how the whole process functions, subdivided only to reflect the three major employee classifications: Salary Policy, Trades and Labor, and Management. 4.4.1 Issue 71813 Salary Policy Personnel Selection and Promotion Several CIs aliaged that the selection and promotion of salary policy erployees is unfair. Discussion The Salary Policy employee selection and promotion processes are governed by agreements with affected unions. Those agreements are spelled out in the Articles of Ar,reem9nt, S-5. However, Federal laws including both those mandating Equal Employment Opportunity (EEO) and affirmative action coals and also the Veteran's Preference Act 1944 add requirements to the promotion process. The procedures TVA uses are defined in the TVA Personnel Manual. These procedures are administered, interpreted, and applied by personnel officials working for a specific organization, office, or division. Selection for promotion or transfer is made on the basis of I merit and efficiency. Just what constitutes merit or efficiency is difficult to define before hand because it depends on the I
l l TVA EMPLOYEE CONCERNS REPORT NUMBER: 71800 SPECIAL PROGRAM i. REVISION NUMBER: 4 PAGE 24 0F'38 l l -l requirements ofta particular' job anii on the jud; ment of the ,{ immediate maneger or supervisor for that position. The j mans 3er must determine the best match.between the requirements of,the job and the, applicants available. There-is no rigidly defined procedure that'a manager must-follow for the evaluation of either candidates for promotion or-for-transfer. However. a random sample of what WBN ] manager and supervisors described as theirJapproaches led to the model presented below. ,{
- 1. 'A spread sheet i~s made by identifying the various
-components of the qualification as' conveyed through the j vacancy announcement. 2. Managers then evaluate candidates against'the requirements on the vacancy announcement for-d Education and training requirements j k Work experience ] 3. Manager next review the Personnel History Record (PHR) and the service review for those candidates who meet or j exceed education, training, and work experience l requirements. l t 4. Three to four candidates are selected for an interview. 5. Top candidate is offered position or promotion. In determining the top candidate, the pianager must consider not only the knowledge, skills, and_ abilities of the candidates, but also the organization's needs. These needs can include affirmative action. goals, the need to recoup investments in training or speelal assignments, long-term organizational staffing needs, and the organization's need .J - for continuity of operations. J Once the hiring manger or supervisor determines the best l overall candidate for the vacancy or promotion, a recommendation is sent to the Division Personnel Officer (DPO). The DP0 reviews the selection precess to ensure l fairness.. An employee may' file a grievance on the fairness
- of the selection process. However, the Articles of Agreement make management's judgment of merit and efficiency final unless the choice can be shown to be arbitrary or capricious, r
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1 TVA EMPLOYEE CONCERNS REPORT NUMBER: 71800 SPECIAL PROGRAM REVISION NUMBER: 4 PAGC 25 0F 38 Conclusion This evaluation did not verify this issue as being factual. This evaluation determined that managers did follow an established process for salary policy selection. Promotion and transfer selections cannot be arbitrary or capricious in ignoring qualification's listed in the vacancy announcement. If an employee believes that a supervisors selection is arbitrary or capricious, they may file a grievance for not being selected. 4.4.2 Issue 71814 - Trades and Labor Selection and Promotion Discussion Because selection deals with the transfer of existing employees, it has little application to DNC's hourly Trades and Labor personnel. Where it does apply, the procedure is similar to that described for Salary Policy personnol in 4.4.1 above. Among the DNC Trades and Labor (T&L) several concerns alleged that favoritism was used in the selection and promotion of employees into foreman positions. Again, there is no formal procedure in effect for procoting T&L workers as foremen. Interviewees described a three phase informal process: The supervisor considers an individual's ability to get along with other employees, the worker's attendance record, and the worker's competence in the craft. The supervisor forwards a recommendation to the DNC Superintendent's Office for review and approval. A review is conducted by the CMA at Watts Bar or the craft superintendent at other sites of the candidate's previous work record. If the candidate meets the acceptable criteria, the status change is initiated. The T&L work force for ONP's permanent plant operations is comprised of both hourly and annual workers. The internal selection process affects mainly annual workers and e. hose
1 TVA EMPLC EE CONCERNS. REPORT NUMBER: 72,850 SPECIAL FROGRAM REVISION NUMBER: 4 PAGS 26 0F 38 hourly workers hoping ter transfer to annual status. The following procedure (Standard Practice WB 2.2.1) ~ governs the filling of vacancies for annual T&L positions. .i A. When vacancies occur, supervisors should notify the site director, plant manager, podifiestions manager, site services manager, or the design services manager as appropriate. He/sbo will in i; urn notify the DPO. The I DP0 will issue vacancy announcements' advertising sp'ecific positions which are approved and bud 5eted. B. Applications are c9llected by the DP0 with'tns closing date of the announcement being duly noicd. C. The DP0 will also screen applicants initially against guidelines for eligibility as providad for by the General Agreenent. D. PHRs will be sent with all applications to supervisors by 4 the BPO. E. Upon receipt of applications and PHRs, typervisors should thoroughly review aA1 applications, PHRs, ternmes,.etc. F. A T&L Selection Spread Sheet is provided by the D?0 and lists requested pertinent information. This form provides supervisors a means to consider such factors i apprenticeship training, job ratings / performance. as: TVA service time, education. time in grade, EE0/afficinative action, and any other pertipent and positive factors of selection. NOTE: All applicable provisions of the T&L General Agreement should be adhered to during the selection process. G. When quallfled eligible candidates are selected and reviewed, the DF0 will then extend offers, negotiate effective release dates..and request unescorted access, medical and fitness for duty clearance as required. H. At the appropriate time interval, nonelection notices j will be issued by the DPO. Data from interviews with ONP managers and personnel officers indicate that ths T&L annual selections are handled in accordance with the established procedures.
2 'TVA EHfi.0YEE CONCE3Ni '.? ORT NUMBER: 71800 APECIAL PROGRAM REVISION NUMBER: 4 PLGE 27 0F 38-Mien iniLis11y hiring T&L ' workers for either DN or WBN permanent plant-operations. ONP has the option'to-~ask for 'ausilfied workers by namec The call-by-nas;4 ' process allows ONP to hire-individuals with necessary. experience,lspecial j training. or aecurity clearance, thereby saving-the l crganliation time and money in completing work. Conclusion ? The issue ~ w:ss not determined to be f actual, for ONP T&L 'permenernt plant force because they hkve. written guidelines to l l i'ollow in tilling vacu cles for T&L shnual positions. There-l selections are much easier to defen6 from' charges of favoritism. 1 For DNC T&L workersLit is difficult to disprove' perceptions of faveritism because of the lack of formal procedures for the selection and promotion of w6ckers.together WAth the lack l of documentation of -the basis for supervisor's jadgements. While this evaluator's:effocts verit inconclusive'in detecnining ~ whether the issue is nctual withio DNC, subcategory report 716. Labor Relations,'did find the iscue to be-factual.- That report reviewed the T&L f oreman - selsetion process:from a laLor' relations. standpoint and ] determined that controls clerted By the' local unions influcaced the foremen selection process.. Couequently, corrective action was initiated as a resvit of that i evaluation. _] 4.4.3 Issue 71815 - Manegement Selection snC Promotien Discussion _ j There cre no written procedures or policies for selection or I promotion to inanagement pcsitions for either DNC or WBN j permanent plant. In gensral, it is TVA policy to promote'or transfer present employees, if well qualifieo, rather,than to appoint candidates from outside.TVA. TVA may elect to recruit individuals externally if there are no well-qualified candidates inside TVA. 1 i l l
~, 3 'k TVA EMPLOYEE CONCERNS ' REPORT NUMBER: '71000 SPECIAL PROGRAM l REVISION N6MBER: 4 PAGE 28 0F 38 Internally, management positions are filled by selectifig individuals who havo the required technleal qualifications for the positions and who have exhibited leadership abilitier through past work experience, beually these are individuals -j who have spent considerable time in their technical i speciality and have gained expertise in an. area.ef work related to the management position to be filled. Except for M-1 trainne positions in DNC, which are announced through'TVA supplemental procedures 'there are currently no e requirements to announce M-schedule jobs. The qualifications for management positions will be covered in Subcategory 717. It is the responsibility.of each selecting supervisor to ensure that each selectee meets the quellfications established for that position. Managers' qualifications for WBN permanent pisnt must meet or exceed ANSI 18.1 requirements for.the specific position. l The ususi piactic6 in tilling vacant management positions is for the select 42 superviser to identify the person he/she conriders te be the best candidate for the position and submit the't ns3e for reciaw and approval. In DNC, the DNC 4 superintendent approves the selection and forwards it to the DNC Personnel Offico for its concurrence.. WBN permenent plant seleccions oc promotions are approved by the Plant Manager or Site Director and forwarded to the Personnel Services Staff for their concurrence. Achecklistm4jbepreparedinevaluatingthecandl[ates considered. Mcnagers interviewe:1 also indicated that they teview pefsonnel histsry records, and attendance records to determine related work e2perience and for any adverse actions that may indicate that an individ'ual should not be selected for a positien, Managers interviewed cited several instances,of recommended i salections being rejte'ce6 during the review process. Both DNC and WBN managers indicated that their selections werd based on merit and efficiency. i l l' 1
v TVA EMPLOYEE CONCERN 3 REPORT NUMBER: 71800 SPECIAL PROGRAF REVISION NUMBER: A PAGE 29 0F 38 When no qualified employees are avvilable, or when uniquely qualified outside candidates see required management positions are fil' led through selection of external applicants. The TVA Employment Office assists in loc ting applicants who must meet special skill requirements. When employment registers are exhausted without locating qualified applicants, special recruiting efforts are conducted including newspaper ads, magazines, and professional pu51!cetior, advertisements. Conclusion There were no written procedures or policies for selecting or promoting individuals into management positions for DNC or WBN permanent plant. It is the practice of both organizations to select individuals on tha basis of merit and vfficiency. ?*,ose candidates selected must meet the qualifications of the position. There is a review process ( that a selecting recommendation must go through to ensure the candidate meets these qualifications and is qualified for the position. { l Again, no evidence of favoritism in management selection and promotion was discovered during this evaluation. However, because there are llo written procedures for selection or promotion, management is the hardest of tb1 three employment j cat e;ories to contiusively defend against charges of favoritism. While the issue could not bs verirled as factual, corrective action has been lettiated to solve the above problem. 4.5 Vacancy Announcement Process Issue 71816 - Fairness of Vacancy Announcement Process Several CIs alleged that positions were being filled without the posting of vacancy announcements or that positions were filled before a vacancy announcement was posted.
TVA LMPLOYEE CO.' ICE 2K REPORI NUUBER: 71809 i SPECCAL PRCGRAM REVISION NUMBER: 4 PAGE 30 0F 38 i m Discussion Not all eacant positions have to be advertised through the vacancy announcement process. VC: ant positions may be filled under other negotiated agreements. Two negotiated contracts, the Arcicles_gf Agreement between TVA and the sslary P0licy Employee Panel (SPEF), and the General Agreement between 'VA and Tennessee Valley T&L Council covering Annual Operating and Maintenance employees, call for the filling of positions through the announcement of vacancies. However, exceptior.s to and conditions of the vacancy announcement process are described in the contracte. If an employee identifier a position not correctly filled through the vacancy announcement process as t prescribed by the negotiated.r.ontracts, the employee has the right to appeal through the grievanco process identified in the appropriate contract. NOTE: T6L employees covered under the above mentioned contract and any other T&L ongloyees covered under contracts negotiated between TVA and Tennessee Valley Trades and Labor Council have rights to appeal for T&L annual operating act maintenance positions. However, T&L employees do not have rights to appeal for salary policy positions.
- Likawlso, salary policy emp?)yees do no,t have rights to appeal for T&L annual operating and maintenance positions.
