ML20235E191
| ML20235E191 | |
| Person / Time | |
|---|---|
| Site: | Browns Ferry  |
| Issue date: | 02/18/1988 |
| From: | Robertson J, Russell J TENNESSEE VALLEY AUTHORITY |
| To: | |
| Shared Package | |
| ML082340470 | List:
|
| References | |
| 71500, 71500-V07-R06, 71500-V7-R6, NUDOCS 8902210248 | |
| Download: ML20235E191 (68) | |
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1 EMPLOYEE.
CONCERNS SPECIAL PROGRAM VOLUME 7 MANAGEMENT AND PERSONNEL CATEGORY SUBCATEGORY REPORT 71500 EMPLOYEE PROGRAMS UPDATED TVA NUCLEAR POWER
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TVA EMPLOYEE CONCEENS REPORT NUMBER:
71500 SPECIAL PROGRAM REPORT TYPE: Managenent and Personnel Subcategory REVISION NUMBER: 6 TITLE:. Employee Programs PAGE 1 0F 16 1
l REASON FOR REVISION:
Deletion of one concern from issue 7.1503 l
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PREPARATION
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PREPARED BY:
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- SRP Secretary's signature denotes SRP concurrences are in files.-
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v TVA EMPLOYEE CONCERNS REPORT NUMBER: 71500 SPECIAL PROGRAM FRONT MATTER REV: 3 PAGE i 0F viii Preface.
This subcategory report is one. of' a series of reports prepared for the Employee Concerns Special Program (ECSP) of the Tennessee Valley Authority (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 concerne filed before February 1,1986. ! Concerns filed af ter that j
'date are handled by the ongoing ONP Employee Concerns-Program (ECP).
The ECSP addressed over 5800 employee concerns. Each of the concerns was :a l
formal, written description of a -circumstance or circumstances. that an l
employee ' thought was ' unsafe, unjust,. inefficient, 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 employees, the NRC, and the general' public.
The results of these investigations are communicated by four levels of ICSP 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 I
reactor unit 2.
An element consists of 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 c the program,. but issue definitions emerged from the evaluation process itself.
Consequently, sonne elements did 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 report does more than' collect element-level evaluations.
The subcattsory 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 entent-to which problems overlap more than one element and will therefore require corrective action for underlying causes not fully apparent at the element level.
To make the subcategory reports easier to understand, three items have been placed at the front of each reports 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 Summary Table that includes the concern numbers; identifies other subcategories that share a concern; designates. nuclear ' safety-related, i
rafety significant, or non-safety related concerns; designates generic
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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 l
which the issue raised by the concern is evaluated.
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I TVA EMPLOYEE CONCERNS REPORT NUMBER 8 71500-SPECIAL PROGRAM a
FRONT MATTER REV: 2 PAGE 11 0F viii The subcate pries 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:
l management and personnel relations industrial safety construction material control operations quality assurance / quality control welding engineering A separate report on employee concerns dealing with specific contentions of i intimidation, harassment, and wrongdoing will be released by the TVA Office i 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 i
General's report.
i For more detail on the methods by which ECTG employee concerns were I evaluated and reported, consult the Tennessee Valley Authority Employee Concerns Task Group Program Manual.
The Manual spells ' out the program's
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objectives, scope, organization, and responsibilities.
It also specifies the procedures that were followed in the investigation,- reporting, and 1 closecut of the issues raised by employee concerns.
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l TVA EMPLOYEE CONCERNS REPORT NUMBER: 71500 l
SPECIAL PROGRAM j
. FRONT MATTER REV: 2 PAGE iii 0F viii I
ECSP GLOSSARY OF REFORT TERMS
- l classification of evaluated issues the evaluation of an issue leads to one of i
the following determinations:
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i Class A: Issue cannot be verified as factual l
Class 5: Issue is' factually accurate, but what is described is not a 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 j
Class D: Issue is factual and presents a problem for which corrective i
action has been, or is being, taken'as a result of an evaluation Class E: A problem, requiring corrective action, vb.ich was not identified by an amployee concern, but was revealed during the ECTG evaluation of an issue raised by an employee concern.
pollective significance an analysis which deter 1 nines the importance and
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consequences of the findings in a particular ECSP report by putting those findings in the proper perspective.
1 Agneern (see " employee concern")
gorrective act10n steps taken to fix specific deficiencies or discrepancies revealed by a negative finding and, when necessary, t t.
correct causes in order to prevent recurrence.
criterion (oluralr.gI1teria) a basis for, defining a performance, behavior, or quality which ONP imposes on itself (see also " requirement").
glgment or element reRSI.t an optional level of ECSP report, below the subcategory level, that deals with one or more issues.
employee concern a formal, Written description of a Circumstance of circumstances that an employee. thinks unsafe, unjust, inefficient or inappropriate usually documented on' a K-form or a form ' equivalent to the K-form.
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ngluatpt(g,1 the individual (s) assigned the responsibility to assess a specific grouping of employee conce:cns.
findinan includes'both statements of fact and the judgments made about those
' facts during the evaluation process; negative findings require corrective.]
action.
issue a potential pro'vlem, nsLinterpreted~by the ECTG during the evaluation process, raised in one or more concerns.
Msu:s (see " employee concern")
y requirement a standard of performance, behavior, or quality on which an evaluation judgment or decision may be based.
I2.g t cause the underlying reason for a problem.
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- Terms essential to the program but which require detailed definition have been defined in the ICTG Procedure Manual (e.g., generic, specific, nuclear f
safety-related, unreviewed safety-significant question).
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I TVA EMPLOYEE CONCERNS REPORT NUMBERg 71500-1
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SPECIAL PROGRAM j
FRONT MATTER REY:
AI Administrative Instruction q
l AISC American Institute of Steel Construction
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<As Low As Reasonably Achievable
'ANS American Nuclear Society,.
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ANSI American National Standards Institute l
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ASME American Society of Mechanical Engineers ASTM American Society for Testing and Materials
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AWS American Welding. Society BFN Browns Ferry Nuclear Plant-I I
BLN Bellefonte Nuclear Plant I
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CAQ Condition Adverse to Quality l
CAR Corrective Action Report CATD Corrective Action Tracking Document CCTS Corporate Commitment Tracking System 1
CEG-H Category Evaluation Group Head-j 1
CFR Code of Federal Reguistions l
CI Concerned Individual CMTR Certified Material Test Report COC Certificate of Conformance/ Compliance l
DCR Design Change Request 1
DNC Division of Nuclear Construction (see also NU CON) t l
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TVA EMPLOYEE CONCERNS REPORT NUMBER: '71500, l
SPECIAL PROGRAM FRONT MATTER REV: 2 q
PAGE vi 0',*. viii ll DNE Division of Nuclear Engineering.
