NUREG-1518, Forwards Supporting Matl to NUREG-1518, Differing Prof Views or Opinions:1994 Special Review Panel, for Placement in PDR

Forwards Supporting Matl to NUREG-1518, Differing Prof Views or Opinions:1994 Special Review Panel, for Placement in PDR

ML20138H651
Person / Time
Issue date:	12/31/1996
From:	Harwell M NRC
To:	Collins M NRC
References
NUREG-1518, NUDOCS 9701060153
Download: ML20138H651 (40)

Text

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December 31, 1996 NOTE T0:

Mike Collins FROM:

Marthe Harwell-

SUBJECT:

TRANSMITTAL OF MATERIAL.T0 PDR I understand from John Harris that to send material to the PDR I must send it to you (and NUDOCS) rather than direct' to the PDR. The enclosed material is l

supporting material to NUREG-1518 "Dit iering P. ofessional Views or Opinions:

l 1994.Special Review Panel," and labeled as an addendum.. I would appreciate l

your processing it so that it can be retrievable through the PDR..If you l

should have any questions, please contact David Woodend on 451-7102 or JDW2.

l My last day with the agency is January 3, 1997.

cc:

David Woodend. OP l

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060022 l-3f f/

9701060153 961231 PDR NUREO 1518 C PDR

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ADDENDUM TO NUREG 1518, DIFFERING PROFESSIONAL VIEWS OR OPINIONS:

1994 SPECIAL REVIEW PANEL

This addendum to NilREG-1518 presents the frequency of response to all survey items from a questionnaire prepared for all 3rofessional employees at the Nuclear Regulatory Commission to ascertain t1e effectiveness of NRC's process regarding Differing Professional Views or Opinions.

Both the frequency and percentage of valid responses to each cuestion are reported. Attachment 1 gives the raw data that was accumulatec from the survey. Attachment 2 lists the narrative comments received in response to Question 6a.

[ Note:

Percentages have been rounded to the nearest tenth of a percent.]

01 I am currently classified..

Frequency Percentage a.

In a nonsupervisory role.

1040 73.8 b.

As a Section Chief or other first 175 12.4 line supervisor.

c.

As a Branch Chief.

100 7.1 d.

As an Assistant Director or higher.

90 6.4 e.

No response given.

9 0.6 02 Where do you work?

Frequency Percentage a.

Commissioner's Office or Commission 134 9.5 level staff office (ACRS. ACNW, ASLBP.

OCAA. OCA. OGC. OIP. OPA. SECY, OIG) b.

EDO staff office (EDO. ADM OC. OE.

219 15.5 IRM 01. OP. SBCR. SP) c.

AEOD 52 3.6 d.

NRR 358 25.4 e.

NMSS 138 9.8 f.

RES 100 7.1 g.

Region I 107 7.6 h.

Region II 106 7.5

i. Region III 100 7.1 j.

Regio 1 IV 86 6.1 k.

No response given.

5 0.4 1

03.

How familiar are you with goals and objectives of the NRC's Differing Professional View (DPV) or Differing Professional Opinion (DPO) policy?

Frequency Percentage a.

Very familiar.

273 19.4 b.

Somewhat familiar.

486 34.5 c.

Limited familiarity, but know 554 39.3 where to obtain the infor-mation.

d..I am not aware of 92 6.5 this policy.

e.

No response given.

2 0.1 04.

The NRC process for sumitting a DPV/DP0 is understandable.

Frequency Percentage a.

Strongly agree 84 5.9 b.

Agree 673 47.8 c.

No opinion 551 39.1 d.

Disagree 66 4.7 e.

Strongly disagree 9

0.6 f.

No response given 23 1.6 05.

How familiar are you with the difference between the process for submitting a DPV and a DPO?

Frequency Percentage a.

Very familiar 143 10.2 b.

Somewhat familiar 283 20.1 c.

Limited familiarity but know 535 37.9 where to obtain the in-formation.

d.

I am not aware of the 427 30.3 difference, e.

No response given.

21 1.5 l

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In your opinion. does the DPV/DP0 process provide an effective means for employees to express differing professional views or opinions?

j Frequency Percentage

)

d.

Yes 472 33.5 b.

No 395 28.0 c.

Don't know 516 36.6 d,

No response given 14 1.0 i

06a.

If you answered no to Question 6 was it because you felt:

Frequency Percentage a.

The process is cumbersome or would 83 5.9 take too long.

b.

