ML20247Q499
| ML20247Q499 | |
| Person / Time | |
|---|---|
| Site: | Peach Bottom  |
| Issue date: | 07/31/1989 |
| From: | Danni Smith PECO ENERGY CO., (FORMERLY PHILADELPHIA ELECTRIC |
| To: | NRC OFFICE OF INFORMATION RESOURCES MANAGEMENT (IRM) |
| References | |
| NUDOCS 8908070159 | |
| Download: ML20247Q499 (6) | |
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July 31, 1989 Docket Hos. 50-277 50-278 U. S. Nuclear Regulatory Commission ATTN: Document Control Desk Washington,;DC 20555 l-
SUBJECT:
Peach Bottom Atomic Power Station (PBAPS)
NRC Integrated Assessment Team Inspection (IATI) Report
-(50/277/89-81,50/278/89-81) dated March 6, 1989 o
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Dear Sir:
In accordance with the subject Inspection Report, paragraph 2.4.5, PECo-committed to provide semi-annual human resource status reports on the progress made towards meeting operator resource development and cultural related commitments. Attachment (1)'provides an upiated status for the areas identified in the IATI inspection report as of July 1989.
If you have any questions or require additional information, please do not hesitate to contact us.
Sincerely, e
Attachment l
cc: ANI Library, American Nuclear Insurers R. A. Burricelli, Public Service Electric & Gas T. M. Gerusky, Commonwealth of Pennsylvania T. P. Johnson, USNRC Senior Resident Inspector T. E. Magette, State of Maryland W. T. Russel, Administrator, Region I, USNRC J. Urban, Delmarva Power kD
l (Attachment 1) l:
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L PHILADELPHIA ELECTRIC COMPANY Peach Bottom Atomic Power Station i
Human Resource Status Report CAREER PATHS AND OFF-SHIFT ROTATIONAL ASSIGNMENTS FOR OPERATIONS STAFF This item refers to sections 3.2.3 and 3.3.4.2 of the NRC IATI Inspection Report.
The process'of rotating licensed personnel off shift for other career paths or rotational assignments is tied very closely to increasing the number of-licensed personnel on site. Based on the license classes scheduled through-
_1990, Shift Supervisors should be able to start off-shift career / rotational opportunities by January 1991.- Selected Reactor Operators should be available for off-shif t oppor tunities in 1991. Off-shift and career positions are expected in NQA, Outage Planning Operations Support and Training.
In addition, plans are being finalized to-create opportunities'for shift cperators to obtain college degrees.. The University of Mr.ryland B.S.~in Nuclear Science has been selected as the basic program. Management has approved a multi-delivery program which has as a major a primary concentration.in Nuclear Science and a secondary concentration in Technology Management. Existing internal Operations courses are expected to undergo a review by the Accreditation Council on Education (ACE /Ponsi) for' academic credit recommendations during the 4th quarter of 1989. This will enable operations candidates to transfer credits into the Nuclear Science Program. This program will broaden the spectrum of career paths into which an operator may transfer, as well as improve the educational background of shift operators.
To enhance the visibility of manage..;ent's commitment to provide meaningful career paths and off-shift assignments, an Operations Section policy document is being developed to outline the expectations in this area.
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MORE COMPREHENSIVE OPERATIONS NEWSLETTER / COMMUNICATION PROCESS This item refers to section 3.3.3 of the NRC IATI Inspection Report.
In an j
effort to continually improve the quality and timeliness of communications i
and develop a more comprehensive Operations newsletter the following
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actions have been taken or are ongoing:
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- The Operations Section Newsletter, published bi-weekly since January, 1989, is one of the primary tools used by Operations Management to disseminate information that is of interest to Operations personnel.
Newsletters in 1989 have addressed such topics as:
.J A special edition which provided a detailed discussion of the planned " assessment center" process for evaluating candidates for the Januery 1990 SR0 class.
tiuman Resource Status Report (Attachment 1)_
. Page 2 NRC position on educational levels for SR0s.
- ' Plans for a new floor operator. break area as well as the names of the operators who 3re coordinating the effort.
Power Ascension Program and its status.
Topics discussed at recent all hands meetings.
- Planned Plant Operator staffing and reasons behind the changes.
- , A question and answer section that allows operttors to anonymously ask questions or voice concerns to the Superintendent -
Operations.
- The' Operations Section has held three "All Hands Meetings" which have been attended by the Plant Manager and the Site Vice President in addition to the Superintendent - Operations. Various issues and policies are openly discussed with the operators having the opportunity to question management on the decision rationale behind various policies.. These meetings have proven to be an excellent tool
.to help bridge the communication gap that has historically existed between management and the operators.
- In June of 1989, the training schedule through 1991, broken down by each individual operator, was published along with a letter from the Superintendent-- Operations. The schedule provides the operators with a two-year "look-ahead" of their training progression. The letter. explains some of the basis behind the schedule.
In addition, all operators are encouraged to discuss any schedule / progression concerns with the Superintendent - Operations.
IMPROVING CONSISTENCY AMONG SHIFT CREWS IN IMPLEMENTATION OF PERFORMANCE STANDARDS AND POLICIES This item refers to section 3.3.4.1 of the NRC IATI Inspection Report.
l The performance appraisal system has been identified as an area in need of corporate-wide review and revision. Corporate Personnel and Industrial Relations has identified the overhaul of the entire performance management system as a key priority'to be addressed by the Corporate Organization Development Manager. The scope of this effort will consider:
- setting performance standards 9
- providing performance counseling and feedback
- c:: aching for improved performance l.
tiuman Resource Status Report (Attachment 1)
-Page 3-
- asse'ssing career development needs/ potential-
- integration'with other human resource and compensation systems Research and program development will. commence in'1989 and is expected to be implemented in 1990/91.