j DNQA Division of Nuclear. Quality Assurance DNT
' Division of Nuclear Training DOE
~ Department of Energy DP0 Division Personnel Officer DR Discrepancy Report or Deviation Report l
l ECN Er.gineering Change Notice ECP Employee Concerns Program ECP-SR Employee Concerns Program-Site Representative ECSP Employee Concerns Special Program ECTG Employee Concerns Task Group EEOC Equal Enployment Opportunity Commission EQ Environmental' Qualification EMRT Emergency Medical Response Team i
EN DES Engineering Design 1
ERT Employee Responde Team or Emergency Response Team FCR Field Change Request FEAR Final. Safety Ariglysis Report FY Fiscal Year GET Genattal Employee Training HCI Hazard Control Instruction HVAC
'deating, Ventilating, Air Conditioning II Installation Instruction INPO Institute of Nuclear Power Operations IRN Inspection Rejection Notice l
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TVA EMPLOYEE CONCERNS REPORT NUMBER: -.71500 I
SPECIAL PROGRAM FRONT MATTER REV 2
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L/R Labor Relations Staff i
M&AI Modifications and Additions Instruction MI Maintenance Instruction j
MSPB Merit Systems Protection Board NT Magnetic Particle Testing I
NCE Nonconforming Condition Report I
NDE Nondestructive Examination i
f NPP Nuclear Performance Plan 1
NPS Non-plant Specific or Nuclear Procedures System I
NQAM Nuclear Quality Assurance Manual l
NRC Nuclear Regulatory Commission j
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RSB Nuclear Services Branch RSRS Nuclear Safety Review Staff I
i NU CON Division' of Nuclear Construction (obsolete-abbreviation, see DNC) j NUMARC Nuclear Utility Management and Resources Committee i
OSHA Occupational Safety and Health Administration (or Act) l l
ONP Office of Nuclear Power l
OWCP Office of Workers Compensation Program l
PHR Personal History Record l
PT Liquid Penetrant Testing QA Quality Assurance QAP Quality Assurance Procedures QC Quality Control QCI Quality Control Instruction weshman,.
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TVA EMPLOYEE CONCERNS REPORT NUMBER '7150Q SPECIAL PROGRAM.
FRONT MATTER REV: 2 PAGE viii 0F viii QCP Quality Control Procedure-QTC Quality Technology Company RIT Reduction in Force RT Radiographic Testing SQN Sequoyah Nuclear Plant l
SI Surveillance Instruction i
SOP Standard Operating Procedure 1
SRP Senior Review Panel l
SWEC Stone and Webster Engineering Corporation i
TAS Technical Assistance Staff T&L Trades and Labor TVA Tennessee Valley Authority TVTLC Tennessee Valley Trades and Labor Council I
UT Ultrasonic Testing VT Visual Testing j
WBECSP Watts Bar Employee Concern Special Program f
WBN Watts Bar Nuclear Plant WR Work Request or Work Rules i
WP Workplans I
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Subcategory Report 71500 Executive Summary:
This subcategory includes.169 concerns'that raised four issues covering employee reactions to the initial effort to collect and.act upon employee
- concerns.. This effort, which began.in April 1985. evolved into the Employee Concerns Special Program and the ongoing Employee Concerns Program af ter -
February 1, 1986. The principal issues are confidentiality of. employees who-register concerns, the perceived inadequacy of responses to some concerns, perceived deficiencies in the structure of the programs, and' general reactions.
i to one or both of the programs.
- The investigation reveals that both of these programs did excellent jobs of preserving confidentiality.. No breaches of confidentiality. wore identified.
The inadequate. response issue is related to confidentiality-in that all
'I communication about.a concern goes through'an intermediary between the-i employees and the responsible manager. In the case of the original. program the intermediary was not a TVA employee so.it is not surprising that a gap J
existed between the employee's notion of a concern and what an investigator understood to be the problem.,
. The issues of program deficiencies and reactions to the programs revealed that inadequate communications led to' misunderstandings about the programs. Since early 1986, an effort has been made to close the communications gap about the i
original program with the establishment of the Employee Concern Program.
There are clear indications that the ongoing program is better understood and has achieved acceptance.
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TFA EMPLOYEI CONCERNS REPORT NUMBER:
71500
.SPECIAL PROGRAM REVISION NUMBER: 6 P'GE.2 0F 16-A 1.0 CHARACTERIZATION OF ISSUES 1.1 Introduction This report covers the subcategory of Employee Programs. 'It addresses four issues raised about the confidentiality of concerned individuals identity, the responses to concerns, and the employees opinions and the deficiencies of the concerns, program.
Most of the concerns in this subcategory are general statements regarding the employee programs,at WBN and other TVA facilities.
The programs discussed are the one conducted by Quality Technology Company (QTC) and TVA's own Employee Concerns Program (ECP). The concerns in this subcategory most often refer to QTC and the current ECP. QTC is also referred to as the Employee Response Team (ERT).
QTC is mentioned most often because.it conducted the first extensive interviews with employees about their concerns.' Although, other programs had existed prior.to the development of these two, they were not successful, according to amployees. Because 85% of the concerns specifically mention QTC or ECP the investigation will focus on these two programs.
Although the issues evaluated in this subcategory.were primarily initiated at Watts Bar Nuclear Plant (WBN). they have generic implications. What consistently bothers workers at WBN is also likely to be bothering workers at the other TVA nu: lear sites.
This evaluation includes the results of a review of the-roles of the QTC. WBN line management, and Office of Nuclear Power (0NP's) ECP in answering employee concerns. The investigation was conducted from o
May through July 1986.
To locate the issue in which a particular concern is evaluated.
consult the following attachments:
Attachment A. Subcategory Summary Table Attachment B. List of Concerns Numbers by Issue All Management and Personnel Category concerns having a technical I
component (including all concerns designated Nuclear Safety-related) are shared with the appropriate technical category for investigation and resolution of that technical component. Report (s) sharing a concern with this report.are identified in the entry for that concern on Attachment A.
1.2 Description of Issues This subcategory addresses 269 employee concerns classified in the following issues.
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.TVA EMPLOYEE CONCERNS REPORT NUMBER: 71500 l.
SPECIAL PROGRAM
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1 1.2.1 Issue 71501 - Confidentiality of Co..cerned Individual's Identity Employees were very concerned that their identities not become known because of-fear that retaliatory actions would be taken.-
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1.2.2 Issue 71502 - Inadequate Response to Concerns This issue is'about responses to earlier concerns:
I the answer.did not satisfy the concerned individual. 'The unsatisfactory answer may have come from QTC, from the NRC, from line managers, or from the ECP.
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1.2.3 ' Issue 71503 - Concern Program Deficiencies This issue points to one or more specific phases of QTC which
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an individual felt were deficient.
1 1.2.4 Issue 71504 - Employee opinions about concern Program
'This issue offers opinions from employees and supervisors about the two major programs dealt with in this subcategory, those conducted by QTC an,d the ECP.