WBN DNC and WBN permanent plant follow similar proacss for advertising positions, however, TVA Administrative Releases and TVA Personnel Volumes du act fully describe the a&ninistrative process used. The Reproduction and Word Processing Section of the Office Support Services Branch, Division of Property and Services, is responsible for printing all vacancy announcements. The vacancy announcements are distributed to the employee group identified by the division / office desiring the advertisement of the vacant positioh. What constitute the vr.rious employee groups is defined in tha Articles of Agreement, S-7, B-2. Distribution of racancy announcements is controlled by a computer listing. The Reproduction and Word Processing Section is not responsible for who gets on the list or for deletions of distribution porties/ sections. _._.m.._
c TVA EMPLOYEE CONCERSS REPOR8 NtfMBER: 71800 SPECIAL PROGRAM REVISION UUMBER: 4 PAGE 31 0F 38 The computer listing 16 controlled by the Trainica and Editorial Section of the Office Support Services Branch. In order to get on' the coteputer listing, a manager needs to. send a request appected by his or her immediate supervisor. ) i All vacanc7 announcements are sent to appropriate unions, regardless of ice'atiflod' group. 1 The vocaucy announcements for the WBN site,are printed and mailed by the Reproduction and Word Processing Section' to WBN, Division of Property end Ssevices. j A. DNC dir ributes the vacancy announcement as addressed to 35 sections on WBN site. One concerf. 'noted that, some sections wsre getting'seven copies of a vacancy announcement while uther sections did not get eny. The cause of the probleta was the computer listing for distribution, which is being correctod. B. Three bulletin boards are used for DNC personnel and three bulletin boards are used for WBN permanent plant personnel. Two different people are responsible for postiits vacancy announcements for ead org,anizhtion. 1 C. If a vacancy announcement is directed towt.ed Group 1 or Group.2 employees only the organization advertising the positions would receive the vacancy announcement for postf rig. D. The location of bulletin boards was detsemined on an "as needed" ) basis during the WBN project expansion, i E. Personnel officers re9ponsible for personnel administration do 'ot know where all bulletin boards are on the WBN site. n F. It is common knowledge that employees remove vacancy. announcehients from bulletin boards, thereby not giving other { employees an opportunity to review tha vacancy announcements. G. The peraon responsible for distribution of vacancy announcement reports that the LBN permanent plant Employment Office gets j vacancy annonneements other sections do not get. 5 1
m-w >r w. - >-I, e a.' TVA EMPLOTEE CONCERNS-REPORT NUMBER:: 71800 r1 SPECIAL PROG 4N l = REVISION NUMBER:- 4' PAGE 32 0F 38 H. Open positions are those advert 1' sed on an' ongoing basis, e.g., ' Electrical Engineer Mechanical Engineer -Nuclear Engineer.. An. i., employee who. Is 1nteensted in a posit.' an with the. advertising i organization must rw-apply each tinae.the vacancy announcement is' announced and closed. Vith the closing ollesch vacancy announcement, all applications are'ss.nt to supervisors who may' 1 be interested in the disciplines' advertised. If an' opening is not available, the supervisce sendr thu applications back,toLthe personnel officvs. When a similar new-announcement-is advertised and close6s the old applications will not be returned .for reconsideratloc. Only.the applications responding i i specifically to current vacancy announcement will be sent. Conclus i o.n, This evaluation found no airid0nce that positions were being filled: without the posting'of vacancy announcements or that positions were ] ~ filled'before a vacacey announcement was posted. Iherefore, this i issue cannot be verified as' factual. However.-it is understandable i how an employee may hazre these perceptions. Sometimes employees j will miss seeing, a' vacancy announcen.=nt (perhaps becsuae it was removed by another employee) or the position was filled by j requesting a waiver from the appropriate / union. The employee.: not i awarnt that one of those cases eEplains the situation, perceives <that- ~ TVi 111egally filled the. position. Correctivo action initiated as a result of other' issues in.this report should help resolve the above perceptions. l Other concerns in this issue do ideatify a problem, however.,Some sections at WBN are not receiving any copies of vacancy announcements while other sections ceccive as many as seven. Some-I I employees do remove vacancy announc'eLents from i.he boards to have their own personal copy. Other employees are then denied an opportualty to review the vacancy announcement?. 4.6' Form TVA 77 Two copeerns scre expressed over the.sar71ce review system (form TVA 77) for hourly Trades and Labor employees. A form 77 is prepared for an employee when a personnel action or' change of states occurs (6.g., change of' job title, termination. etc.). A . portion of the form calls for the supervisor-to evaluste the employee's service. The supervisce's decce!b9s :he employea's major duties and assigns one of the follow.ng retings: J
TVA EMPLOYEE CONCERNS .REPORZ NUMBER: 71800 SPECIAL PROGRAM-' REVISION NUMBER: 4. PAGE 33 0F 38 '1 l E - Exceptionally satisfactory,-S1 - Sailsfactory, but'above average, S2-- Satisfactory and' average. S3..- Satisfactory but--below average, U .Unsatsifactory. Employees are also evaluated on i' additional elements of service.. Both of the concerns were from Construction employees. ) 4.6.1 Issue 71817 - A Particular General Foreman Gives All' ) Employees An S2 . Discussion One CI. alleged that a particular craft genera 1' foreman was giving all the employees being evaluated an'S2 whether he knew their work or not. -No information was available'to. Identify the specific general foreman who Wcs referred to in' i this concern.' However, the Labor. Relations Staff performed -an evaluatien of..the 77s of' employees terminated as a result-of the last two RIFs at WBN..They found that the ratings; were evenly distributed and that no general foreman 3,6ve all i S2s'to his employees, l Conclusion Based on a review pf the pertinent.' information it was determined that this concern wa.9 not factually ccerect. 4.6.2 Ist ue 71818 - Ucaeral ' Foremen Completing Form 77 Only Knew - l Employee Three Weeks l Discession One CI alleged that the ;;eneral foreman who completed the employee's 77 only knew the worker for three. weeks, TM employee believed that this was. unfair._'In an interview, the CMA indicated that the General Foreman at the time of .I the status chonse is the one who performs'the evaluation. He said that the situation described in the concern-has occ"r ed in the past. However, he said that the practice was to obtain input from the previous general foreman for the evoluation. Employeus who do not agree with their evoluation have the right to file a grievance on the rating. t l L ____
m 1 TVA EMPLOYEE CONCERNS REPORT NUMBER: 71800 SPECIAL PROGRAM REVISION NUMBER: 4 i 'f PAGE 34 0F 38 Conclusion The information in this concern is factual but not a The situation described in the concern has problem e occurred but the practice of obtaining input from the l previous general foreman allows for a fair evaluation. In i addition, if employees do not agree with their rating, they may sile a 6r19vance. 4.7 Cor.flict of Interest -l 4.7.1 Issue 71819 - Use of Contract Employees i i Discussion ] One concern was expressed over TVA's use of contract ? employees. The CI alleged that TVA would be in violation of l l specific Federal codes since contracted managers could use I their position with TVA to award contracts to their I affiliate companies. Akin, Grimp, Strauss Hauer, and Pleid, the outside law firm that TVA hired to review the conflict of interest issue found that neither TVA's Board of l Directors or Manager of ONP, Steven A. White., violated any criminal laws. Both the outside law firm and the Inspectoe General's report found that all contract dealings by Mr. White had been honest ar.d above board. In addition, TVA on October 26, 1986, made several organizational and personnel changes that would eliminate l the appearance of a conflict of it.tet-est. { Conclusion 4 ) This concern identifies a problem in that the appearance of i a conflict of intorest did exist. However, corrective action was taken, l, 4.7.2 Iskue 71820 - The Hirlrg of. Former NRC Officials i i Di_scussion i Several concerns were expressed over the fact that TVA has hired former NRC officials and that this created a potential conflict of interest. TVA in the past has hired former NRC j
m TVA EMPLOYEE CONCERNS REPORT NUMBER: 71000 SPECIAL PROGRAM REVISION NUMBER: 4 i PAGE 35 0F 38 l employees. Manager of Nuclear Power Steven A. White, recognized that TVA's hiring of former employees of the NRC y could be perceived on same as potential conflict of interest { situations. As a result, on May 22, 1986, a policy on employment by TVA of former employees of the NRC was ) established. This policy placed some restrictions on the J hiring of former NRC employees for certain positions and placed limitations on the duties of former NRC employees employed at TVA. j