You would be viewed negatively by 110 7.8 your peers.

j c.

You would be concerned about 295 20.9 g

reprisal.

d.

The reviewers are predisposed to 172 12.2 the outcome.

e.

Other [see Attachment 2 for narra-82 5.8 tive].

07.

Overall. the organizational climate for using the DPV/DP0 process at the NRC is favorable.

Frequency Percentage a.

Strongly agree 49 3.5 b.

Agree 306 21.7 c.

No opinion 464 32.9 d.

Disagree 397 28.2 e.

Strongly agree 160 11.4 f.

No response given 26 1.8 3

DPV/DPO COUNT BY OFFICE CATEGORY AND JOB CLASSIFICATION ASST DIR NON-SUP SECTION BRANCH OR OFFICE POS CHIEF CHIEF HIGHER TOTALS COMMISSION LEVEL STAFF OFFICES 107 7

6 14 134 EDO STAFF OFFICES 166 15 16 22 219 AEOD 39 4

5 4

52 NRR 282 37 21 18 358 NMSS 105 20 9

4 138 RES 71 16 8

5 100 1

REGION I 69 26 7

5 107 REGION ll 71 22 9

4 106 I

REGION 111 70 16 8

6 100 REGION IV 57 11 10 8

86 UNIDENTIFIED OFFICE 3

1 1

0 5

UNCLASS/ OFFICE O

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TOTAL 1040 175 100 90 1409 o Four respondents did not identify their office affiliation or their position.

NOVEMBER 13,1994

DPVIDPO COUNT (DY OFFICE - RESPONSE TO QUESTION 3 -

HOW FAMILIAR ARE YOU WITH THE GOALS AND OBJECTIVES OF THE NRC'S DIFFERING PROFESSIONAL VIEW (DPV) OR DIFFERING PROFESSIONAL OPINION (DPO) POLICY?

VERY SOMEWHAT LIMITED NOTAWARE NO FAMILIAR FAMILIAR FAMILIARITY OF THE POLICY

RESPONSE

O COMMISSION LEVEL STAFF OFFICES 22 55 45 11 2

EDO STAFF OFFICES 28 50 100 39 0

AEOD 10 16 24 2

0 NRR 73 125 149 11 0

NMSS 24 43 59 12 0

RES 16 39 40 6

0 REGION I 28 39 34 6

0 REGION 11 24 46 35 1

o REGION 111 28 32 38 2

0 REGION IV 19 37 28 2

0 UNIDENTIFIED OFFICE 1

4 2

0 0

TOTAL 273 486 554 92 2

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NOVEMBER 13,1994 7

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DPVfDPO COUNT BY OFFICE AND RESPONSE TO QUESTION 4 l

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THE NRC PROCESS FOR SUBMITTING A DPV/DPO IS UNDERSTANDABLE.

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STRONGLY NO STRONGLY NO f

AGREE AGREE OPINION DISAGREE DISAGREE.

RESPONSE

COMMISSION LEVEL STAFF OFFICES 3

65 52 9

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EDO STAFF OFFICES 10 72 119 8

2 8

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AEOD 3

20 27 2

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NRR 24 177 129 20 4

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I NMSS 9

59 63 3

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RES 4

48 45 4

0 0

REGION I 10 57 37 1

1 g

i REGION 11 4

62 28 11 o

j REGION 111 12 56 26 4

0 2

5 54 22 3

1 1

REGION IV UNIDENTIFIED OFFICE O

3 3

1 o

j TOTAL 84 673

-551 66 9

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DPVIDPO COUNT CY OFFICE - RESPONSE TO QUE3 TION 5 HOW FAMILIAR ARE YOU WITH THE DIFFERENCE BETWEEN THE PROCESS FOR SUBMITTING A DPV AND A DPO?

l VERY SOMEWHAT LIMITED NOTAWARE NO FAMILIAR FAMILIAR FAMILIARITY OF DIFFERENCE

RESPONSE

COMMISSION LEVEL STAFF OFFICES 10 25 45 51 3

EDO STAFF OFFICES 12 24 79 99 5

AEOD 6

10 15 20 2

NRR 36 73 152 94 3

NMSS 11 22 50 55 0

RES 9

23 28 41 3

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REGION I 18 28 40 21 0

REGION 11 15 32 43 16 2

REGION lil 13 29 47 10 2

REGION IV 13 17 36 20 1

1 TOTAL 143 283 535 427 21 4

NOVEMBER 13,1994 l

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DPVfDPO COUNT CY OFFICE - RESPONSE TO QUESTION 6 IN YOUR OPINION, DOES THE DPV/DPO PROCESS PROVIDE AN EFFECTIVE MEANS FOR NRC EMPLOYEES TO EXPRESS DIFFERING PROFESSIONAL VIEWS OR OPINIONS?