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SUMMARY
21 Sumnary of Issues The issues in this subcategory address the employee concerns efforts undertaken by TVA's Office of Nuclear Power (ONP). The issues are-the protection of confidentiality,. Inadequate response to concerns, program deficiencies,~and general employee reactions to the concerns effort.
I The issues focus on the concerns programs available to TVA employees since April 1985. A concern is a formal, written description of a circumstance or circumstances that an employee thinks is. unsafe, unjust, inefficient or inappropriate; usually documented on a K-form or a form equivalent to the E-form. The majority of the concerns in this subcategory (65 percent) refer directly or indirectly to QTC.
ONP's ECP is mentioned in an additional 20 percent of the concerns.
On February 1, 1986. ECP* became TVA's internal program for receiving concerns; it assumed the responsibility for the exit 1.nterviews that QTC had been conducting. There was a period from February 1,' 1986, to Apell 1986,'when both QTC and ECP were onsite at WBN. Creation of the'ECP was announced in December 1085 so that details about the program could be explained to personnel before it-became active.
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TVA EMPLOYEE CONCERNS REPORT NUMBER: 71500 SPECIAL PRO 1 RAM REVISION NUMBER:' 6
' l PAGE 4 0F 16 The remaining concerns in this subcategory address general statements about how ONP handles employee concerns. The comments range from the very general to suggestions or opinions about specific details of a program.
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'The ECP is not to be confused with the Employee Concerns Task Group (ECSP) which was established independently to respond to concerns submitted prior to February 1. 1986.
2.2 Summary of Evaluation Process _
The evaluator has reviewed all the information available on the concerns in this subcategory. The information pertinent to the evaluation of the issues has been considered and incorporated in this report.
J The evaluation process followed the Evaluation Plan for the Employee Concerns Task Group and the Evaluation Plan for the Management and Personnel Iask Group. It included a review of the concern case files'and of source documents. It also included interviews with ONP managers and other personnel.
2.3 Summary of Findinas j
The findings of the evaluation indicate that most of the concerns are based on misunderstandings or caused by a lack of effective communication. Much of the miscommunication resulted from the i
necessity to restrict the information available to investigators in order to protect the confidentiality of those filing concerns.
i 2.4 Summary of Collective Significance The collective significance analysis indicates that not enough was done early in the programs to' explain how they worked. How well they ultimately work must be judged by the degree to which employees regain trust in line management.
j 2.5 Summary of Causes The causes of the issues in this subcategory can be summarized as poor communication, lack of trust in management, and a lack of information about the programs. These causes stemmed from previous ONP management's failure to' create an organizational structure and an atmosphere in which employees were treated as trusted members of an ONP team.
2.6 Summary of Corrective Action The corrective action for the findings in this subcategory is a series of programs and actions taken by TVA to address concerns in a thorough and gt.e s a4 en1e89 424 8
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TVA EMPLOYEE CONCERNS l REPORT NUMBER: '71500 SPECIAL PkOGRAM REVISION NUMBER:
'6 PAGE 5 0F 16 objective manner. Actions have been taken to address past concerns
'and to insure that employee concerns are addressed in:the future.
3.0 EVALUATION PROCESS
- 31. Description of Nothodologg-The evaluation of this subcategory was. conducted according to the
" Evaluation Plan for the Employee' Concerns Task Group" and the'"Evaluatl ~
Plan for the' Management and Personnel, Task Group."
A review was made of investigations and responses doveloped.by the WBN-Project Manager's Office.(PMO), the Office of Employee Relations, QTC snd Nuclear Safety Review Staff (NSRS) reports.
Information from these investigations was used in the development of this report. In addition, the." Sensitive Flies" from QTC were also reviewed.
After a review of the concern case files, the concerns were analyzed and separated'into four issues in order that they might'be efficiently addressed.
The evaluation process next involved an, examination of the source documents.to establish the criteria by which to judge whether or not the issues identified problems in need of corrective' action.
Initially, material. involving the two. concerns programs was obtained from the reference. documents listed in Attachment C.. Primary information was also obtained from contracts, concerns programs'of other large utilities, and other reports.
Information gathered from the document review guided the evaluator in formulating questions and discussions topics for the 48 WBN employees who were interviewed. Thirteen of the'48 were: interviewed individually. The remaining 35 were interviewed in groups of 10-15.
The information obtained from the Ksforms. All this information was used to determine the findings. A special effort was made to notice consistencies and differences in employee responses over a period of time to see what changes (if any) were
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evident in the employee responses from the interviews for this o
evaluation as compared.to the responses in the earlier concerns.
Each issue was evaluated to' determine if it identified a problem in need of corrective action. An analysis was made to determine the collective significance of the findings. Causes were determined for those problems requiring corrective action. The sufficiency of the corrective action previously initiated was reviewed.
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TVA EMPLOYEE CONCERNS REPORT NUMBER: 71500 i
SPECIAL PROGRAM REVISION NUMBER:
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PAGE 6 0F 16 l
l 4.0 FINDINGS 4.1 Backaround of Concerns Proarams In April 1985 WBN unit 1 was preparing to meet ite fuel load schedule and obtain its operating license. At that time, the l
Nuclear Regulatory Commission (NRC) and several Congressmen informed j
TVA that they were receiving complaints from employees about the i
plant's safety because employees were apprehensive about talking to WBN officials for fear of retaliation on the job. After meeting with NRC, the TVA Board of Directors decided that an effective i
employee concern program had to be established immediately to give fair hearing to any and all employee concerns.
None of the esirting groups, such as the NSRS, had the manpower or the immediate capability to establish such a massive program at such I
short notice.
l OTC Involvement I
Therefore, the TVA Board of Directors decided to contract with QTC to " interview employees." A team of interviewers, investigators, and clerical workers was sent to WBN to begin the interviews.
Systematically, employees were asked if they had any concerns relating.to the safety of the plant'or any concerns about their work environment. All concerns were then recorded and were investigated l
either by QTC investigators, NSRS, or line managers or their i
representatives. This arrangement continued until early 1986.
ONP - Employee Concerns Proaram On February 1. ECP began to assume some of the responsibilities of i
l QTC. Representatives of ECP at ONP sites began receiving concerns and conducting exit interviews. QTC continued to receive concerns on a walk-in basis and to conduct investigations.
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ECTG's Special Proaram i
Because of the large volume of QTC concerns left unanswered at QTC's departure, a special task force, the ECTG, was established to respond to all the QTC concerns submitted prior to February 1, 1986. The individual responses had become a time-consuming tast; therefore, individual concerns were grouped with those sharing the same issue.
The Employee Concerns Special Program (ECSP) emphasizes (1) in-depth review of the issues, (2) resolution of problems by the device of grouping by issue, (3) identification of causes.
(4) implementation of corrective action, and (5) effective closecut of concerns.