== Conclusion:== The concern did identify an appearance of conflict of interest, but corrective action was taken before this evaluation. 4.8 Miscellaneous Issue 71821 - Concerns with Insufficient Information to Evaluate Five concerns contained insufficient information to evaluate. 5.0 COLLECTIVE SIGNIFICANCE Only two issues in this subcategory have revealed a major negative effec.t j on employee effectiveness: (1) the classification system and (2) the ) selection and promotion process. The classification system is a source -j of confusion; selection and promotion are a source of serious resentment. In the classification system, jobs with the same duties and l responsibilities are sometimes classified differently. This has led to j inequities which in turn created a serious level of employes mistrust in the classification system. 1 A selection and promotion process can never be free of all controversy. However, it does not have to produce the level of resentment which this l evaluation fcund to exist among ONP employees. Manat,ers must be free to exercise judgmenu, but they should also be willing to document that judgment and be able to present that documentation for review by higher management. Such an auditable procedure would go far to dispel the l strongly held belief on the part of many ONP personnel that favoritism i outweighs merit and efficiency in selection and promotion. l l I l
m TVA EMPLOYEE CONCERNS REPORT NUMBER: 71800 SPECIAL PROGRAM REVISION NUMBER. 4 PAGE 36 0F 38 6.0 CAUSE Classification System Employee dissatisfaction with the present TVA job' classification system is caused by (1) the confusion still' inherent in the system between job contribution and job content, (2) lack of planning on how to fully implement the system, (3) lack of traicing for those who must carry out the system, (a) lack of line management involvement in writing and revising job descriptions, and (5) the complexity of the system which caused or increased the severity of the first four causes. i Simultaneous Hirint and RIFina of Steamfitters Two separate offices of the Employment Branch handle the hiring for WBN DNC and WBN permanent plant operations. Two different personnel offices handle layoffs /RIFs. The various offices do not always keep each other fully informed. Internal Selection Process l The judgments of the hiring line managers are not sufficiently documented s j or reviewed to give employees confidence that most selection and l promotion' choices are made on merit and efficiency. j Vacancy Position Announcements i l Fragmented administrative control of the distribution of vacancy announcements is the major cause of the-concerns on this issue. j l 1 7.0 CORRECTIVE ACTION i 7.1 Previously Initiated Corrective Action Classification The Division of Personnel is in the process of replacing the current pay and classification system with the Hay System which more closely resembles systems used in private industry. The Hay System will replace the current complex management pay schedules with jcb-by-job evaluation that results in a quantitative assessment of how much a job contributes to the accomplishment of TVA's mission. l
s-1 TVA EMPLOYEE CONCERNS REPORT NUMBER: 71800 SPECIAL PROGRAM j REVISION NUMBER: 4 ] i PAGE 37 0F 38 1 The Hay system is a quantifiable job evaluation system that measures - 1 i all jobs based on three primary f actors: know-how, problem-solving, and accountability. It also provides a mechanism to establish a. more equitable salary administration. plan. The Hay system of job evaluation will be simple and straight forward. It will bring credibility to TVA's salary administration system, provide for internal equity by containing a common evaluation system applicable for all TVA jobs, and simplify external salary surveys. Approval will be sought from the Salary Policy Employee Panel to extend the new system to salary policy employees also. The new j system is intended to involve line managers more directly in evaluating the jobs they supervise and in administering the pay plan as a whole. Plans for the new system and a target implementation date of January 1988 were announced by Division of Personnel Director Charles Doty in the October 14, 1986 edition of Inside TVA. l I Internal Selection Process ] All Personnel--All ONP managers and supervisors are now required to I l complete a 40-hour managerial skills course called General l l Supervisory Training on Policies, Procedures, and Practices. One j segment of this course, and of'the Supervisor's Handbook that goes j with the course, is Selecting the Right Person for the Job. This J segment trains managers on: I l (1) How TVA's selection system works (2) How to prepare for the selection (3) How to conduct interviews (4) How to make a hiring decision: six decisionmaking steps are outilned l The segment provides..ut 2nly consistent guidelines for selecting i the most qualified c.:41dat: but it also provides details on how to properly document at c j2stify the decision. 4
TYA EMPLOYEE CONCERNS REPORT NUMBER:- 71800
- SPECIAL PROGRAM
-{ REVISION NUMBER: 4 l PAGE 38 0F 38 i Manaaement Schedule--A procedure for-Employment, Selection, and Promotion / Temporary Promotions for Management Positions (0902.01.03) has been put in place by Nuclear Personnel. This procedure requires l that selecting and pecmotion of M-5 through M-7 positions be reviewed by a Management Review Board chosed by the Manager of Nuclear Power.and including the Manager of Nuclear Personnel. This procedure also requires that each division or site establish a similar Management Review Board to review and approve their M1 through M4 selections and promotions. Trades and Labor--Corrective action (716-NPS-1) initiated as.a result of subcategory report 716. Labor. Relations, requires that all selections for foreman positions be reviewed by the General Construction Superintendent. Documentation will'be specifically reviewed for evidence of bias in favor of members of the union local with jurisdiction a the worksite. Additionally, this corrective-action for 716-requires that the Office of the Director of Nuclear Construction examine on a yearly basis all offers made to employees for foreman's positions. These records will be assessed for the. fairness and impartiality of the selections. 7.2 Corrective Action as a Result of This Evaluation [ Vacanet Position Announceme EL The Watts Bar Employment Office wiL1 anhin a copy or all vacanet position announcements. (CATD 718 p g / p./ h -g / s Reduction-In-Force (RIF) and Lavorf A Nuclear Procedure System Standard w e la d to requ re the exchange of information between,psg(ni gi rpl l employees and organization urHo 'y. ir l ../ is l Amemorandumwill<b'sissuiMn ng hp, ersonnel Offices ofghfs,',cequiremes6%y March a requirement will be ingoepori'ed into e standa e implementation of the t NuclearProciduresSysgeY.M - PS-02) t 08* 8.0 ATTACHMENTS Attachment A. Subcategory Summary Table Attachment B List of Concerns by Element
08 N 8 18 OP1 1: / IM7 31 T 50 C- -
- /
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EAU EE RCS MT IA TD NELN S EX IG0M D RCFAK SRPA'A E RS tEUP GNa CNSOt1AO NLRE )C FTTE.EA HA t Pl1 iDFE lt AUU lOlCAtC OLA ) EI" RCRBFTA T TNAA HI D l t l PRR II0 N0 IA YC LLSDAAE0Et T NO R0FE I f 1 TIE (IT T SET BOEEPTDJRoiCE EIE ENtlDN l YCTT TP IE1HQ APTIENI CDAN MTH VK0IO AECO IE SROT L ILDOSAT TO EAT E CVI DD OEI O IGRP CllVCTSIY GC DlS OT PPEN l t l SPOSD PHTHT ANOPA oTAl A0R AIFEELNRC RNSRNAN WIO VIVAVTC TEHCE NF0THIIPU I OIIPO O T SNN ARA TN ANM V AI AHAA R - / I IOI NDOKH IFI EE OETLE MTAL TTOT N-DF TTNT EEP 0 S H" C T1BNCGNA RIOAENTS t O-NOFOA C NT Sl E NE O .AElD AERIIDI l l l I - A ONLSU ASDNKi MAT :EGT TNMIL VCEVR ado T - Y LAR MOtA AVNERAOYlAEFO T T E MEC I l P-STYSAHT RPARS NTELEtNDEMC T RITT I l l I - lITET I E EL ( MPFA AM AA REROITOI S R-t0TIOSIt PTYTI TEMFMDEEDL S EDCNRITL l C-IlLDNC0 - OTEA BNGAI LRGEP A PL C CN S-TAA I C FNIVT SEAXDTULAR .H EHE EDEO E-OUUE ) O L E NMNE SOANIDS FHGREKLDI D-MQQCEC EIED EA ARH AHEII F UEHIE T O IHT NLH I SMTTSC OROHTLHIA SRBR/. t Y N-RElTTQN TAIOSP IP .HFIA AA OH HCM R R-PHAC O N SFEU ~ M.ST CHDACBDE DFTIELT Rl O E-THAllOI EESEM-TI BIS N I NB I .LCGEI Of G C-R TRITT MLEBAH N YO H' E C C Tl DIOODEA AAAQtEH .FR l E N-OS P A EBC NO ETLJ I l1 D LI AF YNE t T O-FIR EN! l L MOR BCT E I o ,L R ,E H CACD( TIC )A C-ESClR lLAE L E!!IEO AESI.CEU SELLCSCI f ll UI L O G AHJ CC CO DO ATAB RTLR0 SC SSHIl0O I l PB IETHElFN l .F ASFT i 0AEL INE HTAH HIHASEQAEC CU SSATDKNR iVVIT NE ATDIHDHSH RECRG IH ES AAR I IE NAAFSO AOST tNSTE R N IClIEAOTT. ( / BE FS C A H IN MDEEREI RTISE C ELGNTHRT Y Y T MR IREO N RETG Rl - l Ol SE EI - l HoYT CG-C C C C TPSA ItI - T i T T U C 0R - Q Q Q Q arf CO-f RAY YERBT ELG lN LCOtE L 1 LUR0t AT - l AfPI Y CR-V TO IO. R FliAL RP E EORtl O E.- 1 P B E ERl TR-M SECOE S I U SClF I l H EIoI H ffFCI Y NF i R EOEl8 T ER1 O YE7 G E OC LDB - A A A O A T l t I l Ll : PEl l NN NI YN Nf A PoY PTl - lf C 1 A l fCR AAQ-l A A A A B E O LS-Nf Nf NN NN NN U EG TE S EE RRL - A A A A A lI l YT O B - NN NN NN tI Nf F OA PF O LC EAF-A A A I l A A PD RSB - Nf 4 l ! Nf NI N S 1 U f! f T ES I2 I2 12 12 12 12 I G I D TC-i N N N N l LO_ lB l l H H B B B B 3 PL - l l t T C SHRD-H N S S N S 2 R 3 L I 1 E 3 6 3 0 9 F S UA-8 8 8 4 8 Y I BT - 1 1 1 0 0 P t SC-1 1 1 0 C 0 1 B E S 7 7 7 6 7 R J. E D E 2T P T-P P P H P P 3S A-1 M 1 I M U f f 1E 8 C-SU O CEt lT R PQ f G f i 1 1 1 2 1 ERi G R-0 0 0 0 0 E R M E-4 2 4 8 R 1 0 0 0 0 B - 0 0 0 0 A f S P U-S M N-2 4 4 0 N EYS 86 93 97 49 R CCS i - 6I 67 60 79 E l N!I Y R - - l - 0 - 1 - 1 C EE R E-50 50 50 50 N RU-O C-85 85 85 85 O EQ G i- - T T T T C l FEP E o-ERl T C-at l N N l RIti l I I I I