DONT NO YES NO KNOW

RESPONSE

COMMISSION LEVEL STAFF OFFICES 47 22 62 3

EDO STAFF OFFICES 54 34 126 5

AEOD 12 15 25 0

128 132 94 4

NRR 49 30 59 0

NMSS 34 31 36 0

RES REGION I 41 22 44 0

REGION 11 40 40 22 0

REGIONlil 26 39 33 2

REGION IV 41 30 15 0

472 395 516 14 TOTAL NOVEMBER 13,1994

DPVfDPO COUNT BY OFFICE - RESPONSE TO QUEOTION 6A IF YOU ANSWERED NO TO QUESTION 6. WAS IT BECAUSE YOU FELT:

TOO VIEWED CONCERNED REVIEWERS CUMBERSOME NEGATIVELY REPRISAL PREDISPOSED OTHER COMMISSION LEVEL STAFF OFFICES 7

6 17 12 7

EDO STAFF OFFICES 5

10 21 16 7

AEOD 4

5 10 6

4 NRR 28 41 95 53 31 NMSS 9

10 26 12 8

RES 6

11 23 16 7

REGION I 4

3 11 7

3 REGION 11 6

12 30 15 5

REGION 111 11 8

35 26 6

REGION IV 3

4 27 9

4 TOTAL 83 110 295 172-82 NOVEMBER 13,1994

1 1

DPVfDPO COUNT BY OFFICE - RE!PONSE TO QUESTION 7 OVERALL, THE ORGANZATIONAL CLIMATE FOR USING THE DPV/DPO PROCESS AT THE NRC IS FAVORABLE.

STRONGLY NO STRONGLY NO AGREE AGREE OPINION DISAGREE DISAGREE

RESPONSE

COMMISSION LEVEL STAFF OFFICES 4

41 50 29 7

3 EDO STAFF OFFICES 5

38 116 35 16 9

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18 ja 7

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12 76 88 126 51 5-NRR 3

38 48 37 8

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NMSS 3

24 36 26 12 0

RES 9

27 38 27 5

1 REGIONI 3

21 24 35 23 1

REGION 11 4

17 24 37 16 2

REGION I!!

5 17 22 27 15 0

REGION IV 49 306 464 397 160 26 TOTAL 1

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1994 DPV/DPO COMMENTS 21-Nov-94 SURVEY ID COMMENTS 12 WHY IS SUCH A PROCESS EVEN NEEDED: IS IT BECAUSE SUPERVISORS DONT TRUST WEIR STAFF: WHY NOT A STRAIGHT FORWARD "OPEN DOOR" ALL THE WAY. YOU TOO MANAGEMENT CHAIN? WHO NEEDS THIS BUREAUCRATIC NONSENSE 7 13 TERMINATION OF ADVANCEMENT 21 SUPERVISORS DISCOURAGE USE OF THE DPV/DPO PROCESS. IT CAUSES A HASSLE FOR THDi AND THEY TEND TO REMEMBER IT FOR A LONG TIME.

28 I NEVER TRIED IT OR CONTEMPLATED TRYING IT, SO I DONT KNOW WHETHER IT WOULD BE EFFECTIVE OR WORM THE EFFORT r

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I SURVEY ID COMMENTS 37 YOU WILL BE VEWED NEGATIVELY BY YOUR MANAGEMENT (NOT YOUR PEERS) 50 THERE APPEARS TO BE TIE GENERAL IMPRESSION THAT DPV/DPOS ARE FILED BY " TROUBLEMAKERS" 52 I HAVE SUFFERED REPRISAL FOR THE OPEN DOOR POLICY; THE PROCESS IS A

" FRAUD";IT IS TOTALLY DUPLICITOUS

$4 THE PURPOSE AND AIM WERE GOOD. TIE PROCEDURE CUhBERSONE.