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TVA EMPLOYEE CONCERNS-REPORT NUMBER:
71500 SPECIAL PROGRAM REVISION NUMBER: 6 i
'PAGE 7 0F 16 4.2 Issues The evaluation process revealed that the concerns in this subcategory fell into four issues. The issues were similar across plant sites, across divisions, and across areas of responsibility.
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The craft personnel were more vocal, having the majority of
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concerns, but their concerns also fit'into the four-issue breakdown.
'4.2.1 Issue 71501 - Confidentiality of Concerned Individual's Identity Discussion Confidentiality was the issue mentioned most frequently in.
i this subcategory's. concerns. Concerned Individuals (CIs) often stated that employees feared to confide in a supervisor or trust'any concerns. program because there could be some form of reprisal. The interviews'of employees for this l
subcategory showed that personnel feared jobs might be.
l jeopardized, promotions lost, shift assignment altered, or less attractive tasks might be assigned as retribution, l
Eight of those individuals. questioned described incidents in j
which foremen or supervisors reacted unfavorably to'their i
expression of a concern; three of.thesez interviewees had experienced problems.after' repeatedly seeking a reply to questions involving their work. assignments.
Other craft personnel repeated similar stories and said that was why many employees would not express concerns to any program unless s'nonymity was guaranteed. 1It should be noted that these'are stories which were repeated by personnel:
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only two employees felt that'they personally had been treated unf airly. Management acknowledged that isolated cases, such-as those described, might have taken place in-the past; however, they added that such actions were never sanctioned and will no longer be tolerated..
A reductica-in-force.(RIF) in late 1985 reinforced the fear expressed by employees. A typical concern in this vein states, "Tha layoff of hourly employees... creates the appearance that employees are being retaliated against for talking to ERT."
However, no information could be found to corroborate those fears. ' Personnel records' reveal that employees were dismissed according to their standing on retention rosters. This fear on the part of some CIs also fails to consider that all WBN employees were interviewed by the QTC, making identification of those actually filing i
concerns difficult.
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-m TVA EMPLOYEE CONCERNS REPORT NUMBER: 71500
'l SPECIAL PROGRAM REVISION NUMBER: 6 FAGE 8 0F 16" Procedures for Confidentiality Confidentiality was guaranteed to all those interviewed by QTC. As an employee expressed a concern, an identifying number was assigned each concern. The employee and select QTC personnel were the only ones who knew the identifying number's source. Anyone investigating the concern knew only the identifying number. Nevertheless, because many concerns were investigated by management, some employees feared that individuals might be. identified. The QTC program provided pertinent information to investigators. However, interviews with a variety of investigators who received such information confirmed that at no time did QTC compromise the identity of any employee. The contract between TVA and QTC stipulated that all QTC flies'be kept strictly confidential. Even after the termination.of that contract, copies of the files were turned over to the NRC rather than to TVA in order to keep the information private.
Concerns were'also raised that QTC phones were tapped, employee
. interviews were overhead, or QTC staff discussed concerns in public areas. No evidence could be found to indicate that these concerns were factual (see also Subcategory 712 Miscellaneous).
1' QTC's phone lines were checked regularly for wiretaps; no problems were discovered. Special attention was given to the design of the QTC offices and especially the interview areas to ensure maximum l
privacy. Strict attention was also given.by the QTC staff to protecting privlieged information. No available data was found to indicate that the identity of a concerned individual was comprised.
I However, interviewees stated that little or no information was
.j given to employees about the operating procedures of QTC.
1 Consequently, many employees mistakenly believed that QTC would 1
investigate all the concerns generated during interviews.
" Confidentiality" meant to these employees that no TVA personnel would have any knowledge of an individual's area of concern.
Therefore, when they went in for the QTC interviews, many employees, did not realize that concerns would be addressed by anyone other j
than QTC. According to those interviewed, employees felt betrayed when it was found that managers were preparing responses. Not only were negative reactions feared, it was also felt that the responses would not be objective. Therefore. QTC lost the trust of some employees.
The ONP-wide ECP, TVA's new program, has also included procedures to ensure confidentiality whenever it is required. This program urges that employees resolve problems or concerns with their supervisors. However all concerns will be accepted and strict confidence will be guaranteed to any employee who requests it.
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TVA RMPLOYEE CONCERNS REPORT NUMBER:
71500 j
SPECIAL PROGRAM REVISION NUMBER: 6 PAGE 9 0F 16 The ONP-wide.ECP guarantees confidentiality to employees who'desi it.,The program leaders, however, have been careful.to point out to concerned employees that management must be' involved in the investigation. Results of the surveys done in December 1985 and-May 1986-(See Attachment'C, items 1 and 2) show'that' employees trust in the ECP is increasing. Over 65 percent of the 972-employees who responded to the May 1986 survey' felt that their tr.
In management and in the Employee Concern Program had increased.
Conclusion The employee interviews on this subcategory indicate that while some. retaliation by. supervisors has taken place in the past against some employees, a few' highly publicized cases
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have given the impression that most employees expressing-1 concerns were penalized. Consequently, the mistrust of management was so strong at the time QTC interviews were conducted that'no am)unt of assurance could convince many 1
employees that they would receive-an objective response from J
any management source. However, the investigation could not find any evidence that the employee programs have compromised the identity of any individuals. Therefore, this issue on 1
confidentiality is not factually accurate, j
4.2.2 Issue 71502 - Inadequate Responses to Concerns Discussion The concerns that make up this issue are expressions oJ dis. satisfaction with the handling of specific earlier concerns filed with QTC. The dissatisfaction took two forms:
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(1) That the response to the earlier concern was inadequate j
(2) That the CI had received no response to the concern CIs claiming inadequate responses believed some replies to be evasive, some to be unrelated to the topic, and some to be simply untrue.. A review of the QTC concerns that were found inadeguate by the CIs who filed them showed that the responses came primarily from TVA line management'early in the program. At that time, concerns were being responded to individually. CIs were given the option'of returning the first response if they believed it was unacceptable.- they were then asked by Q1C to explain why the reply was not adequate and to provide additional information.
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- .a TVA EMPLOYEE CONCERNS REPORT NUMBER: 71500 SPECIAL PROGRAN REVISION NUMBER: 6 PAGE 10 0F 16.
Two concerns are typical of those comprising the first group under this issue. Concern IN-85-220-002 ststes, " Supervision is not responsive,to employee raised concerns about construction / design of plant."' This' concern is representative of others who felt that supervisors did not adeguntely respond.
to concerns during the past. Another concern report states, "CI feels that the investigation performed by TVA...was j~
inadequate.
The inves.igation did not address the concern.
a CI would not elaborate on the reason for dissatisfaction because of fear of retaliation and because TVA would not, no matter.what 'the CI said, take action to correct the report."
In their defense, line managers, who had made responses that.