. C FTB ~ EAU EE RCS MT IA ~ TD E UO IP LLR F SDSN EEPT AD0NC H.EZT GNN QI, SXEPUU ONNEAO PV O VUIH R NRIP AUU ETC NEBOOF OASHID PADN TBT0LH OO DE PRR - IT O EH NIRA TE UHN - AiLP TIDRD l PSLPSO OTEBLAR A, NYCKI TNA SSQ TO Y SNL N ICT AMI OT S IDI HC LAAPN NP0T EOIDE TEEEURU DNSC HDFE U AN OO A 1I RIHEC CLVBDOQ ETI TUIRNN U1CEI CO L T II. EE IFE SHNT IBLAO D1tTJT ITNA OATFTD LSNOVNR NEEI H A I IRQ C OGML &UST VE DU L HI TRNICE E.OTII D P IANO S QLAY ITOLR PEOT NEALAT S DSNLU TNGP NH I1T D TUT N PVNN IPLARA B.ERIA t AAI OSNARI NR OS N O AIKE OPUPU SA lH CMSN IIOTOL IONHN I T D L Q LE IS.AEN0O t I SO TT EFA FH O T LASI EOE SAL P. LLLF NNHDIVB NNBPAIL FNA OITDNI D l0lC t I - AEIN N TNHEA H P TL IO D MRO IT ESi0 R-RAO OH - AT L 0EEATIO LILE OON TRKI) RE SE TY C E TC STE DI HHB ODF ATAS RV S VNE RISH,NA ST TND UCIA PA,EED EHSAT E IODO EHUOEAV OU AO QUTB FPCHI UTLMI D GI T P AOL A SRTBR N RI D IlTF QOIRL l T SCSBD AO OO FTNE NfHERt E AOA t l Y N. TA E SNE AES HFDE N OSIR AOSIU0 R"TFI N AE NRFC PENT R R_ ORSU EOBLLHL ECR O E-NEED TI AIEI HLSNE E LO C TDOE RUDINN DI OT NAIA SEOEH .L ECTSl NEIP E O / ER G l C STSFDE N SICD MI.OVVT INPRTNB V TNE ESTX .S E T O ESlL OSEIAEE TtPEEOA ELEOI MAAECIN IEEOIC t l )A C ONAE ROCT l l RD I0UFHSL LEEIR YBL TMR VSt FN I R AEtO SC DOCH PPlAE RSSEHAI VHTE O EDQOE l l E" PB CAH ERRER OR R MA TE 0P LERT RC NS0C CU A - VT AEIEABE VESPN V ALO1X PR AOPt PP(AC t 1 ES VL I VLRP H APA UAA H T0E MAY Tt0 UL E ( / TANH TBEOEDT F H' HR R E DN OC SE Y Y ~ LE. T MR IP,EO N RETG RN-OI SE EI - HOYT CG-C C C C C C TPSA NI - T T T T T T U C OR-Q Q Q Q Q Q AR9 CO-t AAY YERBI ELG N 1 LCONE L 0 l LUROl AT - 0 AHPIY CR-V TO IO-5 R FNAL RP-5 E EORT P OE - 7 B I E ERM TR-1 SECOE S 5 t U SCNF I 8 N EIOl H l NFCI N Y l F I R l EOEN8 O T ER1 G YE7 E OC LDB - A A l A l A l O A I A O O A T l PEH-Nf NN Nt YH Nf NF NN YN YH NN A Ll : PoY PT . A A A l BC MCR AAQ-A A A A A A A E O LS-NN Nl NN Nl NN NN NN NN NI Nf U I EG TE f f S EE RRL - A A A A A A A A A A YT O B - NN NN NN NH NN Nl NN N NN NN F l f t OA PF O LC EAF-A A A A A A A A A A PB RSB-NN NN NN NN NN N NN NN NN NN S l I 1U T t ES 12 12 12 12 12 12 12 12 12 12 12 I G I D l TC-N N N N N i N N N N LO-B B B B B B B B B B 3 PL - H H H H H H H H H H T C SHRD-N N S S S S S S S S S 2 R 3 L I 1 E 6 3 3 0 8 5 3 0 0 1 F S N BT - 1 1 1 0 0 1 1 0 0 1 P N UA-8 8 8 4 7 8 8 4 4 8 Y C O SC-1 1 1 0 1 1 1 0 0 1 B E S 7 7 7 6 7 7 7 6 6 7 R D J E E 2T P T - P P P H P P P H H P P 3S A-M M M I H M M I I M U 1E C-O SU R PQ T G CEH N 1 1 1 2 1 2 1 2 1 2 ERH G R-0 0 0 0 0 0 0 0 0 0 E R 1 E - 1 1 3 1 8 1 R t B - 0 0 0 0 0 0 A M-0 0 0 0 0 0 P U-S 3 M N-0 5 8 3 2 4 N EYS CCS 57 56 53 62 73 76 R l l N-77 77 77 77 72 71 E ltI Y R- - 0 - 0 - 0 - 0 - 1 1 C EE R E-50 50 50 50 50 50 N RU-O C-85 85 85 85 85 85 O EQ G N- - T T T - T T - T C FEP E O-l l l ERt T C-N l N l N N RFO A I I I I I I I
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Y trF I R i EOEli8 O T ER1 G YE7 E OC LDB-A 0 A A A T l 1 A A l l I l PEH-Nf Y1 NN " N Nf Nf NI A Lt : P0Y PT C MCR AAQ-A A A A A .A A B E O LS-NN NN NN NN NN Nf tN U l l EG TE S EE RRL-A A A A A A A YT O B - NN NN NN Nf NN NI Nf F l I l OA PF O LC EAF-A A A A A - A PB l A l RSB - NN NN NN NN NN Nf NN S lU T ES 12 12 12 12 12 12 12 12 I G I D TC-N N N N N N 'N LO-B B B B B B B 3 I PL - l H H H H H H T C SHRD-S S N S S N N S 2 3 L R I 1 E 3 0 4 2 0 2 4 F S N BT-1 0 1 0 1 0 1 P N UA-8 4 8 8 9 8 8 Y C O SC-1 0 1 1 1 1 1 B E S 7 6 7 7 7 7 7 R D J E E 2T P T-P H P P P P P P 3S A-1 I M M M M M U P 1E 8 C-O SU R PQ T G CEH N 1 2 1 1 2 1 1 l ERi G R-0 0 0 0 0 0 0 E R M E - 6 1 7 1 1 R B - 0 0 0 0 0 A M-0 0 0 0 0 P U-S S M N-8 4 5 0 8 N EYS 70 80 84 91 10 R CCS l N-78 78 75 78 83 E NlI Y R-0 - 0 - 1 - 0 - 2 C EE R E - 50 50 50 50 50 N RU-O C-85 85 85 85 85 O EQ G N- - T - T - T .T - T C FEP E O-err l .T C-N N N N l l . RFO A I I I I I T l
EAU FTB EE RCS MT IA TD E " ITNS ONO IDNS IF T S'NOTTG) AHEO- 0 GNN FS I,CII SIHN,NI OIAL 7HY EYPCE AUU EI DVC LT NAOOFED N RPR. T E O TJ PRR HLIERT.CA OLNIFS ETMEONI EELTQ TACTEQ EM C KTO D RE EHTOL YSPI D 1t U AP YDR N)(A SE EYS T IA OAtEoL NQ,LUDT O IN CDSL FOIE0NTI LEERTU O TOSTIIF HTIIED SLHHlHAT PL E - O) l NPTTAOMN MERFtiHY NNI LCN DOFFALN SOIVANA I NNAIL AS AM-NRE EREFH T N O WI AKRL HHE RENFOKOD TI0NI ONPOOOT .R CATC N T EOT l SOFDiOL FI l N IA HTNNiE RE UOUSO ET SlF TTA KIA l O T H S'H KERH IMEQNMA DRFTELIf I R TI l I - OTI D DET AAM HS LOOSVI 0 BGSOSAT T - M HEESICR FNARED U OF EOASC IfHFLt N l 1 P-ORTETLFiU N(SARAFO HE UMTI HIT IRE l I - RE YOIl0F U' LEHFI TB .Q EHS OSNDAOD t R PHEOMA0C LNIH DV I DEADT' RUOETFI TVLOTC.N YAIM YYE HYER / I PFHTENF Y C CU I) EAR AR SSFC E PPIN SAOPRE S E ERRMPDOTA IDSSiHLP TDREEEO T'RXE/ O l LIR HT~ ~ N EHVM E N ICSFC D S PE .TP EE OVEH0 SM EEFTLAEZ EYSCEO AM S Y N BE0NAtlEDD FIHTNHIO MHS ONSI MB At S 1 R R T1AH0U I DTIKGHR ETNTV(AD E R AE' O E TS ' IDlV FNOH U T. F G AAN ER GTONNSI t G C NY TST 0O FI SO ALR I LA ANFE(AC E N ES.AEIDIR O D)LH Y NITS .EP NE E E T O M SHLSLTP. Y NTIT L AT - ADERO AMSB LE )A C E" NTUOEC A. ARA .T MNEHNT E MEE-NEZ SC GYO RPHU0 LT ETNYN UB AIDJ CESORI PB ADID - NR1 NF EETE E R Sl ENYAI D t CU NDTEKYTT AEFODVIR MEOEE AD MAOHTDR ES AUATRRISD ( / MBCADOHHEN. VTOT(ERE OCTFEA L OVL INA TS - OF SI SYVCU SDPESAP Y Y T MR IREO N s RETG Rl - l OlSE EI - l a C C C C HoYT CG-TPSA t I - T T T T U C 0R-Q Q Q Q art CO-t AAY YERBT ELG N 1 LCOtlE L 0 LUR0t AT - 0 1 ANPIY CR - V l TO IO-7 R FtAL RP-3 r EORIP OE - 8 E 1 1 E ERf TR-M SECOE S 5 U l SClFl I 8 N EIol H NFCI N Y l lF I R EOEt8 O l T ER1 G YE7 E OC LDB - A A 0 A A T Ltl : PEH-N NN Yl HN NN A 1 1 f P0Y PT C MCR AAQ-A A .A A A l B E O LS-NN NN il HN Nf U tf EG TE S EE RRL - A A A l A A I I l YT O B - NN NI NI Nf Nf F 1 RSB - NH NN NN Nf NN S OA PF O LC EAF-A A A A A PB l tU T ES 12 12 12 12 l'2 12 I G I D TC-N N N N t i LO-B B B B B 3 PL - H H H H T C SHRD-N S S H N S 2 R 3 L I 1 E 4 3 0 4 3 F S N BT - 1 0 0 1 1 P N UA-8 8 4 8 8 Y C O SC-1 1 0 1 1 B E S 7 7 6 7 7 R D J E E 2T P T-P P H P P P 3S A-M H I M M U 1E 8 C-SU O R PQ l 1 1 2 1 1 i l G CEi i ERH G R-0 0 0 0 0 E' R M E-1 1 3 5 R 1 0 0 0 0 A B t 0 0 0 0 P U-S S H N-2 7 2 2 N EYS 20 30 49 45 R CCS N-82 89 88 88 E l NlI Y R - - 2 - 0 - 0 - 0 C EE - O C-R E - 50 50 50 50 N RU-l 85 85 85 85 O EQ G l T 1 - T - T C FEP E 0-ERt T C-N a l l RFO A l N l I I I I
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12 S T 10 AC FTB EAU EE RCS MT IA TD E E TS lHW INSC EOET YA TEH1. iNP l GNN T,HEDtTEESIEE RHHIDESSPHA N El U i l AUU ADGIE0 NR GML TTTLNt GETXOO MES l PRR TEIDT5L EaNAE S AA0YNK ETI ARAH t ,MLI SIRDARLEHOElSR N ,U T( TL NAHO f F UTEAHT ( E EESQ LHSA 8AL (P L IIEBSP T PE LH HVR EEAAGHK71O PIL l t CLH F TUR ET TEEDVRIRlTR9RF EACG ATRIfONAOA NR COAOTDI O1O E F EU OCO IHR SiU F AOHMI CSH FO YR l HQN W TGEE0F F .R G NLAC MNN OE .O T(IS GED LTS OKT DAIARNERI LTNN N-E NIEDGBARO R SLV rTAHO PFA l .MTTNIVTENAIEN NOEAUTSI RTFR O. t MAL GUIOR RTILCF IHH 0 EGEA Et E I - T - TSPRIINOARIO S TElGGIHEDSHR DLt Ii l P-NR OTHIPTEASGA DS tt l NARTPIGTE AEAC I - EETVI ESEVSlH E'lD0tII l R-MPOASDER NAAI RlZDET IO PDlRC VTRI IUN DA l TAET C-E NFOEL II DI IEM MSREfI YlFO TDA ,PUBSCGSDRC HMITHOEHAELA C YSEM S-GT E-AHS NAA NINA HAOCCHT HLR0 HNFR D-NGIDEI1(EE AG) ECRNT O DTADl1 HI O AI AHTO H T ES RTT EPLEE U T EFF Y N-MR)ETtISTNASRE EE EKU SBSTDSP DR0N l R R-DT 0TT GHE L HKSVS RURECEAE E lI O E - EEEStCSN ITDEP SAA DIAAVATHD lSt 1t l i G C-THCtE EI .S ILt HHSEECCI L RA0RD E t ATNIVEUA)ELABA SO ADHESGSUI. EHIEE i T o-U E IHQLSDL AX RDAt NTBI RACT C THR t )A C-QTI .GT PR AGLE E VEKEt DSEV .S N)ATI SC EAR SMEO lI COTTR IC t OtLRU l t i i PS DHEBETIOPN IAtt AT FOEE.EHA ,)0 CllOUQ CU ATPDRA CA .RV0 R HOIVHDRTRE2C 0IFE I ES N XJAHL PSEEAI TTG ATEE l ,TL8 INV R (/ IDE TEESITE T " EUYYH Vl P9 CK D Y Y T MR IREO N RETG Rl - l O!!SE EI - HOYT CG-C C C TPSA NI - T T T U tC OR-Q Q Q art CO - AAY YERBi ELG ll 2 LCOt E L 0 i LURU1 AT - 0 AHPIYt CR-V TO IO-8 R FNAL RP-5 l E EOR 1P OE - 9 B E ER1 TR-1 M SECOE S 5 U SCt 1 I 8 N l F EI0f H - F l FCI t Y i ffF I R EOEN8 O T ER1 G YE7 E OC LDB - A A 0 A T LN: PEH-NN NN Yfl NN A POY PT C MCR AAQ-A A A A B E O LS-NN Nf Ni U l ll EG TE l tf S EE RRL - A A A A YT O B - NN NI NN Nf F I l OA PF O LC EAF-A A A A PB RSB - NN iN Nf l l tU l ifl S t T ES I2 12 12 12 12 I G I D TC-N N N l i LO-2 B B B 3 PL - H H H H T C SHRD-N N S S S 2 R 3 L I 1 E 3 3 0 3 F S i ST - 1 1 0 0 l P f UA-8 8 4 8 Y f C O SC-1 1 0 1 B E S 7 7 6 7 R D J E E 2T P T - P P H P P 3S A - M M I M U 1E C-O SU R PQ i G CE1 i R-0 0 0 0 E l 1 1 1 2 t G f ERi R M E-2 1 1 R E - 0 0 0 A M-0 0 0 P U-S S H l 8 8 1 N t EYS 53 64 72 R CCS N-91 97 91 E l l llI Y R - - 1 - 1 - 1 C EE R E - 50 50 50 t i RU-O lC-85 85 85 0 EQ G t - T T 1 C FEP E 0-ERt T C-l N r l l l RFU A I I I .l