SUPERVISORS WHO VIOLATED THE TRUST WERE NEVER DISCIPLINED TO SHOW THAT SENIOR MGT MEANT WHAT THEY SAID. IT BECAhE A STRUGGLE WITH MGT WINNING AND THE PEON PUNISIED 2

SURVEYID COMMENTS 55 NAME SEVERAL CASES WHERE THE ORIGINAL DPVsDPO WERE IMPLEMENTED. I DOUBT DIAT YOU CAN. DIEREFORE EITHER ALL DPV/DPO WRITERS HAVE NO -

VALID POINTS OR'INE PROCESS IS INEFFECTIVE.

56 ALTHOUGH I LACK KNOWLEGE ~IIIAT THE PROCESS IS A WAY TO HANDLE THINGS, I DO FEEL DIAT REPRISALS WOULD BE A CONCERN. PEOPLE FEEL USriG DIE PROCESS WILL BE DETRIMENTAL TO THEIR PROFESSIONAL CAREERS.

DIAT MANAGEMENT DOESNT REALLY WANT TO FACE THINGS.

6I EVEN DIOUGH MANAGEMENT REPRISAL IS PROHIBITED, EMPLOYEES USING THE PROCESS ARETAINTED 72 CONCERN ADOUT REPRISAL INFLUENCES DIE PROCESS. I BELIEVE THE PROCESS WORKS FOR CONCERNS WHICH MAY HAVE AN ADVERSE EFFECT ON PUBLIC HEALTH AND SAFETY. IIOWEVER, DECISIONS MADE WlHCH ARE BURDERSOME TO INDUSTRY AND NOT SAFETY RISKS ARE NOT REPORTED.

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SURVEY ID COMMENTS i

74 IT APPEARS TO BE A MANAGEMENT TOOL'ID JUSTIFY PREDETERMINED ACTIONS.

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80 LACK OF ORGANIZATIONAL INDEPENDENCE IN DPV/DPO PROCESS TO ARRIVE AT AN INDEPENDENT JUDGEMENT ON CONTROVErdIAL ISSUES.

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87 YOU WOULD BE VIEWED NEGATIVELY BY NRC MANAGEhENT. YOU WOULD i

ADVERSELY IMPACT YOUR CAREER.

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t SURVEY ID COMMENTS 109 I HAVE PERSONALLY HEARD SR MGT INDICAll! 1 HAT IF THEY HAD A PERSON WHO SUBMITTED A DPO APPLY FOR A JOB THAT PERSON ?!OULD NOT BE LOOKED ON VERY FAVORABLY. THEREFORE, ACTION IN RESPONSE TO A DPO MAY BE SO DISCREET YOU WONT KNOW IT HAPPENED.

127 THESE QUESTIONS HAVE THE WRONG PERSPEC11VE. FIRST, NO ONE IS GOING TO FIRE YOU BECAUSE OF A DPO. THE RESULT TYPICALLY IS NO ONE IS GOING 1D HELP YOU PROGRESS IN YOUR CAREER AS A RESULT OF FILING A DPO. YOU WILL NOT DECLINE BlJT YOU WILL NOT PROGRES i

a 130 VIEWED NEGATIVELY BY MGT/ SUPERVISOR h

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131 D=60% B=30% C=10%

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DO NOT OVERTLY OR COVERTLY DISCOURAGE SUCH EXPRESSION.

1 140 EVEN WITH THESE NEGATIVE COMMENTS, FM NOT SURE HIAT THERE IS A BETIER SYSTEhL i

I48 CONCERNED ABOUTREPRISAL. REVIEWERS AREPREDISPOSEDTOl1IE OUTCOME.

151 INDIVIDUALS WHO FILE A DPV/DPO ARE VIEWED AS TROUBLE MAKERS BY MGT

& MANY INDIVIDUALS HAVE HAD CAREERS STOPPED DEAD BY FILING A DPV/DPO. ISSUES ARISE THAT DO NOT RECEIVE SUFFICIENT TIME 1D RESOLVE i

OR ARE ASSIGNED TO INEXPERIENCED STAFF TO RESOLVE.

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SURVEY ID COMMENTS 154 THE CULTURE OF NRC PUNISIES " BOAT ROCKERS" REGARDLESS O F MERITS OF DPV/DPO THIS REFLECTS A MGT BELIEF THAT STARJS IN DE AGENCY REFLECTS TECHNICAL SKILL. BRAINS, AND JUDGEMENT, A MISPLACED MILITARY VEW OF LIFE.

156 BECAUSE DE PROCESS IS SO FORMAI 17ED IT BECONES A " MAJOR ISSUE" IF SOMEONE USES DE DPO/DPV PROCESS. DE PROCESS SHOULD BE SIMPLIFIED, SO THAT AN EMPLOYEE SIMPLY RECORDS HIS OBJECTION & REASON WHY IE DISAGREES,& TIEN IS AN AGENCY DOCUhENT.