CIs found inadequate, stated that they responded as thoroughly I
as possible using the available information. They mentioned that the strong measures taken to preserve the confidentiality of the concerns sometimes drastically limited the information available. In reviewing QTC concerns, these investigators found that many of the K-forms had little specific information
]
about an issue. To obtain more information, the investigators had to go back to QTC who, in turn, had to contact the employee. Many times too little addition &1 information was found to.make a conclusive investigation possible.
Those which were returned to QTC were investigated'again.
Prior to the departure of QTC, their interviewers stated that fewer than 5 percent of the responses were returned. Problems with the responses were discussed before being returned to the investigator. Nevertheless,.a meeting of the minds was often I
difficult without direct communication between the concerned individual and the investigator.
Responses in the interviews and surveys conducted for.this report reveal that there were, in~past years, problems with unresponsive supervisors. This. problem was also revealed in the QTC concerns. Many employees believed that they were ignored or given unacceptable replies. According to eight of those questioned during interviews..some employees who had esised a concern telt they were the the victims of either overt or subtle discrimination. Managers who were questioned agreed that some supervisors had not addressed issues adequately, but none felt that retribution was commonly practiced against those who expressed concerns.
The second group of concerns were from CIs who had gotten no response at all from QTC.
It muct be remembered that the
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concerns at issues were filed early in the QTC effort when it was thought that all concerns could be investigated and responded to individually. However TVA soon came to realize i
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TVA EMPLOYEE CONCERNS" REPORT NUMBERid 71500 SPECIAL PROGRAM:
REVISION NUMBER:
6 i
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.that'this'enthod was hopelessly Inefficient: thetvolume of
,concorus'collectedJ.by,QTC and'other sources were making timely responses.:to'individus1' concerns'very difficult.
i I
Consequently, the ECSP-was established to' provide the iresources required,by'a' project;that turned out'to be much
, larger and more complicated than'had first'been expected.
1 The ECSP was set up to investigate the concerns by issue j
rather than. Individually.. This meant that'the. broader question 1
that an individual concern. raised would be explored in depth. On ' i the other hand, it also meant that a response to the concern ^woul d
'not come until the subcategory report containing that issue was released to the.public. The'high' priority $1ven'topreservingth.J CI's confidentiality often made it difficult to ensure that the 1
change in program was. communicated to CIs'who had earlier been 1
promised an. Individual response..
.1
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Three CIs in this second group contanded that tho'NRC had not responded to concerns. An NRC investigator assigned to'VBN was interviewed'on this question. The. investigator said that
]
concerns were addressed as soon;as possible. Delays could have been' caused by the wide scope or complexity'of an investi$ation. Additionally' concerns may have raised J
questions within the' scope of other, agencies'.. In such cases, f
the concerns could also have been grouped with similar i
concerns as addressing one larger issue.
Concerned individuals are encouraged'bycthe NRC to take concerns to one of TVA's internal programs, particularly when the concern is non-safety related. When safetyLconcerns are accepted, they are documented'and forwarded to the Region II NRC headquarters in Atlanta..SpecificEareas addressed in the concern may then:have to be examined by specialists.
. The time required to complete the investigation' differs according to the complexity of the issue. Jo the best knowledge of the j
NRC, no concerns have been ignored.
Conclusion This issue about unacceptable response or delayed responses identifies problems for which corrective action was taken.
before this evaluation. The ECSP was established to provide the resources and program procedures to ensure the adequacy of line management response to concerns. It was also established to ensure that all the issues contained in the large volume of concern collected by,the earlier employee concern efforts would receive thorough and complete responses.
4
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TVA EMPLOYEE CONCERNS REPORT NUMBER: 71500 SPECIAL PROGRAM REVISION NUMBER: 6 PAGE 12 0F 16 4.' 2. 3 Issue 71503.. Concern Program Deficiencies Discussion The concerns that constitute this issue identify one or more phases of a: concerns program which the CI feels to be inadequate. The concern might, for instance, suggest a change'in the program's operating procedure or question the ability of the's.taff.
Two concerned individuals-clalL>w that they were'r.ot allowed exit interviews by QTC. Other concerns state that sufficient information such as.the location, phone number, or policies-of a concerns program was not readily available.
QTC personnel were brought to VBN soon after the QTC contract with TVA was announced. 'However, employees interviewed for this evaluation claimed that their only knowledge of the company was information obtained from news media. Bssically, personnel were told that they would be interviewed about j
plant concerns. The workers knew of the program but knew little about 'its structure or. how it operated. This
" visibility" problem lingers l on because several of those questioned for this evaluation did not know the location, phone number, or site representative of the new ECP at WBN.
One-third of those. questioned' thought that managers had to refer employee concerns to the ECP. Division of Nuclear Construction (DNC) personnel often confused the ECP with their own Employee Involvement Program.
J i
Most of the concerns in this issue were personal opinions generated by individuals. The concern might question the qualification of QTC employees. the methods of interviewing employees, or offer a comment about a QTC procedure. The only recurring question about the integrity of the program addressed its purpose and intent.
Employees seemed uncertain of why they were being questioned and what actions would be taken as a result of their interviews.
Seventy-eight percent of the employees interviewed for this report claimed.that they did not question the ability or professionalism of QTC. However, only 23 percent. understood the functions of QTC or how concerns would be answered. As a rule, they felt comfortable discussing a concern with their supervisor, but they did not know what route to take if they needed to go further with a concern. This information points to one of the major flaws in the early concern program I
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TVA EMPLOYEE CONCERNS REPORT NUMBER:
71500 j
SPECIAL PROGRAM j
j REVISION NUMBER:
6 PAGE 13 0F 16 l
effolt: employees must understand the purpose of any concerns program.
4 conclusion j
l Most of the concerns in this issue can be traced to a failure j
to properly inform employees about the programs.
Therefore.
while many of the concerns are so subjectively worded as to I
be impossible to investigate, this issue, like the issue on I
inadequate response, points out a communication problem.
I There should have been a much more comprehensive effort to
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explain the QTC program and the ECP to employees. For instance, the exit interviews mentioned earlier became the responsibility of the ECP after January 1986, but most employees were not informed that QTC no longer conducted exit
. j concerns and is symptomatic of the foul-ups a new program
' j interviews. This lack of information led directly to two l
makes, but which the ONP-wide ECp hopes to quickly correct.
4.2.4 Issue 71504 - Employee Opinions about Concern Program Discussion This issue consists of expression of supervisors' and employees' reactions
- to the employee concerns programs. Most of these concerns were received la the early stages of the QTC program and refer to QTC.
Six of the concerns are positive reactions to a program saying that the program should be given a chance before
' l judgments are made. One Bellefonte Nuclear Power Plant (BLN) concern said that the QTC effort should be extended to BLN.
Other concerns described negative reactions by supervisors when concerns were presented to them. Ther were also concerns about managers who could not accept constructive criticism. Such actions have also been reported at employee involvement meetings and communications committee meetings.
On the positive side, some concerns also stated that some managers encouraged participation with QTC and made sure that crew members went to the interviews.