EAU EE RCS MT IA TD E RsTAICtE Q FLFNAIEE HTIEPT PDlL l CNN di0 CCGLsE IN0PHDT SKL PXA I' A SFOAPE.R SAO1ETDF E UDUEM PS' l AUU VMl l i I P moi ATCTD A M0SES R IIYO PRR E ,!OSiAEPP DO l l E A DI A0EI l HVBI LT IIiI 0ilPtU DD0MNECi N1RFLlF SR T t STFti" A E lROH f IEUN REDI EGIIO SXN S OISSA ,OHLl OI EPID l I TNTS O:TEO S.EFTIAT IlHIU0GRD AS"A l NHCAiR DU D t l CH.R IIIOEDSI L ANUl SlRPD P CL PODIU O 0" HQ5KEE E H 0O ISUTIO YI RINP N N RCHR L R D C* N_ !LVEStOUFF BTDRTCIM KN l I ,GEATI OtlIt I PBRU NFK O - OLAPT0ROI 0LES AI O F I - OFYUIGBC0 R1 EHN:R lDlERRFE 5UA S "I UQ I S 3 t EF TOT A'E1 O0HTOEDY T._ l t i L t 0E P RHRCTHRS 0EGBOI R Sr1OH P_ AEOTSttSES DPTU OTEF 1Kli HIP EI I E0 I F: OY I i .NIVF TCKT R RH Rt0ER E IF C _- I H D II DST U GTOC OTDO0RHAOl KAH S_ M ESSPTCNR O 0D Sf SPUIt S ACP Is l O O 0EAH NEH E-NSIR E OG ,1E .EI 3 F D_ TCAVEDNTDC llc SNB L PEYLIDHU AL" A BRPtlI0Et Rir AR T (R ETI L ME " l l Y t TESPO TtIC VI YLCT N fATlISIL SYHi HD E AHlDu EVg.EEOIT t D BJC R AtiSTCO R_ f O S :iUTSISV OEOTEl LE O)l0OU F E II E i l I l t G C_ DAOStPlEOC CTIRoNEC I! iSPO I.EKT E N_ EBI tU ORI SE L CREE S!lR .0 FSD A t l i T O_ T T ;EOMDPR LRiAE EFR I0TEEOEI I!AUl )A C_ AR0TVRO E. I HIBTC ViOPSll LOMOR l lC f 3C TOtIIGR" ItD ES0Tl NNTE RKN EIl AI YO PB SO0RG FTCEE FAtlYEOOM E llHSE. UTS F 1 CU PRE C N GR KEAfCNT PT,ITIIN QIIll 1 l ES I PPEIRE I IR DMT UO!! I 1 VR0 NS ( / CY PFUf.- U CA5I RSSR SNOSIRE1 UOflAI l H Y Y T MR IREO N RETG RI _ I OHSE EI _ H0YI CG_ C C C C TPSA NI - T T T T U C OR-Q Q Q Q ARtt CO-AaY YERBT ELG N 2 LCOlE L 0 t LuR01 AT - 0 AfP1Y CR_ l r V TO IO_ 0 R fliAL PP-2 E EoRliP OE-0 B E ERM TR_ M SECOE S 6 U SClFl I 8 N l EIoi H l l it FCl l Y lF I R EOEN8 O T dR1 G YE7 E OC LDB _ A l II ! l T A A A LN: PEH_ Nf lf II !f C l t A POY PT MCR AAQ_ A A A !f U !l A EG TE f t !f !l B E O LS_ Nl Nl S EE RRL. A A tf A A YT O B._ Nt NN l Nf F i l OA PF O LC EAF_ A A A A PB RSB _ NN NI !l l t !f Nf S t1U T ES 12 12 12 12 12 I G I D TC_ N i N i 3 l l LO-l H H H B B B B PL l T C SHRD_ N H N N S 2 R 3 L I 1 E 3 3 3 5 F S N P l BT _ 1 1 1 1 C t UA_ 8 8 8 8 Y 0 1 1 1 1 B SC_ E S 7 7 7 7 R D J E E 2T P P P P P P T_ 3S A H M M M U 1E 8 C-O SU R PQ l G i CEt i 1 1 1 1 t i ERi G R-0 0 0 0 E R M E - 4 1 2 4 R !t B - 0 0 0 0 A 0 0 9 0 P U-S S 1 l 3 3 0 8 N EYS t - 71 11 29 2o R f CCS N-91 04 00 0l E NtI Y R- - 1 - 2 - 1 - l C i EE R E - 50 60 60 60 N RU-O C-85 85 85 85 O EQ G l - T - T - T - T C FEP E r _ l l l 0_ t r l N lRll T C_ PFO A I I I I T
FTB EAU EE TCS MT IA TD i E GCEH MD A . VL AD E O FDT TVI 1SI0C t3 l GNN NEM DD N HESERD AKFCLRH SMSNIA ERS (ADII0 HE .I 01ELEE FFOIEET EOLIFM 1 ER l AUU ILA t PEAE PRR MENC SN NROCHR LHHR ERI IR tSBE LASC I OS(T ARE KODUTI .RKPH0U 7PASOO 0 Y EPA Rl YLCG TRI UQ AFAAI LAEH l CD G O" R O H R EEL F NRU OCPTPF O TICF O Q t I r ANLS E E l GA .OTEf A. !EC.FE V L HCE P DTSI AHIPEDJIl USTIR0LD EP R TS D UD MR/ TtTN Co t EDL L CIE M EO I E ,NI EOSFIFl DOCEUAD P i VIANAE AR TY TKP ~.S .IC V FEOCRR EHA R L IVUHIBTVI RtLA U 'B A N F T O G M OE SH NOCU .R TID 0? N A 't AtEIS BOIQ .R 1 LAEEMC S NAViO)A N_ 7 ADIlNYE Q PANRAH S IL 0ElSZ N A SA AQHVE O_ t E A T A 0 T's P MN(AI0O PE RF TL i l 1 f J VKEGMNE E1tPt O Rt I P_ S DSI RI (0SRIL ISSQ LG O LR ! C - EtE" OtI. C D TOR PR0O L C IU1IT AN ED! t T0iU t T _ TII I YYOF I __ IDl LFtATP 1RPCO TA0 ! NAN SS.EASR BO - SRtIAN l t 1 R_ C 0tI E R T R D r.E LffNItTI NEIIl 0PAU L EP IE A0IEM A D " 10 T L I t EKPA TE! EhH YPOAEHATN C_ i LMIRH'REI S MRDTCTDRH tR .O REY 1NL APZ9J 0 JMt I l t O t D __ AEEDOiNFL OHIIR SOV DH. M K9 IP E_ DGEE Al OO HODSNN PSRAKEI lETTTi E / KODT LR TROLL S E GESTSI N Mt!GHADC PDMEF I l G L R FIA Y l F - G) OIIO RGP'1C. NRI LFIO IIICU A OEOTOShFM t i _ OtiCllETT F E 's llN I"iVYItCI RTSTO .E TP0 LItR R_ I l s O' E DDHUrCR PIRHoO RXRBAo T CCSQH)L TC tEI 0O 1 G NN l ME CI IEE TC A SEA YC NEE 0NASCF C_ 0DIUEO E N O Ri RHN LRHL T H PEE IL DHTU FPHROTI t MUSD0NR DERTDIN MSTP EH5I T O_ I EKDRTT AOGERA1 RSSt 1RC )A C_ t lt T .V LESR CFIEE i IL EE SDT' ,SO SC AEDTEH!U. IRHFlR II 0 EFl NTA GRMOA/ IE PB LL 0HT0FE RE 0O ATGP .ECl 1EO0HIf A4D .b1 E1tR I A ITHSFCR! T;NHAIl NT EO Gt CU OUDlHRC L EPYTPF FINSSUtI t lRN0 1EESHAEZ E tTU DI L B0 NRIETD0 GHIi ES IRE t ( / V TSIF !F C) tRI UOLRf CR MITKOE1 1 t l I Y Y T MR IREO N l RETC Rl _ O! SE EI _ CG_ HOYT C C C C C TPSA NI T T T T T U C OR _ Q Q Q Q Q t ARr CO_ AAY YERBi ELGi l 2 l LCOtE L 0 LUR0t AT _ 0 1 R!PIY CR _ V TO I O __ 8 FfiAL t .RP_ 5 EOR 1 P OE 0 E ER1 TR_ t SECOE S 6 SCNF I 8 EIOl l l H tFCI N iF t l I EOEt 8 T ER1 YE7 OC LDB _ A A A A A I 1l NN NN NN Lt : PEH_ NN 1f P0Y PT 1 A A A A A tCR AAQ_ E O LS_ llf Nf NN Nf NN l l i EG TE EE RRL _ A l A A A A YT O B _ i OA PF tN 4f NN NN !N 1 EAF_ LC I A A A A A l PB RSB NI Nf NN NN NN MU ES 12 12 12 12 12 12 TC_ l H H H H t _ i N N N li LO_ l B B B B B PL C SHRD_ N N N N N 2 3 L E 1 l 3 1 5 3 3 S l BT _ 1 0 1 1 1 P i U A __ 8 8 8 8 8 f C 0 SC_ 1 1 1 1 1 E S 7 7 7 7 7 R J E 2T P T _ f P P P P 3S A_ 1 M M M f 1 1E C_ SU PQl T l 1 1 1 1 1 CEi i R_ ERH G 0 0 0 0 0 R M E 1 2 2 2 3 B _ 0 0 0 0 0 1 _ 0 0 0 0 0 t P U_ 1 5 EY5 1 N_ 9 8 1 4 4 48 53 68 69 69 CC5 t 04 0l 07 01 01 l lll 1 Y R _ - 2 - l 1 - 1 - 1 l EE R E_ 60 60 60 60 60 RU-O C_ I 85 85 85 85 85 EQ G - T T - T - T 1 t l l fEP E 0 [Rrl T ? C_ l r l N N l IF O A I I I I I i
EAU EE RCS HALEPR HTiSSV0 SHT LESHGAO EOTtASGURil NT IA TD i E, EA REI EIA TO CH 6 BAIHNNRV TlEYSFDOlY t GNl MAIT HMEYFI A O E(PICI UO NRTOEO T0A t tCI .FR EEALC CM SUU DO RA1 TRLLOS R . CAR VAEt HO PRP ENDLEt E T It P P hVRPI l 1 tT .E l T Et XO T E'ONRI YET YPT' AVNS LGSEVOlDE0 l l TStiEF IETCEET REtEEOFAS T C i R EMI HI NI 0 N HHF PPA RYlCHEOVTS SI. Gs"HI l RD0T OREsKI TOSPUM OO NTP TNRHAFD A?AERTALPA ERRR T IASR SLGO E EATHIE OVFGAEE 1 l i LOS E O Pl ,DRYD CR LIT EHHRR E PHAN UTIH EF Yf OsEOABI'iIYHIEI AT AEB HAO DMAEOL S l f l N Stas NR l HCSlN TEL0t O C ' CPU R0 L ETEF O AAEFDOE lRTIIAI T AE0G)lN0Y SQ E1.YI0 HILL l t l I bHLOEIC 0O HHS EF TE " 0I1R E l 0SLF1THCI l T - TI TT! CI HT Rl ROSAt SI O 0R ERTt lL 1 i l U t t EEi P TUo.ETRSTN1 GPlOOET ,I P-t FRII0 R t I - ER E1DC (PST.HHR NELSSTO0ASR. P R~ TELBID 0 EN TTE EOGA SIMt IE U NL!ITLAC A E t l 1! B T N OLEOGASQ C-FHE1LAlf NEFEY RC tI VEEROIeHC t 1 .O S - OTNU O - CYMESUll 0TLETLORMt lNl IAE N E YI l t lHOI SIOEltEFo 50A t D - ER0 TNT EFLToV C " ?UT10DVP 3S0O3 N RTIGCOTT E-Sll f RA YL' CIL UFG!tLttTII ll t t R SAI C OFPAML0i DDOoAFRL E TL OAULlA LD i lSU dot 1T O1l DRIl RG OESERAO S OIEV! ADD Y a - AMR lAR ESDV 0 EPVI PE" 1 FVAYE1F E%ECHBEtIAE R R - EED ttl t lt STPtIDHT iL llSI S IS RA I OlR T0S IoT S O E- !S AE S lEFIAIAT UNDIO VRTDL0OO A8EOGARiNOA G C-t l l l i l l E N-0Y TIl 1Et0E HC Il TDTEAEPPFN L - HTNVGKEtE D0Ca tt ! l U S IS E VLRt N O0T IT D L i RED t T O-IS. ) A C. T YE1t C E0! lNIR A"lRS1TDERERI I7 SE ESI E S EAKDt4D CEERD NB NEIliR SC 0"TK0 G5OOIACT HSlEE00 RU A V YIBDSLF. 1 PB tYICR 1 lt ARITT l AC CU 0DLEPE. NET l VIlRI0 EGCHLEE AI SAHAoRE 1 3 i 0CRTSII D "Y E ES RDIH Ci APASNl l t 1 0TCHD V .o TTCEB l ( / PUDCEND HDIE1 C TTO8EPUSI. UTI TSEGE , E C Y Y T MR - ~ IREO t! l RETG Rt - Ol SE EI - l H0YT CG-C C C C TPSA tI - T T T T l U C 0R-Q Q Q Q 1 AR! CO-RAY YERBi ELG lE L 0 l 2 LCOl t1 LUR0t AT - 0 RfPIY CR-l U IO IO-9 Fl 1AL RP - 6 l P EOR 1! OE - 0 E E0! TR-SEC0E S 6 SCt l I 8 I r EI0l H t FCI l l l t tF I E0E1 8f T ER1 YE7 OC LDB - A A fA A Ltl : PEl - Nf NN Nf lI l l iI P0Y PT MCR AAQ-A A A A I il E O LS-Nf l !I Nt tf EG TE EE RRL - A A A A YT O B-NN NN Nl NI f I OA PF LC EAF-A A l l A A PB RSB - Nf NN Nf Nf l 1U t ES I2 12 12 12 12 TC-N N N i t LO-B B B lB PL - H H H i C SHRD-H N N t f 2 3 L 1 E 3 0 3 4 S i UA-8 8 8 8 l BT - 1 1 1 1 P N C O SC-1 1 1 1 E S 7 7 7 7 R J E 2 T' P T-P P P P SS A-M M M M IE 8 C-SU PQ f CEi l 1 1 1 1 ERi iG R-0 0 0 0 t t R M E-2 4 3 5 1B - 0 0 0 0 t 0 0 0 0 P U-S 1 f 1 l 9 9 9 9 EYS 68 69 77 75 CCS l N-0l 01 0l 05 llI Y R- - l - 1 - l - 2 LEE R E-60 60 60 60 RU-O l 85 85 85 85 C-EQ G f - T - T - T - T FEP E 0-l l N l ER! T C-N l I I RT0 A I I