160 BECAUSE IT IS A SHOWN PROGRAM DESIGNED TO DEMONSTRADI THE AGENCY'S COMPLIANCE WIDI THE LAW, WHILE SECRETLY BLACKLISTING TIE INDIVIDUALS DISAGREEING WITH THE OFFICIAL NRC POSITION. FILING A DPO IS TANTAMOUNT WIDI KISSING YOUR h7C CAREER GOOD 8YE.

162 IF YOU DO ALL OF 6A HAPPENS 7

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176 IT DOESNT WORK. I KNOW FROM EXPERIENCE.

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177 THE PROPER WORDS ARE EXPRESSED TO SUPPORT THE PROCESS. HOWEVER, ACHONS AFER A DPO RESULT IN SUBMHTERS NOT BEING PERCEIVED AS TEAM I

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179 MORE EMPHASIS SHOULD BE PLACED ON RESOLVING THE ISSUE BY MEETINGS WITTI THE MGT CHAIN THE CURRENT PROCESS, ONCE INITIATED, TENTS TO INHIBIT DIALOGUE THAT COULD RESOLVE THE ISSUE.

D 184 IT IS NOT CAREER ENHANCING TO FILE A DPO.

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SURVEY ID COMMENTS 194 IT WOULD GE CONSIDERED A CAREER LIMITING MOVE.

201 CUMBERSOME & APPEARS DESIGNED TO WEAR DOWN THE FILER, BUT MORE IMPORTANT IS THE FACT THAT IT ISNT WELL SLTIED FOR DEALING WITH ISSUES THAT ARE VERY SUBJECTIVE. THE FILER SHOULD HAVE THE BURDEN OF PERSUASION & HAS A DUTY TO SELL HIS VIEW 255 ANSWERS ARE BASED ON PAST EXPERIENCE OR KNOWLEDGE OF THE DPO PROCESS. WHILE PAST EXPERIENCES WERE SOMEWHAT FAVORABLE, I FEEL THAT *INE CLIMATE WITHIN THE NRC FOR EXPRESSING ALTERNATIVE VIEWS HAS DETERIORATED IN THE LAST 2 YRS. SEE ATT 279 WOULD BE VIEWED NEGATIVELY BY MIDDLE AND UPPER MANAGEhENT 9

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I SURVEYID COMMENTS 303 SOMEONE WITH A DPO MAY BE VIEWED AS A WHISTLEBLOWER AS IN PRIVA'IE INDUSTRY i

309 KISS YOUR CAREER GOODBYE IF YOU FILE A DPV; MILITARY NAVY DOES NOT LIKE THOSE WHO DO NOT FOLLOW ORDERS. THEY LIKE "YES" HEN /WONEN.

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324 IT OFIEN LEAVES THE TECHNICAL BASIS BEHIND AND BECOMES TOO EMOTIONAL BY THE TIME IT REACHES A DPO, THE INDIVIDUAL IS PERSONALLY INVOLVED AND HAS A STRONG PSYCHOLOGICAL STAKE. BY NATURE, IT IS AN ADVERSARIAL PROCESS THAT GOES AGAINST GOOD RELATION 341 KISS OF DEATH s

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O SURVEY ID COMMENTS 353 DOING A DPV OR DPO IS ESSENTIALLY A WASTI! OF TIME 355 A REGIONAL INSP EFFECITVELY DPO" MY PROGRAM WITHOUT ANY DISCUSSION WITH ME, MY PEOPLE, MY BOSSES, OR HIS REG CHAIN OF COMMAND. HIS END AROUND DUE TO LACK OF CONFIDENCE IN THE DPO PROG, OR SONE OTHER REASON, I CANT TELL, BUT A HUGE MESS WAS CREATED 362 EVEN THOUGH I SAID YES TO 6 FOR STAFF MEMBERS EXPRESSING DPV/DPO, EFFECTS SUCH AS 6A.C IS A CONCERN 364 NOT CAREER ENHANCING 11

SURVEY ID COMMENTS 367 IM NOT BEING CYNICAL - JUST REALISTIC. NRC NEEDS DPO/DPV FOR LEGAL REASONS, HOWEVER, JUST KISS YOUR CAREER GOODBYE IF YOU EVER NEED TO USEIT. SEE ATTACIED 374 WOULD BE VIEWED NEGATIVELY BY SUPERVISORS.