This positive line participation was attributed to upper management's support to the concerns programs and its insistence that line managers follow suit. All supervisory me e
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TVA' EMPLOYEE CONCERNS' REPORT NUMBERi 71500 SPECIAL PROGRAM
~
REVISION NUMBER: 6 PAGE 14 0F 16 I
personnel in DNC, for instance, are now' required to complate-a 40-hour course on management-employee relations. This' training provides instruction in problem solving, human relations,
' leadership, motivation,'and communications.
1 There was initial resentment on the part of many line j
managers toward the employee programs. However, interviews 1
for this evaluation show-that this negative attitude among l
l' managers has been replaced by a more optimistic view..;The changed attitude can.be indirectly noted in the employee surveys
'j l'
done during the evaluation which show that 85 percent of' those responding would now trust their immediate supervisor, j
However.only 71 percent of those same employees would trust higher management with concerns.' Sixty-six percent say they are more willing to trust supervisors than in the past. Nine people said they have always been willing to t As their-concerns to supervisors therefore, they are'noc "more I
willing" than in the past. From this data, it can be argued I
that improved management attitudes are having a positive effect'on employees..
J Conclusion Because this issue consists of expressions of opinion and because those opinions vary, it is not one'which can be discussed as being factual or nonfactual. However, this issue,.like the issue of inadequate responses, does point to a communications problem. The need to keep employee and managers aware.of what the concerns programs were and how they worked was not given adequate attention in the early stages of the effort to. investigate' concerns. The more favorable attitude toward the concerns' program expressed recently by both employees and managers argues that the employee concern effort is now better understood by both groups.
S.0 COLLECTIVE SIGNIFICANCE The four issues in this subcategory. raise two overall questions about the various employee concerns program:. (1) Have they protected concerned individuals' anonymity? (2) Have they gotten results?
The answer to the first question is a firm yes. No evidence of any breach of confidentiality was found during this evaluation. Indeed, efforts to protect confidentiality have been so exhaustive that they have often hindered the evaluators' attempts to clarify just what an employee's concern was.
l 1
1
l TVA EMPLOYEE CONCERNS REPORT NUMBER:
71500 SPECIAL PROGRAM REVISION NUMBER: 6 1
PAGE 15 0F 16 A full answer to the second question is not yet in. Any employee concern program proves itself adequate only when it makes itself redundant: when such a program works, it restores employee trust in line management and thereby brings to an end the need for a separate employee concerns program. The proof of adequacy of ONP's employee concerns effort depends on three factors:
(1) Positive employee reaction to the ECSP reports on the employee concerns filed before February 1, 1986 (2) A decrearing number of new or refiled concerns with the on-going ECP l
(3) ONP management's effectiveness in following through on the corrective actions it has agroed to as a result of the concern programs.
6.0 CAUSES The causes of the issues in this subcategory are:
1.
Poor communications from management.
2.
Inadequate past (before 1985) programs for addressing concerns.
3.
Lack of trust in management by employees.
l l
l I
4.
Lack of relevant information about new employee programs.
The overall cause of the concerns is a lack of effective communication at all levels of supervision. This communication problem caused or at least failed to halt a gradual erosion of trust and confidence.
l 7.0 CORRECTIVE ACTION PREVIOUSLY INITIATED l
l During the past year TVA-ONP management has taken steps to narrow the communications gap and to adequately address all employee concerns. The I
l
. positive steps already initiated are:
l 1.
Establishment of ECTG to resolve concerns raised before February 1. 1986.
l m_________
TVA ENPLOYEE CONCERNS REPORT NUMBER: 71500 SPECIAL PROGRAM REVISION NUMBER:
6 PAGE 16 0F 16 2.
Creation of the ECP to evaluate and resolve concerns flied after February 1, 1986, which cannot be resolved by supervisors and employees.
3.
Establishment of an extensive training course on management skills for all WBN supervisory personnel. This training is to be continuous and will be require for all ONP supervisors. It is intended to increase supervisors' skills in listening to and effectively communicating with employees.
4.
Establishment of the ONP Nuclear Performance Plan which sets forth goals for TVA nuclear program; high among these goals is the restoration of amployee trust.
5.
Implementation of management changes to reflect the ONP goals of restoring employee confidence in ONP management.
8.0 ATTACHMENTS Attachment A Subcategory Sunnary Table Attachment B, List of Concerns by Issue Attachment C, List of Sources l
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ATTACHMENT B EMPLOYdE PR00 RAMS List of Concerns by Element /Issuo This Subcategory Report (71500) addresses 169 employee. concerns, which were evaluated as four issues.
71501 - Confidentiality of Concerned Individual's Identity BFM-85-041-002 PH-85-002-017 BLNONPEC-001 PH-85-044-001 EX-85-049-006 PH-85-055-001 EX-85-063-X02 SQP-86-005-010 EX-85-083-X01 SQP-86-005-014 EX-85-134-001 WBN-86-005-001 EX-85-176-X01 WBN-86-083-001 EX-85-193-006 WBP-85-017-008 IN-85-001-N10 WBP-85-020-001 IN-85-049-005 WBP 006-001 IN-85-073-001 WBP-86-006 002 IN-8F-152-X02 WBP-86-022-003 IN-85-235-005 WBP-86-022-004 IN-85-245-002 WBP-86-022-007 IN-85-294-002 WBP-86-022-009 l
IN-85-337-003 WBP-86-022-011 i
IN-85-345-001 WI-85-020-001 l
l IN-85-346-X01 WI-85-023-003 l
IN-85-520-006 WI-85-046-021 i
l IN-85-554-004 UI-85-049-001 l
IN-85-554-005 WI-85-074-001 IN-85-707-XO4 WI-85-091-009 l
IN-85-781-X03 WI-85-091-016 l
IN-85-882-X01 WI-85-095-001 l
l IN-85-933-X02 XX-85-085-001 l
IN-86-019-002 XX-85-089-004 IN-86-258-002 XX-85-089-005 IN-86-278-XO4 XX-85-096-N06 NS-85-003-001 XX-85-120-005-00-85-002-002 Page 1 of 3
m o
71502 - Inadeauste Responses to Concerns BFN-86-037-001 IN-86-267-002 IN-85-005-001 IN-86-313-003 IN-85-097-011 SQM-86-004-004 IN-85-163-003 SQP-86-015-001 IN-85-220-002 WBP-85-007-001 IN-85-246-N06 WBP-86-020-002 IN-85-293-012 WBP-86-022-006
.IN-85-307-003 WBP-86-022-024-IN-85-311-014 WBP-86-025-X04 IN-85-410-001.