FTB EAU EE RCS MT IA TD E POTC A BEASTI AO 0RORA. THCs TN i FACELD TN IESOR S a G?t NTI N HNECSERUS G ASEOHIORS E ECIE E O HIENE AUu B D ) PRR HDD. ANfRMRLPTA ER BSRNAR SEC RM H LAD VWlI UE FLPEI E OVI US N SEAS 0 TE E. TORELOSTD E G DIFCAU AU .O EPNAP AH0SN NEHEC NN4NDAS ECO Q CATI EX H HI AR GKE1N .EA NONT LN TNE ECPT YER l M NOOAL LARIOR BEEA O OIC T ST EE N N NG OSIRON ESASGMO ICEEI BDM LR CU MEGESIE" EI LC t l GCHR S FATHTP D R POS H Cl l . EN I YRO AMlVRtCAITESDE VTTAU ET .O M T l N_ T ,T C AEDElRNT PEOR E ARH TOTF EYl ONSN TEI. 1 CCIE LN PAAAIR SO R.fAR1 H 1I SIDCN O_ ATLBT E NH RFMLEEUGD A .PCO I T _ RQA N V0AIOT OHLA N DAEFL OE0 ERI O ARPTBCEA AE DtL RUCED TOCEI P IOE E1 P_ 1E"T l 0IlHT T" O"AI K VC5 .IO PQ RE 1NITA I OTTM L GTtI T - VESN F RGSA TNAR F I OR l 1 R_ C_ t 1 N IIHR U EL )L .HI 0E t N ENR YCAREEE S I1DOA CIHAtMRSO,LH E NOYWAO NCD U RSCYR l I ETDV INLOtN H E0Q P IBO l E_ R1 IIP NR 0EAE tl I E D "M LD HINP0 DEI 1E 0F F I9FTE EESDCG D_ Hit AD T tRN AAYEEF .U TAO I NHF1R S1IDN E l OD I RT KTIS 1 CEI Y N_ K0t! EEEATtVOSTO ( LAP tDED R R _ N CRN PGG IATLAS SHE HEDAIE M PBYNN S REEDL NAHU IRPIL O E _ IS OO M(A, LNFI O NDN Yl SOOoS SACLDI LIU TASVA l G C_ IIiA N NCAF f QIH EG Of. t l MIINT CiANE.BES E N_ TTHP OYUU NE CO MEORON O SAAIC NllHUH T ITT U IE OHTNFI 'Y A A IE0NON NRE L ORNPIR )A C_ SC TEtLR MYR lEOSDUC ,E THi NI OAR L S TE l l l PB ODlAT HEfG"EV i DLILB ITH S A .O T EIC 4 l CU P ANS GGAK5MINOUAFE. S A. .E RY NF AU.RDN l ES E.MOl IAMCDEGOIBVINO OE D L EEYR VOEEDO IO HH AAG IT' ELNT PRERNB PHEE0 THCHAC ( / N Y Y t T R t IREO f 1 RETG Rll _ Olt SE EI _ H0YT CG_ C C C C C TPSA NI T T T T T U C OR_ Q Q Q O Q ARll CO_ AAY YERBT ELG N 5 LCOtiE L 0 l LUR0l AT _ 0 I CR_ AIPIY V TO IO_ 0 R f FiAL RP 7 E EORl P CE - 1 1 B E ERM N T2_ SECOE S 6 U SCtlF I 0 H EI0l H l HFCI l N Y l F l I R EOEi8 O T ER1 G YE7 E 0 A A A A OC LDB _ l l t l A T L!! : PEH_ Yf Nf lN NN Nf NN A P0Y PT C MCR AAQ_ A l A A l l B A A A E O LS_ NN Nf NN Nl Nf Nf U f EG TE S EE RRL _ A A A A A A l i YT O B _ NN !N NN NN Nf lN F O OA PF LC EAF _ lA A A A A 1A tU iN NN Nf ll NN 1fl S PB RSB _ l if 1 T ES 12 12 12 12 12 12 12 I G I D TC_ N N N N N l LO_ iB B B B B B 3 PL H H H H H H T C SHRD_ S S N H N N S 2 R 3 L I 1 E 0 3 5 6 4 3 F S N BT _ 0 1 1 1 1 1 P N UA_ 4 8 8 8 8 8 Y C O SC_ 0 1 1 1 1 1 B E S 6 7 7 7 7 7 R D 3 E E 2T P T _ H P P P P P P 3S A _ I H M M M M U 1E C_ O SU R PQ T G CEi l 1 2 1 1 1 1 ERl i R_ 0 0 0 0 0 0 E i l G R H E _ 1 1 0 5 1 R B _ 0 0 1 0 0 A M_ 0 0 0 0 0 P S H U_ S 5 7 7 0 0 N N_ EYS 80 80 39 75 94 R CCS s 06 02 14 12 19 E l l N_ llI Y R - 2 - 1 - 2 - 1 - 1 C EE R E. 60 60 60 60 60 N RU - O C_ 85 85 85 85 85 O EQ G N _ - 1 - T - T - T - T C FEP E O _ 1 l l N N ERi T l C_ 1 l l RI O A 1 I I I I
EAU EE RCS MT IA TD E R L TE4D TVUFH NSXTY lDYAHTT l G 1. ! PEDO H HC - NYD TSE ARESE.AET - II t A U' u LOF T30 LINEO ELE E EHB CISO L AITER N SGRTTDDANMH A PRR EPO HC5GL LOGO O NAEtl V GOT NAO ' JELAEH UE 1t l AE" N Rf ,I S YDAtlES OlFPR TPUT TQt t fl t QSSN TM,OOD0 RP G0RKTI TEE 0IMY IA - FOtO YlEEY 1 l SCLIEOS O T - REAIT t MEOR AFVM RS R TBS O TE OoHNSotCT LNE V E EEEORA E MEUR,GRHA SEAI HB H TSllF.PLRFOUSNH OSOPE P HTRGLN OI ,T N0OTXUA TNTT RO MA DTSEAPA N _ LSSR SOH ' ER EPIOI PHKRU El EPl U l l l l O-f!U EI Sl DRUSIHH TtOLGRITT AOQ l! ,YASLNAO - T T F A.OlAHlEEHH I - E0OF IT1lACREA RSIDI O9R .VI EARS !t t t T - HPI T0-t I - EI1 N!Ol El LGISEH TCS OYBT OO tA P-TST0 t t rE HOL M GHDE RRHTEH E0L SGt l i 1 R-TRS VRSDRA0EVRTPLR Rli0lG HTOOTNST C-C OS EP lEllSREE IA OEiIISTFP IO l t . S YiHARELH LFI FVHHHA EM F HT S-EEPA E-RC HD DRFTMEH T .A L I A RLIKOPTt I D-RAY E ENEtO P E0RCRI EGSRNDE R U A OLRIR TAVt E OD1tEIO! H RDIETEE0S TT 1 Y CPOCI A AEHHHAAHi A TEE VFSRlTNAR l l R Rf - S U LFECLTTHR TH ,F REESEAOOEllOHO Q Fl I I GOECD NAlREI HMRE TP O E-DDI l l 1 ,T lD M G l LtV"E OOASH1HS TGEET I IOkC C-l I t E t UARSR T CRH0 ER OTL0 SGIUER YO0ESI T 0-O EY DEE GEIRT L1 SEl DRE,TTPVR' 1 l 1 0AE )A C-H, POP DEBGSSNYEE NI DSE,EPVEI 1 f SC StUBU IL ATDIOHFLIFS RI EC EllLE01ER t PB ES ME4NOlYLTSL tI AADLOEl0AVC PO l l l CU AL Dt VCALEAP1NA T 0 E AlPAH QHDVA ES VBNL0 NE MSPLt l EPM t NASU HRtPRRoGUA I ( / TOIOL IL0 - EPEIRALTH RD A D NA Y Y Y T MR IREO i I f RETG RI - Ol SE EI - l HoYT CG-C C C TPSA fI - T T T U C 0R-Q Q Q ARH CO-AAY YERBT ELG l l lE LCOt1 L LUR0t AT - l RfPIY CR-U TO IO-R Flt 1 RP-E AL EORfP OE - B t E ERf TR-M SECOE S U SClF I N l EIol H l flFCI Y lF R l f EOE18 O T ER1 G YE7 E OC LDB - A I l A A T Lrl : PEH-Nf Nl NI A f C pay PT MCR AAQ-A A A B E O LS-Nf NI Nlf S l I U EG TE l EE RRL - A A A YI O B - NN NN Nf F OA PF O LC EAF-A A A PD RSB - Nf NN Nf S l l MU T ES 12 12 12 12 I G I D l l TC-i N i LO-lB B B 3 PL - l H H T C SHRD-N H S li 2 R 3 L I 1 E 3 1 3 F S f BT - 1 0 1 l i P f UA-8 8 8 Y C O SC-1 1 1 B E S 7 7 7 R D J E E 2T P T-M M U P P P P 3S A-t 1E C-O SU R PQ T G CEt t 1 1 1 t i i G R-0 0 0 E ERi 1 E-1 6 9 R R t B - 0 0 0 A M-0 0 0 P U-S S H N-2 9 9 N EYS 00 08 08 R CCS N-23 21 21 E l ! l!I Y R-1 - 2 - 2 C EE R E-60 60 6O N RU-O C-85 85 8S O 'EQ G l - T - T - T C l FEP E o-l l EP! T C-N l l RFO A I I I
FTB EAU J EE RCS MT IA TD E GSOI ERHGR0TD USENN EPLDCSRI A DO H GNN OSRHOEITFE TN QIHO I LNOAHU O T .T AUU ROA TNTILHDIA HTI HBAALHPQ AT TR PRR PF E IEHL NL TT T. COC E V .EPU NEHGR O ,A ND O HIN AJISEICR TLLUEF RDERCN DCT DEA N GDR ~ PLRCU EEDD AEEGAERE SSAHE .UDE RNYLA - NP ONN E ECBAO OLFAlHTH SDOAC OITI U TNNDRD l Ll RE LOFA A ILR N F' KS. l OOLEI CEDTPSNI RY EHOO EESER.N ,SSEHV UIAOPEGFTYGE .S )HTNC DCR EEtO TRRHDO t NRHNAHI UROHET N ENAKYVOL REEHPR N E TSEDERTlE HND'SR DE COEIL APPT .P 1 O EPODS ER VP IG DOEAH RL5ALRTO P I NITHP ALtLPOAF EEHCT l I HXHI' RET .T T TEHDT. HHDF O KTO HE0 ll FT NDD UO I P NiO GEOSEH IMICD ECIoE - R0 IAA,NH l I FYSDEGTSIi MHH ESOCUE RXTt SO1 RRC i 8 R ONRPtI NRoEAT MOR HR EOHDBF ,G G T D I1 t C-AEAESDO' tGR R APP I T M OON E Q .L U OFOEOJI S GME GEEIS0RGTE N URR YU E N NEADRTRRAOAG (ESM .Q NORSG - N DEEOTO D IRGIATSSE CPDl NTHTOR EE H IAE SOG L O IEIMIt. UIEPHR A HAENE PO RLR HHTIHN t t Y N_ NENTMNSONE NA A SI RE t . ENC ILIiAII .T R R IHE AEPIRNEUM MRLYTP AR EHON HHICT t l EOASAU GEOVTIO E A' DT A O E_ G GFLR GEIHO l EENl OPPRlH TRE RFU M SECTI TC L ENl M G C __ E N_ BRG0 IE - D GH O D"RH EDN TOI AGSKE .R O_ EILEREE YEDKT FDIYOD E ANATD. RNI DNO T )A C_ EHS MARHGECEC EVDFL YAMEINDT. MNRLFEN OIVSIRF SC HTEA.SLH OEETNHATA, AIIDNL O RVTIAP PB T D UTLABH VFDUIO LGOII E. HIPA0l GEIaCI t CU M D C O,PR O TIlB F PNFGNDODD l l ES NAtNHUS .Y EEN L I. " L MIR IEN E OSUTCoR ( / IRIUTNRE EEPL AA AO EVEY K .R LSSE CE Y lY T lR IREO Nl RETG Rl _ OHSE Ei _ H0YT CG_ C C C C TPSA 1 I T T T' T to P. _ Q Q Q Q U C r art CD_ AAY YERBT ELG t a LCOttE L LURol1 AT _ Al PIY CR_ t V TO IO_ R FNAL RP_ E EORrP OE_ B 1 E ERll TR_ M SECOE S U SCrF 1 I N 1 H EIot f FCI Y NF R EOEN8 O T ER1 G E YE7 OC LDB _ A l A A A A T a A Lt : PEH_ NN Nf NN NN NN NN A PoY PT C MCR AAQ_ A A A A A A B E O LS_ NN NN NN NN NN NN U EG TE S EE R R L __ A A A A A A YT O B NN NN NN NN NN NN F OA PF O LC EAF_ l A A A A A A PB RSB NN Nf NN NN NN NN S l lU T ES I2 12 12 12 12 12 I2 I G I D TC_ N iB B B B B 3 l N H N N LO_ B PL H H H H H H T C SHRD_ S S S S N N S 2 R 3 L I 1 E 6 3 3 4 3 1 F S N BT _ 0 1 0 1 1 0 P N UA_ 7 8 7 8 8 8 Y C O SC_ 1 1 1 1 1 1 B E S 7 7 7 7 7 7 R D J E E 2T P T_ P P P P P P P 3S A_ M M M M M M U 1E a C_ O SU R PQ T G CEt N .R_ l 1 2 1 2 1 1 l ERi G 0 0 0 0 0 0 E R M E 4 2 1 4 R B _ 1 0 0 0 A t _ S 1 0 0 0 0 S M U_ P EYS N_ 9 8 9 0 N 08 14 28 34 R CCS N_ 21 23 23 29 E NaI Y R_ - 2 - 1 - 1 - 1 C t EE R E_ 60 60 60 60 N RU-O C_ l 85 85 85 85 O EQ G - 1 T T T C l FEP o_ l N N 1 E ERf T C_ N l RFO A I I I I 2 ll ll t l! ,l
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i AC FTB EAU EE RCS MT IA TD E SI .A KAI AAUT U S IEOLRRF NO GNi LFHT4 A Li ENR CED TSIIEEr RI t l l AUU ItDPR TGOttYR U RE A THVHI ET PRR AuIEO NPAEC .F SEE TF0HD0 CO TCTDF EI TH AHN NOt PR NM 1 E A N MRSCTSSO H E 0 D E OO 1 DOfNI IEIU URN SR SER,ERH CR". TRO TDHLHHE EKE ECPSSAT P OIR ITEGTHS LCHS RN ESER G S N"L .EFTE KS RU TA LA0D PESEALU DUlCH Ct OlOH IBPE EIEYPCF I A l i t EDIUT I0 .E H 0 XTNE RRRO U H .U N T RR SCNBTIOI OUAl SEULENO OED f IPSPR N LLI O ADRTU O TTC NCM I NLESF FNIOtI K C MXSMA LIV t T IElf OETTESR DI EAE it OFI P 1HT0O f HO VOE. N .ET ) SS F D I RHRCN THMSEPGN IEVS !t ELE 0R ETI ! DLEEt Cl I Il l R ETU N OE !R MII 1I i C TIF S UEREEEAE FIEL 0A1fBYIE HQ S H .A OEPYMVDC FTCA N NIOTCE T D E Y 0DH MY OII N A RE KGOGLONL FE D L ,1E AORLTTLO TGER (t 1 lSIPNOI D0I TC SI LOP IAC StP iRLtOCF elf l t Y N ST AC EPFMKSI 0 N SlEEER IlI l R R UQ .E Ht EClTRS TROA ' IP - PTN FEL 1 l O E J YL TEE IElEL RHTH TA NE NI IIA l G l N0TE. ESSSEtII O T I RAOLHE TVU C t 1l l E t U1IRN SNYE T0A PEE ETQNBCft tEQ T 0 L R EAOSEAOPT PHUR M IUi0 ERtl )A C StAEE S LUK P E UTDE EFDRGSRI D U t UYPAAI RD S H G0EOI AT Il SC AHIBC I l PB H0T tl l l t BMCTIGA TET A TFLRPA oF CU Ht Y00 A E NER PADA N5C EOE CRO 1 t ES IKEACI VN YOEILE D AR A11ES FDR ( / C DM T TENCTRTCH ATM M0L13E O lRF N Y Y f T MR IREO lt! RETG Rt Ol SE EI l P H0YT CG TPSA l C C C C C U t I T T E T R art 1C 0R Q Q O Q l t CO AAY YERBT ELG l 1 l LCOlt L 0 tE LUR0t AT 0 AfPIY CR l V TO IO 3 R FiAL RP 5 f E EORtlP O. R E 0 B E ER! M SECOE S 5 U SCtIF I 8 N FIot H 1 lFCI H Y NF P R EOEfi8 T ER1 O YE7 G E OC LDB O A A A ll NN Nf A l ll A A A T LN: PEH YN Hf Nf1 tf ff l 1POY PT C CR AAQ A A A A t EG TE l 0 lA A B E O LS NN Hf Nf Nf Yfl Nf N U l l S EE RRL A A A A A 1f l ! I A A YT O B 1f t l N Nf !I NN NN F 8l OA PF O LC EAF A A A A A !l A A PB RSB !I NN fN iN l l !f Nfl Ni S l MU !F T ES 12 12 12 12 12 12 12 12 I G I D TC i i i N t N N l l t i LO B B B L Q Q Q 3 PL H H H B S S S T C SHRE S S N N S S N S 2 R 3 L I 1 E 0 1 3 3 0 3 1 F S N BT 0 1 1 0 0 1 2 P t UA 2 8 3 8 4 8 8 Y l C 0 SC 0 1 1 1 0 1 1 B E S 6 7 7 7 6 7 7 R J E D E 2T P T H P P P H P P P 3S A I M M M I M M U 1E 8 C SU O PQ i R t l G CE1 i 1 2 1 1 1 2 1 ERH G R 0 0 0 0 0 0 0 E R M E 1 1 9 3 R B 0 0 9 0 O A 1 0 0 3 0 N t P U lS S H N 2 3 8 9 1 i EYS 56 54 07 0 R CCS l 01 t 08 5 06 0 E i NiI Y R - 2 - 1 3 - 2 lC EE R E 50 50 60 5 l RU - O C EQ G l 85 85 0 85 8 0 t 1 - T 1 FEP E 0 P 1T C P ER! T C H H C Q Q T RFO A P P Q S S