'The current form used for non-supervisory performance evaluations defines.
the areas in which performance is to be evaluated. For each performance area,:the form provides a set of statements which are intended.to assist the supervisor in characterizing the individual's performance and assigning a rating.
In the conduct of the face-to-face performance' appraisal, the individual being evaluated has the opportunity to identify any. perceived inconsistencies or inequities for discussion and is afforded the opportunity to document any comments on the evaluation form. Training provided to supervisors in the conduct of performance appraisals should minimize'the occurrence of inconsistency. As an additional check for this concern, the Superintendent - Operations reviews and signs each evaluation.
With, respect to the appraisals of Shift Managers, goals and performance criteria w;11 not be changed in the future without notification and concurrence. Agreement in these areas is a precept of the performance appraisal process.
Meetings among Shift Management and Operations Management have been used to discuss the intent and 'nplementation of various policies in an effort-to enhance consistency.
lit addition, the Superintendent - Operations will be tha. focal point for resolving any policy questions.
I INCREASING THE NUMBER OF LICENSED OPERATORS TOWARDS THE S.0ALS OF 42 ON SHIFT AND 85 TOTAL LICENSED EXPERIENCED PERSONNEL ON SITE This item refers to section 3.2.3 of the NRC'IATI Inspection Report. The status of implementing this goal is as follows:
Peach Bottom currently has a staff of 18 Senior Reactor Operators along with 24* Reactor Operators for a total of 42 licenses assigned to shift operations and seven staff SR0 licenses for a total of 49 licensed personnel on site. These numbers include two Reactor Operators on extended assignment from General Electric and the loss of three staff SR0s due to transfer of two individuals to Engineering and one license being inactivated.
In order to support the goal of 85 total licensed experienced personnel on site in conjunction with establishing sufficient licensed personnel to support rotating licensed personnel off shift for other assignments, the following classes have been scheduld or are in progress:
Senior Reactor Operaur Classes Planned Class Size Nov 1988 - Aug 1989**
7 j
Jan 1990 - Sep 1990 5
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, Human Resource Status Report (Attachment'1)
H Page 4 Nov 1990 - Jul 1991 3-5 Reactor Operator Classes feb 1989 - Dec 1989*
6***
Oct 1989 - Nov 1990 11 Aug 1990 - Jul 1991 10
'Oct 1991 - Sep 1992 9
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1 R0 license is temporarily inactive pending a medical evaluation.
In Progress
- This class started with seven candidates. One candidate dropped the course due to an injury which resulted in missing substantial class time.
The goal of 85 licensed experienced personnel on site may be achieved as soon as 1992. The current number of licensed or license-experienced personnel assigned at Peach Bottom is 60.
TRAINING PROGRAMS Specialized training programs have been developed and are being implemented to support culture change. These programs promote the team concept and enhance communications by requiring personnel from different work groups to participate in training programs at the same time. The status of implementing these training programs is:
MANAGEMENT ACTION RESPONSE CHECKLIST (MARC) TRAINING Training has been incorporated into the shift rotational training schedule for Shift Managers and Shift Supervisors to attend a four day course on PECo labor policies developed by Management Associated Results Company.
This course is designed through case study work to familiarize first line i
supervisors and above with company policies and labor laws applicable to people under their supervision.
IMPLEMENTING INTERACTION TRAINING PROGRAM This item refers to section 3.2.3 of the NRC IATI Invection Report.
The three day Interaction Training Course focuses 7-enforcing interpersonal skills and team cohesiveness indicat. m ;* the new team concept and culture at Peach Bottom. The Interaction Training Course is
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designed for licensed operators, non-licensed operators and Operations i
Support personnel in conjunction with non-operations /non-supervisory staff.
1 The first three-day session was implemented on July 12, 1989 followed by
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six consecutive weeks of the program. At the completion of the six consecutive weeks, the Interaction Training course will be an ongoing
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, 9_
Human Resource Status Report (Attachment 1) n 1Page 5 L
program. As of July 24, 1989; 12 out of 134 Operators have attended Interaction. Training for non-supervisory employees.
The four day Interaction Management (IM) training provides supervisory level personnel with the skills needed to effectively interact with subordinates and peers in a variety of situations.
IM training commenced sin April 1989 and is part of an ongoing. program. As of July 24, 1989; 6 out of 12 Shift. Supervisors have attended Interaction Management Training.
Interaction Management Support (IMS) training is a two day program specifically designed to provide managers with the skills.necessary to support and reinforce the newly acquired skills of the participants from IM 1"
training.
IMS training was implemented in January, 1989 and is part of an.
ongoing program. At of July 24, 1989; 1 ott of 9 members of Operations Management has attended Interaction Management Support Training.
INCORPORATION OF PARTS OF PEOPLE - THE FOUNDATION OF EXCELLENCE (Training)/
PERSONNEL EFFECTIVENESS (Training) (PFE/PE), INTO OPERATOR PROGRESSION TRAINING-This item refers to section 3.3.2 of the NRC IATI Inspection Report.
Operator position descriptions and job matrices for each position in the operators progression are currently being analyzed by PBAPS Operations Training and the Corporate Management Professional Development staff.
Interpersonal _and team skill tasks are being identified and synthesized
.into each matrix. That matrix then becomes the basis for the progression I
training.
In addition, a review of the_PFE/PE training is being conducted for the purpose of selecting specific communication and team building i
skills-for incorporation into operator progression training..The on-line implementation of integrated PFE/PE elements into PBAPS Operations progression training is scheduled to begin in January 1990.
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