WI-85-079-001 IN-85-627-003 XX-85-027-X08 IN-85-630-001 XX-85-027-009 IN-85-632-010 XX-85-084-002 IN-85-662-003 XX-85-096-X01 IN-85-770-004 XX-85-122-051 IN-85-841-003 XX-85-322-052 IN-85-889-X07 IN-85-993-010 e
IN-86-083-001 l
71503 - Concern Program Deficioneles l
3FM-86-009-001 IN-86-294-X03 BLNDNEEC85-07 IN-86-294-X04 EX-85-049-007 PH-85-048-004 EX-85-154-005 PH-85-049-001 1
EX-85-176-X02 SQP-86-005-001' IN-85-025-003 WBM-85-003-001 IN-85-124-001 WBN-0146 IN-85-125-001 WBP-86-008-005 IN-85-146-001 WBP-86-011-002 IN-85-146-002 WBP-86-022-001 l
)
IN-85-146-004 WBP-86-022-002 IN-85-268-001 WBP-86-022-005 IN-85-293-019 WBP-86-022-010 IN-85-391-001 WBP-86-022-018 IN-85-399-003 WBP-86-022-025 l
IN-85-562-005 WBP-86-022-027 IN-85-599-001 WI-85-017-001 k
'IN-85-632-009 WI-85-023-001 IN-85-767-002 WI-85-024-001 IN-85-774-004 XX-85-014-001 I
IN-85-793-007 XX-SS-080-001 IN-85-987-002
)
IN-86-049-003 1
1 Page 2 of 3
.... J
v
~
71504 - EmoloYee Opinions about Concern Proaram BFN-86-004-001 t
EI-85-144-101 EI-85-188-003 IN-85-185-003 IN-85-261-001 IN-85-279-007 I
IN-85-293-021 IN-85-424-112 IN-85-492-010 IN-65-620-001 IN-85-627-024 IN-85-627-034 IN-85-653-005 IN-85-685-003 l
IN-85-701-X01 IN 85-774-005 IN-85-824-004 IN-85-917-004 I
IN-86-045-001 IN-86-223-001 1
IN-86-242-102 PH-85-034-001 PH-85-041-001 WBM-86-005-002
)
WBP-86-008-007
.WBP-86-022-008 WBP-86-025-XO3 i
WI-85-023-002 l
WI-85-082-001 XX-85-033-004 4
XX-85-089-003 l
l 1
Page 3 of 3 t
4 9
e em,m O
- W t
- - _ _ - - _. ~ - - _.
U
~,
o ATTACHMENT C Following it a list of sources drawn upon for;the report:
1.
Summary of Survey on Employee Concerns and Management communications conducted by Power and Engineering (Nuclear),
December 1985 2.
Summat'y of Survey.on Employee' concerns Program and its effectiveness, May 1986. Thirteen individuals were questioned.
Thirty-five individuals participated in group discussions of the issues.
3.
Employee Involvement Program - Printout of concerns and associated data, May 1986 - Interviewed D. L. Johnson, Director of Program 4
Georgia Power - Leslie Lampkin - Discussion of employee programs for the utility - Cindy Green - Quality Circle Program, Georgia Power-5.
Virginia Electric Power Company (VEPCO) - Tim Cabiness Manager of i
Productivity i
i a.
Employee Action Team j
b.
Quality Circle Program 6.
Gulf States Power - Riverbend Plant - Oscar de Maranda, Quality Concerns Program l
7.
Carolina Power & Light - Wade Pridgett, Total Quality Program Tim l
Stockert. Employee Relations Organizations 8.
Florida Power & Light - Burce Kelsey, Q'ality Improvement Program t
u 9.
Employee Concerns Program - WBN, Gerald Brantly, Rick Cutshaw, j
Instettetion Sheet for ECP 10.
Standard Operating Procedure 46 - Construction Procedures for Employment Involvement Program i
11.
Memorandum from Guenter Wadewitz to Employees September 1985
" Future Directions for WBN" 12.
Memorandum from S. A. White to Managers regarding Employee Concerns Program, January 30, 1986 l
13.
Personal services contract TV-6317A. Tennestee Valley Authority and Quality Technology Company April 26, 1985.
Page 1 of 2 1649...
e t
m 3
..o
,4 J
~ ATTACHMENT C:
Supplement 1. June 24, 1985 Supplement 2. September 3, 1985 Supplement 3 0ctober 1, 1985 5
Supplement 4, January 21, 1986 14..
Nuclear Dispatch, November 21.-1985 - Employee Concern Program A.
December'2, 1985 - ECP Names Eric S11ger as Manager 3
.B.
December 17, 1985 - Transition Plan'for ECP C.
December-18, 1985 - Management Review Group for WBN-l D.
January 3. 1986 - Admiral White Named Nuke Power Manager E. ' January 6, 1986 - Employee Concern Mail-In Forms F.
January 23, 1986 - Amendment to QTC Proposed G.
February 4,1986,. Employee Concern Program. in Place j
M.
March 28,'1986 - N*gotiations with QTC Break Down
- 15.
NRC. Inspection Report 50-482/85 August 28, 1985 Kansas Gas & Electric Company, Wolf Creek Generating Stations, Cleveland Electric Illuminating Company, Perry, Nuclear Power Plant 16.
NRC Inspection Report 50-461/86004, March 12, 1986, Illinois Power Company, Clinton Power Station 17.
NRC Inspection Report, 50-445/85-12 and 50-446/85-08.-
i Texas Utilities Generating Company, Comanche Peak Steam Electric Station
\\
f' 18.
TVA Employee Concerns Program Guidelines l(j'/
19.
Conversations with QTC interviewers September - December, 1985 20.
Communications Committee Meetings, Notes September, 1985 -
May, 1986 I
21.
Diagnostic Evaluation of Morale and Productivity at. Watts Bar, 1
l Mcdonald Motivation, 1981 1
22.
Nuclear Performance Plan. Volume 1. Section 5. " Restoring Employee Confidence in TVA Nuclear Management" l
l l
Page 2 of 2
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85 85 85 85 85 EQ G
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- i
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ATTACHMENT B EMPLOYEE PROGRAMS List of Concerns by Element / Issue This Subcategory Report (71500) addresses 169 employee concerns, which were evaluated as four issues.
71501 - Confidentiality of Concerned Individual's Identity BFM-85-041-002 PH-85-002-017 BLNONPEC-001 PH-85-044-001 EX-85-049-006 PE-85-055-001 EX-85-063-X02 SQP-86-005-010 EX-85-083-X01 SQP-86-005-014 EX-85-134-001 WBN-86-005-001 EX-85-176-X01 WBN-86-083-001 EX-85-193-006 WBP-85-017-008 IN-85-001-N10 WBP-85-020-001 IN-85-049-005 WBP-86-006-001 IN-85-073-001 WBP-86-006-002 IN-85-152-102 WBP-86-022-003 IN-85-235-005 WBP-86-022-004 IN-85-245-002 WBP-86-022-007 l
IN-85-294-002 WBP-86-022-OL3 l
IN-85-337-003 WBP-86-022-011 IN-85-345-001 WI-85-020-001 IN-85-346-X01 WI-85-023-003 IN-85-520-006 WI-85-046-021 IN-85-554-004 WI-85-049-001 l
IN-85-554-005 WI-85-074-001 IN-85-707-XO4 WI-85-091-009 I
IN-85-781-XO3 WI-85-091-016 IN-85-882-X01 WI-85-095-001 IN-85-933-X02 XX-85-085-001 IN-86-019-002 XX-85-089-004-IN-86-258-002 XX-85-089-005 IN-86-278-X04 XX-85-096-N06 NS-85-003-001 XX-85-120-005 00-85-002-002 l
l L
Page 1 of 3 6-V 6+
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.mm_______....