378 NOT VIEWED AS A TEAM PLAYER 385 PROCESS HAS A CERTAIN ClHLLING EFFECT. THE OBVIOUSLY LOW hWEER OF DPV/DPOS IS REPRESENTATIVE OF A LACK OF STAFF CONFIDENCE IN THE PIKV'ISS.

12

SURVEY ID COMMENTS 388 ALL OF THE ABOVE. NOUi: 1 RECEIVED THIS QUESTIONAIRE ON 9/23/94. THAT 1

SPEAKS FOR THE DESIRE FOR RESPONSE I SUPPOSE i

393 I CANNOT COMMENT ON NRC, BUT CLIMATE IN REGION III IS NOT CONDUCIVE TO EXPRESSING ANY VIEW DIFFERENT THAN J. MARTIN'S VIEW.

403 SUBMIT 11NG A DPV/DPO IS NOT CAREER ENHANCING.

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411 NEVER IN A MILLION YEARS WOULD I FILE ONE OF THESE. THESE SORTS OF f

PROGRAMS CAN NEVER WORK SUCCESSFULLY AS LONG AS THERE ARE HUMAN BEINGS INVOLVED. IT HAS NOTHING AT ALL TO DO WITH NRC. IT IS A PEOPLE

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VS PEOPLEISSUE!

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SURVEY ID COMMENT 3 4I3 SOME MANAGERS DO NOT WANT 10 BE ASSOCIND WrII{ DPV/DPO.

423 MILITARY APPROACH OF BOSS SAYS - YOU SAY "YES, SIR." HE DOESNT WANT YOUR OPINION.

52I COMMISSIONER ASELSTINE TESTIFIED IN FRONT OF CONGRESS TIIAT SUBMrtTING A DPO/DPV IS PROFESSIONAL SUICIDE!!

$40 FROM MY OBSERVATION, MID/UP MGT AT NRC APPEAR NOT AT ALL INTERESTED OR WELCOMING TO DIFFERING TECHNICAL OR POLICY VIEWS, WHETHER PRESENTED INFORMALLY OR AS PART OF A DPV/DPO PROCESS.

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SURVEYID COMMENTS 55I TOO HIGH A LEVEL OF REVIEW. PROCESS SHOULD ENCOURAGE REVIEW OF TECHNICAL DIFFERENCES AT LOWER LEVELS E.G. DIFFERENCE BETWEEN BRANCH CHIEF AND STAFF SHOULD BE REVEIWED BY DIVISION DIRECTOR, ETC.

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I 554 KISS GOODBYE TO ANY PROGRESS OF CAREEER, EVEN IF NO IMMEDIATE ~

RETALIATION.

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!i 555 THE RESULT OF GIVING MY SUPERVISORS A DRAFT DPO TO MAKE HIEM AWARE

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OF WHAT WAS COMING HAS BEEN A SERIES OF MEEITNGS IN WHICH NOT-SO-SUBTLE PRESSURE HAS BEEN EXERTED FRO ME TO SOFTEN MY POSITION.

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$64 CAREER LIMITED. "NOT A TEAM PLAYER" 3

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566 A CAREER DAMAGING PROCESS s

1 594 THE PANEL SHOULD BE COMPRISED OF MGT AND NON-MGT(NOT LIMITED TO UNION MEMBERS) PERSONNEL. EVEN1110 UGH NON-UNION MEMBERS ARE ALLOWED THE OPPOREJNITY TO PRESENT MATTERS TO A NON-MANAGERIAL PANEL MEMBER, THE UNION FIRST DECIDES WHEUIER (SEE SURVEY) 603 THE PROCESS PUTS TIIE INDIVIDUAa. 'NIO A POSITION OF HAVING TO CONSTANILY DEFEND HIS/HER POSITION. IT TENDS TO ALSO PETT INDIVIDUAL

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r 613 I WOULD BE VIEWED AS A NON-TEAM PLAYER, A TROUBLE MAKER, ETC. (BY MANAGEMENT) AND MY CAREER WOULD "GO TO HELL IN A HAND BASKET" SO TO SPEAK.

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E SURVEY ID COMMENTS 640 RESOLUTION SHOULD NOT REQUIRE THIS PROCESS.

t DERE IS A PERCEPTION THAT IF STAFF NEEDS TD RESORT TO DPG/DPV THAT 641 i

HIEY ARE NOT A TEAM PLAYER. THERE IS AN APPEARANCE FROM PAST SUBMITERS THAT IT HAS A NEGATIVE IMPACT ON CAREER PROGRESSION.