EAU EE RCS MT IA TD E HD H0FODO HOCIRI DPESIMR HN'E ICI ERTL C NPULF-tA IIB GNN TN. ll it OANRK0T T IPOAE AODItfP ISC AUU PRR OO CARA V IB A00E C D TCID ell ,G s ,I O S 1Et EAOT I 1 l lrSTPLNRlR R TNYN DNSE T DSIU l 0EA IIOoO ~ Y EAR EITDOAR EA O SI!YAAFPF EFND1E RlN TME TE ,H 1 l l t IIE RH ARTS ATILTT l N CIl I C EI EENIRI IT0FtNN HAl.EO0 TCA 1 l i UFP SlHI t 1 ! Ri"DN l RLIMDI A VStf0OO l t ITC ETGt IRE /ARER RUK0ICI N RBCRSMELE EJ CT T R IE IR E O - OASTE HCH S S ARA AtSTD A CTD i I - FPIXfOTUT DLN1EH ISSLRE IIET 1 t T - ADEATRIR STIIR!R L AYEEL FRT! l l P-NC l U U AAO0O Et t(DF F ESTTFPF NSllSHHC FEAE f i HTU OMTl l ,Gt l l I E EAENl N NIEYTUN Si4 R V NA' L Y DIIRI OTRDIF YA GB .EODO C. IYI HNEN O0/A A SICDH M OIS S-GTSD DSS E-IUlTH S L5SMRER RR U 0 l OELSS D - ERAANT AS P E ELE EODB ,flD ROC EI.EA MD1 OHCH PVN"C - EN TVAAA t R R-l ,EfiH)LH EEATTUT AA T SR I Y N-AI ,l AE DEDYD l f YE Cf RNR DF AQ l l O E-SEEL0,TRI Ct(DU U E SV YEC ECtRE l E t O DRITLE FH E - .F IDETOTLN NEAAI G C-NSGARCI C IA LF FEI TIEO GR RF l HDDO IDTE LRC I 2OI T 0 - INE0VQAB Il l l l i )A C-TAL1tl I I l CEtH H E N. LRIHt A ST8PS SC OHt iEOTYN E 0T S AOlTHIET S09MS T ll t l PB MTol TNAR PSII AS UFU 0TB4 Af1EA liOK E1E SATH'.EA QFTOil E TL CU O ES RRKLRMD C HO YLH NARTKEYH IDE C I ( / PE OHINNI A M,TE U O DAT CACS Y Y T MR IREO Nl RETG Rl - l OlSE EI - P HoYT I C C C C CG-TPSA tI - T T T E U C oR - Q Q Q O t ARr CO-AAY YERBT ELG N LCOltE L LUR0t AT - 1 l AfPIY CR-V TO IO-R FNAL RP-E EORf1 OE - B 1 P E ERI TR-UM SECOE S SCrFl I N I H EIol tFCI Y NF R EOEl8 O t T ER1 G YE7 E OC LDB-A A tN NN 1f II A A A A T l PEI - aN l II A ll Ll : I tf l f 1 PoY PT C MCR AAQ-A O A l 0 A A I l ll B E O LS-NN YN IN Nt Yf U t f EG TE S EE RRL - A A A A A l A YT O B-NN NN NN N! Nf NN F OA PF O LC EAF-A l 1 l !I ll S A A A A A 8 PB RSB - Nl Nf N Nf !I if f MU T ES I2 12 12 12 12 12 12 I G I D TC-N N N N t t i t LO-Q Q Q Q Q Q 3 PL - S S S S S S T C SHRD-S 5 N S S N S 2 R 3 L I 1 E 3 0 3 4 0 1 F S l BT - 1 0 1 1 0 0 N P l UA-8 4 8 8 4 8 Y C 0 SC-1 0 1 1 0 1 B E S 7 6 7 7 6 7 R D J E - E 2T P T-P H P P H P P 3S A-M I M M I M U 1E C-SU O R PQ T G CEM H 1 2 1 1 2 1 l ERi G R-0 0 0 0 0 0 E R M E-4 1 5 R B - 0 1 0 A M-0 0 0 P U-S S M N-5 5 9 1 N EYS 01 00 03 0 R l N-06 06 07 0 E CCS lllI Y R- - 2 - 2 - 2 lC EE R E-60 60 60 6 lC RU-O C-85 85 85 8 EQ G N- - T T T. C FEP E O-P P P K E!l T C-Q Q Q D I l EFO .A S S S T ~ C
FTB EAV EE RCS MT IA TD E TVVCIDI TEM IFILRPA AI D' 'INDAN IOl l GNN CTT OLLIHR TOGEOEM TTSEE FCEUUAEAI0 AUU I SORIANDO A I FDR SCLBN IEMLQ RtTI 1 l PRR L,FETPFROPF TELE O UE I RPEC SA CT FHOV FEM N NCELRRF IDEOA SGlEE 0UI tC IARAll RI El - IEEl CEFTT E AIRtETRD l l 1 0UNTVO EDA SENHVNI R E BSN OAS TD CSOUTFRGNER EIOWDO E IER ATHNADSA IC I ALE RRN PR HRCL O 'N M O (CLt t ASTEHSER CH PE ,D E TO PE TO NR EoO AAXTTHO,UT EPTDERH FEOB SR E CHCN N LEIC1TTNR RXAESAT H HE DREOH IH N I O WA C1 U SEHTSER EDTPO EEPTTDFT .S O .IC ROEt F I/TOALU IE T LPP O'II A t I l MG MPCF VS.s U UD FCI)H I _ ENVISITPI T _ RO Ftll SLSO NSO U RURllR DE EEIE Y I. AISI00St PN )IERENO E IaE EHHSFRPETI t P_ TSCICEI ,I NNRPR N TMAtD HTTIR SRIC R-SAOET C EHS HIU A NEFtR C IVHE AL ITNAO SFHETRS A C-EURPIDIETSA DASE S-ETGSSRVHAtlH IRSRSS. SU O R EI0I. t E-YI OARTG0 KTAAEIN TY MN S P .HHtTN l t l D-OSA,PlE III ( E0R ISSEI AEIS TANRN GLSYIE. X IT - HSHAlE EEO AS TTC l EEOTCE EE SD USH0LOCDCI L t R .SA SllE L 0 ;lL HEYE eat SPTTINT Y N-PTNE.IRRYEL l MSI I R E _- ' It 1 R EE IEOOIVE. TDNYPt oI ETCSI EC0 FRO QFOA O l 1 G C-RE H / ANRN lROOt0CF H R F YEIIEES NC1t TEDPI R EASLER-TTOEI OBTRPPLOO R E N-TEB. T O-CT S Ct1 HE MGRP PTN AFHS L A ITC I 1 .O )A C-ANLEENA0DCC. EEEtE NI GH TS PTLETDA TF 1 1 l SC RILDSE CLUNN GRPELHE NTN A MUEHAETNNPN PB T IOUUS USOO A BCtN I ITL EBRTHIE! IEI CU NFHC LTEO CI NSAEIUIO RD AC ,TFD0AD ES OO NFCTHR T ANQLGSRI UENHE N ,l I NT t ADATELDKNNA C / C AAANUASORA MO BI AT DTOTR. Y Y T HR IREO t l RETG RN_ OHSE EI - S H0YT CG-C C R C TPSA 0 R _- t I T T S T U C Q Q H Q t art CO_ AAY YERBT ELG N LCOtE t 1 L LURot AT - l AfPlY CR-V TO IO-R F1 AL RP-E f 1 EORt P OE_ B 1 E ERt TR M SECOE S U SCtF I N l EIul H l IFCI Y I NF l R EOEi8 O T ER1 G YE7 E OC LDB - O l 0 A A A 0 T A l PEH-YN Nf Yl NN NN NN Yl A Lf : f f P0Y PT C MCR AAQ-l A A A A A A B A E O LS-Nf NN NN Nl NF NN NN U EG TE f I S EE RRL - A A t A Il A A A A l 1 If NN Nt NN NN Nf F OA PF 1N YT O B - O PB RSB - NI Nf !A A A A A LC EAF-A A I l I l ! I NN NN NN IN S 1 lU T ES 12 12 12 12 I2 12 12 l2 I G I D l M N N LO-B B i l TC-N i l i B B B 3 B B I H H PL - I l I I 1 I H I T C SHRD-S S S S N S S S 2 R 3 L I 1 l 0 9 0 5 3 3 0 F E S i BT - 0 1 0 1 0 0 0 P N UA-4 8 4 8 8 8 4 Y C O SC-0 1 0 1 1 1 0 B E S 6 7 6 7 7 7 6 R D J E E 2T P T - H P H P P P H P M I M M M I U 3S A-I 1E C-O SU R PQ T G CE! H 1 2 1 2 1 1 2 ERl! G R-0 0 0 0 0 0 0 E R I E - 1 2 2 4 R F B - 0 0 0 0 A M-0 0 0 0 P U-S S M N-3 7 3 1 N EYS 07 07 8 01 R CCS N-05 06 0 02 E l ! I Y R- - 2 - 2 - 2 l ! C EE R E-60 60 6 50 RU-O C-85 85 8 85 0 EQ G N - l E O-tT - T T C FEP M N P i ERl T C-B I H H B B B RFO A It I lj
FTB EAU EE RCS MT IA TD .AI R E(NNR M.VAEA T DNIBC ASNTT SR E - C GNa EI LN St R l AUU L -,-lAGE0O. l OE RFONRTRAE ElT NN HAOTQ .AE t t 0CC OFC(ANEMB T0NNOO LIA YHH l t l l .N FO IlR ANEACI ICTHOT T PRR E,StHlEIH SFt0TIYT FKNUO NYO.EAoOY I KDC .T CEA TIIR l I SMPFA I I FAI EONDF ICI IAT A ,RCT LCU RORTSBLEtlOEA T L. SA NM MSFNTM IAHA F l RLNOPR NOF HI G TEC0RI I ENS PTA RTRA lGPC 1A N EIOIEO OTIB0T.DD EDTEEElE DANE 1t INtIC ERO TACTDF I SOiltHE l l 1 ,I IlR lll HIETLRER D A E'A0O TIETIDLEI ' T A N TTSJKER S TAVE A l l 1 l LtRD EEELStPF CDTCFLCHT GEOtNI CNA CE A f N f ' NELHP A N INTAIEUTA NDTRO IELSSIC .E t 0-IE0EAHITPGCoRI LEARCHNRM I OIR Rl C'LFNlL l I - BIH IH Al TA FP PEH UR E I l .EFTE TE IIlO0E T - G T,THFCIC ER N N PT FO B UllCl SGBCAoCIR l P-NOE D OIEIDLE OSAYSI F RDIUi EAO TC T R H)ol SE RR RlJtsE .AE l l I - ITRFEED DBFLCH C' S O E I YHI INDRTU A IDOTl C-IAL PIROAECNHR NCITHDT NLESF LMRA TPRiB R-T AOPCEPN IEUT ATfIISR 1AEH!! A ET - EOY S-tEOMAVRTHREH U E l ALAE C1HT0O CYHE 1 EDFA PT F VGSl E-IlHOCRE ,A f SI. INIIO AHH HRC! IBTRAU NM D-MllHTIEFE I0 TDSSHNE l)O GIHMTCI T TRTU D l VDNI 0 Y l RSSOt lTAt1ElYN DTI iTIR AIIF S' EDtOT O H i I t l I0DH K HLTEI R R - CREBASA RIHDT GR RSQlCU HAI .A HEAT' DIRD O E-SEE HRRTETTNIS NASCL E F TF G C-IPYE ATAT:- ALA IGLSIOD l 1E - ASORTECHT 1 t 1 SU SI ATEIHUTA 0D E N-D OHtiE/ EEO-AH EEEIATI -. T O-FLT0YDEVCTCI BREDT FN1E L C AC E NDHHRR1f )A C-SOP N ER I TTI F EtNR S E N' l T .E TNIR TTUR i SC I !T ENA,VSQtC SN PDllOE - A EAQYL IE ORISFO PB aEA ,EI TRE E IOIU/0CC.E F TE. PEY AH'! F l l ll CU A0 SRAOSEl0D IC Si ltL - NOIRN SBFNB ODll T R t IT REKNo0E IITL R E II ,C!I ES VI ETHTHISA1I ( / TTERSTEIL H FH CA EM IC1R C AEE DSS SC I Y Y t t IREO r l l RETG Rl - O! SE EI - HOYT CG-C C C C t TPSA lI - T T T T f U C 0R-Q Q Q Q art CO-AAY YERBi ELG l l LCOl;E L ) 1 Lt R0t AT - i AtPIY CR-V TO IO - R Fl1AL RP - E i P EORt1 OE-B l E ERt TR-M SECOE S-U SClF I H EIol l H 1 iFCI Y t lF R i EOEl8 O T ER1 G YE7 E OC LDB - 0 A A l l O A O A l T PEll - Yf Nf YN Nf YH NN Nf A L! : l P0Y PT C MCR AAQ-A I l A A A A B A A E O LS-NN NI Nf NN NN Nl NN U f EG TE S EE RRL - l A A A A A A A YT O B - Nf NN NN NN NN NN NN F OA PF - l A LC EAF-l A A A A A l f II A II NN Nf NN S PB RSB-Nf Nf Nl 1U T tES 12 12 12 12 12 12 12 12 I TC-N N N M N N N LO-B B B I B B B 3 B PL - H H H I H l H l C SHRD-S S S S S N 2 3 L 1 E 0 3 0 3 0 3 3 S i BT - 0 0 0 0 0 0 0 l P H UA-4 8 4 8 2 8 8 Y C O SC. 0 1 0 1 0 1 1 E S 6 7 6' 7 6 7 7 R J E 2T P T-H P N P N P P 3S A-I M I H I M M 1E C-SU PQ T CE! it l 1 2 1 2 1 2 1 ERi G R-0 0 0 0 0 0 0 R H E-1 2 1 1 B - 0 0 0 0 A 0 0 0 0 tU-P 3 1 l 5 5 8 9 EY5 t f 03 03 03 03 l l N-02 02 02 02 CC5 ll1 Y R - - 2 - 2 - 2 - 2 EE R E-50 50 50 50 RU-O C-85 85 85 85 EQ G f T - T - T - T l - FEPl E 0-P P P P . ERl .I C-D lB B. B RFO A l I l H I
10 A C FTB EAU EE RCS MT IA TD E VL R .IEI DHAI0IRD 8 FE AH RIaEBUTI GNN RCO TtlFMT ETTAFTEE 9EE PSHO SGHtL NRU AUU EUNP N0ITA S ETllCHR 1MMIlE L I T0PY UQ PRR PN U EILRi ARDNIUTI IUCitIL EIIOE l 1 .FE U S MTAAR BE/I RRU NTS DUCO PliHTEH R S AH EAUPO HSARTUQ I E S F NT CPTM0 .HO GCQEF NTEIESFE FR.DE B MIiLR U a A1P 1 )) L AI Dl oat 1F 1 Ht R EO DER 0 HEORl t i i iIL NFF I IRA 0T0O M EES ll DRFEIGS t HtCO AION T I1RCNP UDHVANRfI t TIF NTOAH Do F ML OL OT( U U SOTIBAE AS S tRHO I NN AGIA MC DF Si EI E HC TGEEUP L N-KK l O-((il0 OUNTN OI L .Al RRFCSTNN )UNTS IL I - Rf TQICO RL EODH0 EOEtl OO iOIAEEECO l lUI PFEHNE L AP R0RCI H T - REE PRlRT tST SIL E IE T IDlTEHVH F l l l0RTIT P-OVC IEATI A0II ACO PTCGTH t DCHiH l ll .A o1 C T .D E F iRllITTM tKR0 I I - SIrt HVRSD CTH ll l R-IT00 SOTtD D R )L BOEISAPR (FRStETR I C-VACI D 0A EYE.YE .O HHDEOREO PIAFIE S-RL T NED0 ITPCTRNN SIBP DF PL H FHC. E-EE .A ECP l ELEQLEE TAERSANI OtE E Ro0 I 0 NIXTI R O V L N UEtTSE ll t l l t D-PRTM INA f DA ABC U PR RE ELRO RtiH ESACI Y N-SEEO FDEL E F0I fltl l DNOVLRIRD G0T.YAI T f R R-SDF ECE .L G0O1TY00 EINEIETEE S PO LRA O E-CO l DCltl l l l C-iib N5 NACI TH FFCHR CRRULEIEM G l ILRI NEEtRA IRKNEH T TTST EUTI IEEOPB 1l l tlR E t FCE ARI0EL EEC!D .A IIAIARRRU FPHRl A0O T 0-I lRD PRSCI BPA0I T1t l tl l MHH V TUQ I TGETFPF A C-CAoEE Y ERtiA LiF0PR B FTLSFE CGA !ERI ) l O r l SC E PHR LSPE0V SA KtlIEO UDEO Al R EttREG!1A PB PS TI IEXPCA I A 0TDF StR St UO PI Hf l l l! t l !1 CU SERRU KE SCA l AERL0CNP SRPT0A0 ERD 1 l ES SAUQ AA Dif i lL f 1l IDl iI I HDE5 U IU 1 CCLEE l f t ( / AIErE FT EfO C AIaRD C0T!ER S AHONA ECHR l Y Y T MR IREO N l RETG Rl - Ol SE EI - l CG-HoYT l C C C C C TPSA l I - T T T T T U tC 0R-Q Q Q Q Q ARr CO - AAY YERBT ELG N 4 LCOl1 L tE 0 LUR0t AT - 0 ANPIY CR-V TO IO-f 8 FiAL RP - R 0 EOR 1 P OE - E t t 0 E ERt TR - B SECOE S M 6 U SCtl I l F l EIul H t P tlFCI i B lF I Y EOEf8 I R 1 T ER1 O YE7 G E OC LDB - A lA A A A t PEI l ll l lI T Lr : PoY PTI - lN ff tf f N t tI A C 1 CR AAQ-A l l l I A A A A B fE O LS-Nf lf Nf Nf NI U l i EG TE S EE RRL - A A A A A YT O B - ll ll if !f ll !l NN F if it OA PF O LC EAF-1 f1 l l PB RSB - aA A A A A MU lf if fPI Nf Nlt S T ES 12 12 12 I2 12 12 I G I l D TC-i l l i i B i i l l LO-l B B B B 3 PL - l H H H H T C SHRD-N H N N N S 2 3 L R 1 I S lE 1 3 3 3 3 F t BT - 2 1 1 1 1 P i UA-8 8 8 8 8 Y f C O SC-1 1 1 1 1 B E S 7 7 7 7 7 R J E D E 2T P T - P P P P P P 3S A-1 M M M M U t 1E C-SU O PQ T R CEl H 1 1 1 1 1 G ERHi G R-0 0 0 0 0 E R H E - 3 7 1 4 1 R D - 1 0 0 0 0 A 1 - 0 0 0 0 0 T P U-S S 1 1 1 1 1 5 3 3 0 i l EYS 03 07 03 03 13 R CCS i-04 05 04 04 04 E f NNI Y R- - 2 - 2 - 2 - 2 - 2 C EE R E-60 60 60 60 60 f l RU-O C-85 85 85 85 85 0 EQ G l - T - T - T - T - T C t FEP E 0 - P P P P P ERfl T C-I I I B B B B B RFO A I I I H II C