O 71502 - Inadeauste Responses to Concerns BFN-86-037-001 IN-86-267-002 IN-85-005-001 IN-86-313-003 IN-85-097-011 SQM-86-004-004 IN-85-163-003 SQP-86-015-001 IN-85-220-002 WBP-85-007-001 IN-85-246-N06 WBP-86-020-002 IN-85-293-012 WBP-86-022-006 IN-85-307-003 WBP-86-022-024 IN-85-311-014 WBP-86-025-XO4 IN-85-410-001 WI-85-079-001 IN-85-627-003 XX-85-027-X08 IN-85-630-001 XX-85-027-009 IN-85-632-010 XX-85-084-002 IN-85-662-003 XX-85-096-X01 IN-85-770-004 XX-85-122-051 IN-85-841-003 XX-85-122-052
([
IN-85-889-XO7 IN-85-993-010 IN-86-083-001 71503 - Concern Pror, ram Deficiencies BFM-86-009-001 IN-86-294-X03
{
BLNDNSEC85-07 IN-86-294-X04 EX-85-049-007 PH-85-048-004 EX-85-154-005 PH-85-049-001 EX-85-176-X02 SQP-86-005-001 IN-85-025-003 WBM-85-003-001 IN-85-124-001 WBN-0146 IN-85-125-001 WBP-86-008-005 IN-85-146-001 WBP-86-011-002 IN-85-146-002 WBP-86-022-001 IN-85-146-004 WBP-86-022-002 IN-85-268-001 WBP-86-022-005 IN-85-293-019 WBP-86-022-010 IN-85-391-001 WBP-86-022-018 IN-85-399-003 WBP-86-022-025 IN-85-562-005 WBP-86-022-027 IN-85-599-001 WI-85-017-001
'IN-85-632-009 WI-85-023-001 IN-85-767-002 WI-85-024-001 IN-85-774-004 XX-85-014-001 IN-85-793-007 XX-85-080-001 IN-85-987-002 IN-86-049-003 Page 2 of 3 4L e
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m v-4 71504 - Employee Opinions about Concern Program i
BFN-86-004-001 EI-85-144-101 1
EI-85-188-003~
IN-85-185-003 IN-85 261-001 IN-85-279-007 IN-85-293-021
' j IN-85-424-X12 IN-85-492-010' IN-85-620-001 IN-85-627-024 IN-85-627-034 IN-85-653-005-IN-85-685-003 IN-85-701-X01 IN-85-774-005 IN-85-824-004 IN-85-917-004 IN-86-045-001 IN-86-223-001 IN-86-242-IO2 PH-85-034-001 PH-85-041-001 WBM-86-005-002 WBP-86-008-007 WBP-86-022-008 WBP-86-025-XO3 WI-85-023-002 WI-85-082-001 XX-85-033-004 XX-85-089-003 1
Page 3 of 3 1
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ATTACHMENT C Following is a list of sources drawn upon for the' report:
j
~
1.
Summary of Survey on Employee Concerns and Management communications conducted by Power and Engineering (Nuclear),
q December 1985 2.
Summary of Survey on Employee concerns Program and its effectiveness. Hay 1986. Thirteen individuals were. questioned.
)
Thirty-five individuals participated in group discussions of the issues.
3.
Employee Involvement Program - Printout of concerns and associated data, May 1986 - Interviewed D. L. Johnson, Director of Program 1
4.
Georgia' Power - Leslie Lampkin - Discussion of employee programs for the utility.Cindy Green - Quality Circle Program, Georgia Power 5.
Virginia Electric Power Company (VEPCO) - Tim Cabiness, Manager of Productivity a.
Employee Action Team I
b.
Quality Circle Program s
6.
Gulf States Power - Riverbend Plant - Oscar de Maranda Quality Concerns Program 7.
Carolina Power & Light - Wade Pridgett, Total Quality Program, Tim Stockert, Employee Relations Organizations 8.
Florida Power & Light - Burce Kelsey, Q'ality Improvement Program u
9.
Employee Concerns Program - WBN, Gerald'Brantly, Rick Cutshaw, Instruction Sheet'for ECP 10.
Standard Operating Procedure 46 - Construction Procedures for.
Employment Involvement Program 11.
Memorandum from Guenter Wadewitz to Employees, September 1985
" Future Directions for WBN"
)
12.
Memorandum from S. A. White to Managers twgarding Employee Concerns Program. January 30,'1986 13.
Personal services, contract TV-6317A, Tennessee Valley Authority.
and Quality Technology Company, April 26, 1985.
Page 1 of 2 J
C
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ATTACHMENT C
' Supplement 1. June 24, 1985 Supplement 2, September 3, 1985 Supplement 3, October 1, 1985 Supplement 4 January 21, 1986 14.
Neelear Dispatch, November 21, 1985 - Employee Concern Program A.
December 2, 1985 - ECP Names Eric S11ger as Manager B.
December 17, 1985 - Transition Plan for ECP C.
December ~ 18, 1985 - Management Review Group for WBN.
D.
January 3, 1986 - Admiral White' Named Nuke Power Manager E.
January 6. 1986 - Employee Concern Mail-In Forms F.
January 23, 1986 - Amendment to QTC Proposed G.
February 4, 1986 - Employee Concern Program in Place H.
March 28, 1986 - Negotiations with QTC Break Down 15.
NRC Inspection Report-50-482/85-28 August 28, 1985 Kansas Gas & Electric Company, Wolf Creek Generating Stations, Cleveland Electric Illuminating Company, Perry Nuclear Power Plant' 16.
NRC Inspection Report 50-461/86004, March 12, 1986, Illinois Power Company, Clinton Power Station 17.
NRC Inspection Report. 50-445/85-12 and 50-446/85-08 Texas Utilities Generating Company, Comanche Peak Steam Electric Station
(
18.
TVA Employee Concerns Program Guidelines 19.
Conversations with QTC interviewers September - December, 1985 20.
Communications Committee Meetings, Notes, September, 1985 -
l May, 1986 I
21.
Diagnostic Evaluation of Morale'and Productivity.at Watts Bar, Mcdonald Motivation, 1981 22.
Nuclear Performance Plan, Volume 1. Section 5 " Restoring Employee Confidence in TVA Nuclear Management" Page 2 of 2
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