FILING A DPO IS WIDELY KNOW AS TIE

• KISS OF DEAUP 653 658 VIEWED NEGATIVELY BY MANAGEMENT 17

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674 YOU ARE VIEWED NEGATIVELY BY MGT IF YOU FILE A DPV/DPO i

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i 680 A DPO/DPV GETS ~IDO MUCH PRIORITY AND SENIOR MGT AT1ENTION. IT l

ALMOST APPEARS THAT1 HEY ARE TREATED SIMILARTO SIGNIFICANT SAFETY ISSUES, WHEN1HE ORIGINAL ISSUE MAY HAVE ONLY REGIVED LOW LEVEL t

MGT ATTENTION.

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697 DPV/DPOS REGIVETOO HIGH A LEVEL OF MGT ATIN,TOO MUCH STAFF f

RESOURCES TO RESPOND TO, THE PROCESS IS BEING USED MALICIOUSLY BY SOME INDIVIDUALS DIFFERING TECHNICAL VIEWS SHOULD BE HANDLED BY NORMAL MGT LINE (AS A NORMAL MGT TASK) AND DPO ELIMINATED i

70I ALTHOUGH THERE MAY NOT BE A E! RECT REPRISAL, IT WOULD BE LESS LIKELY THAT ONE WOULD RE&IVE AN AWARD OR PROMOTION. REGIONAL MANAGMEPTT HAS NOT PRESENTED 1BE DPV/DPO PROCESS AS BEING A VIABLE f

MEANS OF RESOLVING DIFFERENGS OF OPINION.

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SURVEY ID COMMENTS 715 FIRING OF AN NRR EMPLOYEE RECENILY OVER THE VERY ISSUE IS A PERFECT EXAMPLE OF A DPV/DPO PROCESS DIAT IS BROKEN AND NEEDS TO BE FIXED 741 VIEWED NEGATIVELY BY MANAGEMENT 785 BYPASSES EMPLOYEE / SUPERVISOR PAT 11 861 DPO/DPV ORIGINATORS ARE TYPICALLY NOT REWARDED BUT HAVE AT TLMES BEEN SILENTLY OR UNKNOWINGLY PUNISHED. BOTTOM LINE - NO ONE LIKES A TROUBLE MAKER.

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SURVEY ID COMMENTS 895 IT IS VIEWED BY MOST PEOPLE AS A " CAREER LIMITING EVENT" t

1 972 CAREER SUICIDE. YOU MIGHT AS WLL PlTT A GUN TO YOUR HEAD & PULL A s

TRIGGERTHAN USE DPO t

976 MGT WANTS ~IO KEEP CONTRARY VIEWS NON-EXISTANT. A DPV KILLS THE OPINION BEFORE ONE GETS TO WRITE A DPO. IT PROVIDES AN EXCELLENT MEANS TO BURY THEM.

981 MANAGEMENT SUPPORT IS ALMOST NON-EXISTENT OF THE FOUNDATION AND EVALUATION OF RELEVANT ISSUES AND CONCERNS.

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SURVEY ID COMMENTS 983 I AM EX1REMI1Y AMBIVALENT ABOUT *IIIE DPO PROCESS. A DPO/DPV IS, BY ITS NATURE, A STRONG CRITICISM OF AN NRC MGT DECISION. I AM NOT CONCERNED THAT nlE INDIVIDUAL FILING 111E DPO WILL BE FI"~.@ OR DEMOTED I AM CONCERNED TifE INDIVIDUALIS A MARKED MAN 984 SUPERVISORS HAVE TOLD ME TO BE CONCERNED ABOUT REPRISAL, 997 I UNDERSTAND THAT A STAFF MEMBER WAS FIRED FOR FILING TOO MANY slVS. WHAT ASSURANCES DO WE HAVE THAT OFFICE OF PERSONNEL WILL NOT THROW AWAY RETURNS THEY DO NOT AGREE WITH 1019 EXISTING MANAGEMENT HAS NO INIEREST IN VIEWS CONTRARY TO THOSE THEY HOLD.

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- i SURVEY ID COMMENTS 1024 I THINK REPRISAL AT THE BRANCH CHIEF LEVEL AND BELOW IS REAL l

1026 THE PROCESS CAN BE, AND HAS BEEN, SLTVER'ED BY AMNAGEMENT l

i 1075 VIEWED NEGATIVELY BY MANAGEMENT.

i 1084 IT IS GENERALLY NOT WORTH THE TROUBLE.