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08 N 8 18 OP1 5/ IM7 531 T 50 C-E 1F S T 10 AC FTB EAU EE RCS MT IA TD E R lADICR 1S ED U RAPLR AUT Gtl !l N0E.ETCT O OHEEILSl )BS CE S NR I t AuU 5P ARF N0TTTH AT0 H AUH IG U PRR E DOTER It PT 1 1 t LYE T N ISI l t J .F HSE TRlE At E E0ET 0LHG R )I l t TRB O0P A E.CHCIUA NTTt U NTT0 l E .EFP V.VECGlTQG Kl i .F HUSl l l l f MGLAUl C TSESAUEIEI (EOTT DTE OALVDIRT HSI ODDRT UTUSO NIRS Rtl AQ TT ADHID S EQ TEN KTEA LIT I FAl DRE FNARtTSAIE EEEIR (STH M HLELT E0 A E CV YSETES Il tl l t S STEHCA L (1iY tR0 l OBYSTA R0II l t l 0-DSlIHTUH TA ,E I LUOllH EC C l ll t I I I - NAoIHRNT E3IPRVD PSLoI C F . E l OEE T - E l TU .ES l PC I CO l t l P-IOT!IF Sl YR RF G LI ED1 FC AR f t I - RPAll .T0 OODA StIlDH EAO HflTi I l l i F R-FtZU 0DSI LFELDUARAT CA V CR C-IIA,1EET P RLIlHEL R CTT 3 t l AFIE S-IFC SUA )IOA0CCI NAR CN VOLC 1 I t t i E-EDA T AQG EIHDPB TAR VNlIR T I l F!l T !!t IGDQ.EEI HE R0VO lT iLE E!00 D-1 l t I l t RARl YLRT ORDSl l I tECAF A RHFC AE0CI t lI1 Y O OI0TE S At t tIA0V R YETt!! YC T R R-FI F1IRIE KYAIIERt1E BHI00O O RA O IE L CV LS T!tlI ED0 T EPAlR I G L_ !E0P T CCI LLE1 l f C S SO!AE N ETUEA l 1 l E N-EIOTlIB I HtlOECE0TC LEtPLRA LtIoO I 1l T O-ROH 0T AAEHYOEPAT LRAUAll LETPF l l l i )A C-IITTliNYiS YfUTOLY NQ II OIoR I l N l SC HG tKEARI O(Q LEORR VHTRTPO VXERI l PB ETA DIIEH U EEPRLAOT X HGt F XETA I CU ARATSI CT Q3Sf1 PEFA l ERI l OER l t i l 0SG 0 I ES V HCLFill E8BlEArLlH iAUETAI tNPLE ll i 1 ( / TCTUIfOOH S9Uf ECIT K!D1OE KA CH Y Y t T R t IREO t l RETG RII OfSE EI - l CG-C C C C HoYT l T T T T TPSA rI U C aR-Q Q Q Q ARl CO-i YERDi ARY ELG l l LCOlE L l LUR0tl AT - l RfPlY CR-U lO IO-R f fiAL RP-E EORtP OE-1 B E ERll TR-1 SEC0E S tU SCt l f I N EI0l H l flFCI f Y rF f R EOEi8 T ER1 OG YL7 E OC LDB - A A A A A A A A A T Lfl : pet - ll Nf Nt l l !l 1f 1l Nf Nf Nf NN Nf A l l l l l tf !f P0Y PT C MCR AAQ-A A O A A A A A A A B E O LS-Nf l ll YN Nf NN NN NN Nf NN Nf U l l l if EG TE S CE RRL-A A A A A A A A A A YT O P - !N Nf ll l ll ff lf NN Nf NN tN NN NN F l l OA PF O LT EAF-A A A A A A A A A A PB RSB - Nf NN NN Nf 1N Nf iN NN IN NN S l l 1 l l 1U I t T ES 12 12 12 12 12 12 12 12 12 12 12 I G I D i l l TC-S S H H H H H f i LO-P P Q Q T T T T T T 3 PL - l lt S S O O O O O O t T C SHRD-S S S S 5 S S S S S S 2 R 3 l I E 1 l 0 0 0 3 0 0 0 0 0 0 F S BT - 2 0 0 1 0 2 0 0 2 0 f P UA-8 0 4 8 4 8 0 4 8 0 Y C 0 SC-1 0 0 1 0 1 0 0 1 0 B E S 7 n 6 7 6 7 0 6 7 0 R D J E E 2T P T - P U H P H P U H .P U P 3S A-M I M I M N I M N U l f 1E 8 C-SU O R PQ i f G CE1 l 1 2 1 2 1 2 3 1 2 3 t i ERi G R-0 0 0 0 0 0 0 0 0 0 E 1 R E-0 2 1 2 R 1 B-1 1 0 0 A 0 0 0 0 1 t P U-S 5 t t i t 6 6 5 5 l EY5 11 11 2 2 R i CC5 N-17 17 1 1 E l! lt1 Y R-2 - 2 C EE R E-50 50 5 5 l RU-O l 85 85 8 8 t0 C-EQ G t - T T C FEP L 0-ERi I C-X X X X l CI O T X X X X L
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v o ATTACHMENT B EMPLOYMENT List of Concerns by Element / Issue This Subcategory Report (71800) addresses 254 employee concerns divided into 8 elements and 21 issues. Classification 71801 - Salary policy clasulfication BFM-86-007-001 IN-86-058-002 BFM-84-008-002 IN-86-209-006 BFNIESC-86-02 IN-86-230-004 EX-85-099-001 IN-86-267-004 EX-85-184-001 PH-85-031-001 I-85-198-BFN TDK-86-001 9 IN-85-045-001 WI-85-046-009 IN-85-178-002 WI-85-052-001 l IN-85-293-017 W1-85-088-001 IN-85-500-001 XX-85-027-X01 IN-85-549-005 XX-85-069-010 IN-85-560-001 XX-85-069-011 IN-85-616-002 XX-85-069-012 i i IN-85-933-012 XX-85-103-001 71802 - Trades an< s..bor (T&L) classification l IN-85-618-001 l IN-85-785-007 IN-85-790-001 Reductions in Forces (RIFs) cnd Layoffs 71803 - RIF and layoff procedures seen as unfair BLNDNEEC85-05 EX-85-161-002 IN-85-933-005 l BLNDNEEC85-14 EX-85-164-001 IN-85-971-001 EX-85-008-004 EX-85-166-002 'IN-86-266-007 j j EX-85-011-001 EX-85-178-001 PH-85-040-002 EX-85-015-010 EX-85-183-001 PH-85-048-006 3 EX-85-036-001 EX-85-188-001 QCP10.35-8-39 I EX-85-049-005 EX-85-193-001 WBN-86-083-002 EX-85-053-004 EX-85-194-001 WBP-85-001-004 EX-85-071-002 EX-85-195-001 .WBP-85-005-001 EX-85-075-002 IN-85-159-001 WBP-85-005-002 EX-85-106-001 IN-85-217-002 WBP-85-008-001 EX-85-119-002 IN-85-233-004 WBP-85-009-001 EX-85-128-001 IN-85-248-007 WI-85-080-001 EX-85-134-002 IN-85-394-001 WI-85-101-001 i EX-85-141-001 IN-85-556-003 XX-85-040-001 ) EX-85-155-001 IN-85-680-004 XX-85-075-001 EX-85-156-001 IN-85-837-001 Page 1 of 5 ) i \\ ~
s I ATTACHMENT B (Continued) 71804 - Welder-to-steamfitter RIF ratio EX-85-107-002 EX-85-109-001 EX-85-116-001 71805 - Layoff and'RIF retention list availability EX-85-154-009 71806 -.RIF reassignment of foremen and instructors 'I EX-85-175-001- ] EX-85-193-008 IN-86-308-002 71807 - Punishment of " dog-off" errors WI-85-085-001 71808 - Hiring new workers while RIFing proven workers EX-85-152-001 EX-85-192-001 71809 - Retention of non-certified welders-EX-85-107-001 EX-85-115-001 IN-85-740-008 IN-85-940-XO3 Suspensions and Terminations 71810 - Coordination between managers'and personnel offices IN-86-069-004 71811 - Insupportable disciplinary action IN-85-774-001 IN-86-239-002 00-85-005-005 'd PH-85-052-001 XX-85-009-003 XX-85-018-002 XX-85-101-001 i Page 2 of 5 l
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ATTACHMENT B (Continued) 71812 - Disciplinary process cumbersome and* slow IN-85-266-002 IN-85-918-001 IN-86-239-003 Internal Selection and Promotion Process 71813 - Salary policy selection and promotion EX-85-003-XO4 .IN-85-577-003 'IN-86-209-014 EX-85-015-007 IN-85-614-002 IN-86-229-001 EX-85-048-006 IN-85-639-002 PH-85-048-001 EX-85-048-007 IN-85-663-002 PH-85-053-001 EX-85-049-003 IN-85-663-010 SQM-86-009-009 EX-85-051-002 IN-85-682-004 SQP-86-005-004 l' EX-85-053-001 IN-85-694-004 SQP-86-005-011 ( l EX-85-054-001 IN-85-755-001 WBP-86-005-007 4 l EX-85-074-001 IN-85-758-003 WBP-86-008-001 ) EX-85-077-002 IN-85-772-008 WBP-86-008-004 I EX-85-119-003 IN-85-778-006 WBP-86-010-001 EX-85-173-002 IN-85-842-005 WI-85-037-007 EX-85-191-001 IN-85-958-002. WI-85-046-005 EX-85-193-011 IN-85-968-001 XX-85-011-001 I-86-110-SQN IN-85-973-004 XX-85-012-001 IN-85-068-004 IN-86-013-001 XX-85-043-002 IN-85-081-001 IN-86-020-002 XX-85-103-002 IN-85-14 7 -003 IN-86-049-001-XX-85-109-001 IN-85-153-001 IN-86-061-002 'XX-85-116-012 j IN-85-154-001 IN-86-064-002 IN-85-158-002 IN-86-064-003 IN-85-218-003 IN-86-069-002 l IN-85-237-001 IN-86-079-003 ) IN-85-293-007 IN-86-085-001-IN-85-333-004 IN-86-190-001 IN-85-366-002 IN-86-202-001 l IN-85-469-001 IN-86-209-009 Page 3 of 5
v g - 1 , j ATTACHMENT'B (Continued)- o 71814 - Trades'and. labor selection and promotion'- EX-85-007-003 IN-65-784-001 EX-85-015-011 IN-85-818-001.. EX-85-108-005 IN-85-822-001 EX-85-119-401 IN-85-842-003 EX-85-136 001 IN-85-889-001 7 EX-85-141-002 IN-86-079-005 .IN-85-097-015. IN-86-170-005 IN-85-186-009. IN-86-218-002 IN-85-254-001 IN-86-246-013 IN-85-326-001 IN-86-270-004 IN-85-368-002 IN-86-304-003 IN-85-490-001 00 85-005-007 IN-85-492-005 PH-85-002-001 ' l IN-85-542-001 PH-85-002-004 ) IN-85-632-008 SQP-86-009-005 71815 - Management selection and promotion EX-85-100-004 IN-86-087-001 EX-85-126-002 IN-86-283-001 IN-85-476-001 IN-86-291-004 IN-85-663-011 IN-86-312-001 IN-85-763-001 . WBM-86-007-002 IN-86-028-004 Vacancy Announcement Process 71816 - Faleness of vacancy announcement process i BLNONPEC007 IN-85-563-002 EX-85-015-006 IN-85-563-004 EX-85-154-003 IN-85-563-006 IN-85-063-002 IN-85-694-002 IN-85-383-001 IN-85-750-001 IN-85-395-002 IN-86-137-010 IN-85-550-003 IN-86-308-001 IN-85-562-001 IN-86-316-001 E Page 4 of 5 I o o __m__mm__m._ _ _ _. _ _ __ _ _ _ _ _ _ _ _ _ _ _ _ _. _ _. _ _ _ _ _ _ _ _ _ _ _ _. _ _ _. _.__2, m -... _. _ _ _ _-_.,.m.
~ n e ATTACHMENT 8 (Continued) Form TVA 77 Supervisory Evaluations 71817 - General foreman gives all employees S2 rating EX-85-100-001 71818 - GF completing Form 77 only knew worker three weeks EX-85-129-001 Confilet of Interest 71819 - Use of contract employees WBM-86-003-001 1 71820 - Hiring of former NRC officials XX-85-116-010 XX-85-125-005 XX-85-125-001 XX-85-125-008 XX-85-125-002 XX-85-125-011 XX-85-125-003 XX-85-125-012 XX-85-125-004 XX-85-127-007 Miscellaneous 71821 - Concerns with insufficient information to evaluate EX-85-025-001 IN-85-265-003 IN-85-308-001 SQP-85-001-NO3 WBP-86-001-013 Page 5 of 5 _}}