ML20085N600

Intervenor Exhibit I-MOSBA-5,consisting of Survey 1990, Southern Electric Sys Performance Pay Plan

ML20085N600
Person / Time
Site:	Vogtle
Issue date:	05/17/1995
From:	AFFILIATION NOT ASSIGNED
To:
References
OLA-3-I-MOSBA-5, NUDOCS 9506300255
Download: ML20085N600 (10)

Text

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F AdoST36 - 5

,page- I of If o .9 A 7; JUN -6 P2 :33 DOCKET t G SER/1 BRANCH Soutaern Electric S stem o< Per~ormance Pa Piar Survey 1990 NUCLEAR REGULATORY COMMISSION Dxtet No. 25- A-Offcial Exh. No In+ f in t.1e m3Mr of 6 PC #4 nl.

Staff IDENTIFIED Apphcant RECEIVED -

Intereact 7 REJECTED Contg Oftr SONOPCO"Pr~oject U"" v70m dE?Is Og ~pvrur en __

ao ir'nannaamPDR

~

' Exhibit _E-,page 2 of'.lE V0GTLE PPP SURVEY FEEDBACK r

( PLAKEV06TLE SEE

SUMMARY

TAB:

None of the overall dimensions were positive; however, all either improved or remained the same since 1989.

POSITIVE FINDINGS:

THE 1990 PAY PLAN (PPP):

1. Has been explained to me in such a way that I understand it.

WITH REGARD T0 G0AL SETTING IN THE PPP

~6. I understand the corporate goals used in the PpP.

21. Accomplishing my individual goals contribi!tes to the achievement of our organizational goals.

IN GENERAL:

61. Increasing competition represents a majrr threat to our company.

64. I would like to continue working under some type of performance pay plan.

NEGATIVE FINDINGS:

THE1990PERFORMANCEPAYPLAN(PPP):

2. Is Dat having positive effects on the company's perfomance.

3. Is nat having a positive effect on my work habits and performance.

4. Doesn't offer enough money in the incentive portion to make it work.

5. Will n21 appropriately compensate me for my contributions.

l Voctie had a good payout. Why dit the people-feel thfr ny7 (

Did the large numbers of people rated in the top two blocks have an affect on this? They might have believed they were going to receive a 15-20% incentive increase. Inflated performance ratings apparently hurt.

i i

i 3

• Denotes items of high interest 20-Jul-1990 4

V0GTLE PPP SURVEY FEEDBACK Exhibit I , page). c&l C O

WITH REGARD TO GOAT. SETTING IN THE PPP:

7. I don't see the connection between my individual goals and the corporate goals.

8. My manager has n21 asked fr my input in understanding the results of last year's survey.

9. My P.*P incentive payment was nat based on my job performance.

11. The PPP goals of my organization are more difficult than the goals of other organizations.

13. It is n21 possible to achieve our PPP organizational goals at the top level'. (5~ level 'of performance)

14. Work groups inside my organization do ng1 cooperate in accomplishing our organizational goals.

24. My individual goals leave out important aspects of my job that are difficult to measure.

25. As a result of having individual goals, my co-workers are less willing to help e:e other.

26. To reach our 198'." organizational goals, people made decisions which will hurt m/ organization in the long run.

27. Accomplishing my individual goals is beyond my control.

28. As circumstances change I will ng1 be able to change my individual goals to make them more appropriate.

c NY 1990 INDIVIDUAL G0ALS 00 HQI REQUIRE ME TO:

29. Be more flexible in dealing with my customers, supervisor, and I' (' co-workers.

34. Take intelligent risks.

MY MANAGER / SUPERVISOR !$ HQI EFFECTIVE AT:

35. Treating all employees in my r,roup fairly and consistently.

@ De-onstratino a strono beligf that chances ooina on in the company are necessary.

rww3ui;W ud rewarding peoite based en ne+r-my

^

8'. Encouraging and environment o en communications.

(li. Gi v iuv ..e mur. ..wiuiMc:t . e w.d = % . orm my job.

41. Helping me, in a positive .tay, to understand how the PPP works.

42. Getting my work group to function as a team.

43. Convey.ing the resul<ts, he/she expects of me.

44. Comunicating about organizational goals and my role in helping to achieve them.

45. Giving me the authority to make decisions I need to make.

46. Taking the right action with poor performers.

l ,

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l

• Denotes items of high interest 20-Jul-1990

. ~

V6GTLE PPP SURVEY FEEDBACK Exhibit _.1,pageI ofli l (v~h .

IN GENERAL:

47. I am ng1 paid fairly compared with other employees in my company who do similar work.

48. Employees are agl rewarded for acquiring new skills.

Are people told in performance feedback sessions that they have some developmental needs and they should improve in certain areas.