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f SURVEY ID COMMENTS 1086 VIEWED NEGATIVELY BY SUPERVISORS, BUT PROBOBLY NO REPRISAL I BELIEVE THE PROCESS IS MORE APPROPRIATE FOR NRR, NMSS, AEOD, RES THAN 5

FOR ANY EDO OFFICE.

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I 1103

" UNQUALIFIED

• EXPERT 3 MAKE DECISIONS. I KNOW IN GOVERNMENT WE DONT -

i PRACTICEDEMOCRACY, JUSTDICTATORSHIP.

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1111 NRC IS NOT REALLY IN1ERESTED IN LEARNING ABOUT ITS OWN MISTAKES t

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i158 SINCE I AM UNAWARE OF TEE POLICY I CANNOT FEEL IT IS VERY EFFECTIVE.

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SURVEY ID COMMENTS 1159 NORMALLY, DIFFERING VIEWS ARE BEST EXPRESSED INFORMALLY.

I198 I HAVE BEEN TOLD MORE THAN ONCE THAT MANAGERS' EVALUATIONS ARE NEGATIVELY INFLUENCED BY DFV/DPO'S AND THAT THE EMPLOYEES EVALUATION MAY LIKEWISE BE AFFECTED 1206 THE SAME PERSONS "IIIAT MADE THE INITIAL DECISIONS ARE THE SAME ONES CONDUCITNG THE REVIEW. NO "ARhfS LENGTH" PROTECTION.

1207 THE DPV/DPO PROCESS IS VIEWED AS A WAY STAFF CAN WORK OUTSIDE T11E

" PROPER MANNER"(THROUGH LINE MANAGEMENT) AND IS THEREFORE VIE %ID BY STAFF AND MANAGEMENT IN A NEGATIVE WAY.

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

4 SURVEY ID COMMENTS 1211 REVEWERS INDICA ~IE THAT THEY ARE ONLY INIERESTED IN ADDRESSING ISSUES STRICILY DEFINED BY THE GUIDANCE; EVEN THE SLIGHTEST DEVIATION FROM THOSE BOUNDS WILL NOT BE CONSIDERED, BUT YOU %TLL BE AN OUTCAST FOR DARING TO RAISE SUCH AN ISSUE.

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1253 YOU WOULD BE VEWED NEGAT'VELY BY YOUR MANAGEMENT i

i 1261 I BELEVE SR. MGT (EDO LEVEL) SUPPORTS THIS PROCESS, BUT THE OFFICE DIRECTOR & DIVISION DIRECTORS DO NOT AND VEW IT AS "ANOTIER PROBLEM" TO DEAL WITH.

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1263 NEGATIVE MANAGEMENT VIEW OF PEOPLE WHO FILE DPV/DPO'S.

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SURVEYID COMMENTS 1269 TT PROVES " A MEANS" -I DONT BELIEVE IT IS VERY EFFECTIVE. DPV/DPOS.

MUST BE STROMGLY HELD AND OF CONSIDERABLE SIGNIFICANCE BEFORE i

SOMEONE WILL PURSUE THIS PAlli.

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1279 CONCERNED ABOUT BEING VIEWED AS A " TROUBLE MAKER" f

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t 1282 NOT USEFUL FOR ENFORCEMENT ACTIONS f

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f 1284 THE PROCESS IS NOT INDEPENDENT I

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1288 CONCERNED ABOUT REPRISAL OR IGNORED %TTH REGARD TO CAREER OPPORTUNITIES (SILENT CATIER DEAT11) ii i

i 1294 MY UNDERSTANDING (STAFF) BASED ON RUMORS AND " SCUTTLE BUIT" IS 111AT I

SUBMITTING A DPO/DPV IS LIKE COMMITING SUICIDE TO YOUR CAREER. ALSO, ONE EE IN NRR GOT FIRED NOT VERY UPBEAT, BUT STAFF WTLL NOT BE HONEST WITH TIIE MANAGEMENT.

1328 I HEARD THAT AN EMPLOYEE IN THE ELECTRICAL BRANCH WAS JUST FIRED IN AN INCIDENT THAT HAD SOMETHING TO DO WITH DPO/DPV, BUT NOBODY IS

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5 1364 ALL OF THE ABOVE ARE FACTORS OF CONCERN i

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