Then, either management doesn't provide developmental opportunities or reward the acquisition of new skills?

49. Written informatien en the PPP has not helped me to underst7nd the y es are afraid to voice an opinion management does agt wan

[O 5 2'. There are not ways for employees to formally participate in solving problems for the company.

• h. People in my organization do ng.t trust each other.

55. Unnecessary change is occurring within our company.

in-- nt is not succortino the chances coino on.

• @ The officers of my company are att aware of the problems at mp l evel .

E7 When I make suggestions for imorevement. I am ionored.

l s an 9000 up and down comunications throughout th

(. @ Ther

59. I w'as ngl given the training I need.- ' make the PPP work. -

60. I was agl giving training in how to 1'rective goals.

62. Managers did nat use last year's s' vc data to improve the anaration of the organization. -

[* h >I'am afraid ea-to voice an opinion thatlify'manewcaCoesn't

- want

66. I do nat understand how my base salary increase was determined.

WRITTEN COPf4ENTS:

POSITIVE:

People liked being judged on merit and the money.

NEGATIVE:

They didn't like the lack of fairness and favoritism of the allocations. They felt the goal quality was poor, too trivial, too easy to achieve, and too subjective. .

P

• Denotes items of high interest 20-Jul-1990 6

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PPP SURVEY RESULTS ITEM OS: IN QENERAL. I AN AFRAID TO VOICE AN OPINION THAT MY MANAGEMENT DOESN'T WANT TO HEAR OWEASIISTION Pueff VoGTLE / SONOPCO NAY 1990 JUNE 1909 la M NSM (af tt00f Af 5P0mst MSPomSE MANAGqR ((S ^ , IEthN.. 70 0 - D - @P'%k-#d' fl$NM M @ @h g i % S SL SLI M LY DI 'LAGREE I b/

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DISAWtEE 53% 71%

STRONGLY DI$AOREE 8% (POSITIVE)

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DISAGREE . 30% 51%

STRONOLY DI$AOREE 11% (POSITIVE)

NS EXEMPT $6TNBAL QASES18%p (QE6$ p:g UNMM4 3

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DISAGREE 27% 53%

STRONGLY DI$ AGREE 11% (POSITIVE)

NONEXEMPT 6 STRtBIOLY ' 4EE -uTrA Q > c R3%D . j@&6 l .

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DISAGREE 18% 39%

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DISAGREE 5% 37% .

STRONOLY DISAOREE 21% (POSITIVE)

TOTAL Mfft00ggLi' a,i i s%

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i STRONGLY DI$ AGREE 11% (POSITIVE) Q D) to (D

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i PPP SURVEY RESULTS ITEM Set IN GENERAL THERE IS GOOD UP ANO DOWN CODGEUNICATION THROUGHOUT THE COMPANY (LEAD /INVOLV)

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• PLANT V0GTLE / SONOPCO MAY 1990 JUNE 1989 f ( AllttMit #11 POW 11 tilPOR$t

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• I i SLIEMTLY DI) AGREE 24% 13%

DISAGREE 18% 88% 35% 78%

STRONGLY DISAGREE 47% (NEGATIVE) 30% (NEGATIVE)

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SLIEDfTLY DI'$ AGREE DISAOREE 27% 90% 30% 89%

STRONGLY DI5 AGREE 32% (NEGATIVE) 43% (NEGATIVE)

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PPP SURVEY RESULTS ITEM 54: IN QENERAL, PEOPLE IN NY ORGANIZATION TRUST EACH OTHER (RESULTS) 04samu altem

• PLANT V0GTLE / SONOPCO NAf 1990 iJUNE 1989 carssey mata a misnam

'"sno'u"r ' nasronse misronse me ists NANAGER ?STRONGLY:A4PEEI @ .. 10%

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DISAGREE 24% 41% 22% 43% *

STRONQLY DISAGREE 8% (NEGATIVE) 13% (NEGATIVE)

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21% 10%

DISAGREE 18% 59% 14% 54%

STRONGLY DISAGREE 22% (NEGATIVE) 23% (NEGATIVE)

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SLIGHTLY DISAGREE 17% 13%

DISAGREE 25% 60% (8% 51%

e . STRONGLY DISAGREE 187 (NEGATIVE) 2d5 (NEGATIVE) , .

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DISAGREE 37% 79% 20% 58%

STRONGLY DISAGREE 26% (NEGATIVE) 23% (NEGATIVE) i .. . . .

TOTAL :STRONOLY . AtytEE 4% .a ' Ai 7357fE@ @@i @

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STRONGLY DI$ AGREE 23% (NEGATIVE) 23% (NEGATIVE) O) to to (D

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