4.0 Summary of Major DCISC Review Topics, 16th Annual Report - July 1, 2005 thru June 30, 2006
4.22 Training and Development Programs
4.22.1 Overview and Previous Activities
This section of the Annual Report has been renamed by DCISC as “Training and Development Programs” from “Learning and Development Programs”. The focus is on formal environments created to transfer specific knowledge and skills to individuals within the organization for their individual development. Organizational Development is included in Section 4.14 “Organizational Effectiveness and Development”.
The DCISC reviewed the following training items during the previous (2004-2005) reporting period:
- Supervisory Effectiveness Training
- STARS Executive Leadership Academy
- Leading for Excellence
- Update on Coaching Center for Excellence (COE)
- Management Observations Program (MOP) – Line Management Ownership
- DCPP Training and Qualifications Audit
In the previous period DCISC concluded that DCPP was making a concerted effort on leading for success as evidenced by actions from the most senior leaders (who use 360º personnel assessments and individual development plans) to the first-line supervisory level, using a 3-Year Supervisory Improvement Program as well as utilizing the successful Strategic Teaming and Resource Sharing (STARS) Executive Leadership Academy. The Academy will continue for a second year with a new group of participants. DCPP is putting considerable effort and time into individual development, organizational development, mastering and managing change, and enhancing overall organizational performance through people.
4.22.2 Current Period Activities
During the current period (2005-2006) the DCISC reviewed the following Learning and Development subject:
Observe Operator Training on Plant Simulator
The DCISC met with David Burns and John Becerra of Operator Training to observe licensed nuclear operator training on the plant simulator at a Fact-finding Meeting on September 21, 2005 (Volume II, Exhibit D.3, Section 3.10).
The following performance competencies were being measured:
- Communications
- Diagnostics/Understanding System Response
- Team Skills
- Use of Procedures/Technical Specifications
- Leadership/Command & Control
- Control Board Operations
The scenario chosen was a full load rejection from 75 full power. The operations crew was expected to select the proper procedure and accomplish the following steps:
- Select and enter Procedure OP AP-2, beginning reactor power reduction
- Hold at 20 to 30 power by taking the Control Rods to manual
- Hold and consult Management as to whether power is returned or the unit is shutdown. (In this case the unit is to continue to shutdown, and during this hold the trainers take the crew through a discussion of the Surry reactivity event - see below).
- OP AP-2 is continued and exits to OP L-5
- Shutdown continues and terminates when Control Rods are fully inserted.
The operations crew returned to the classroom to review a Surry Nuclear Station event in which operators inappropriately decided to withdraw Control Rods in a situation of uncertainty to verify reactor criticality and return to the power range.
The DCISC Fact-finding Team believed the DCPP operations crew performed well during the simulator exercise. The crew used the correct procedures to effectively bring the reactor to a safe shutdown condition. Good communications, including three-way communication, were apparent. There was a good self-critique at the conclusion of the exercise.
The performance of a DCPP operating crew handling a plant transient on the plant simulator during a training exercise appeared satisfactory. Training personnel appeared knowledgeable, and the plant simulator operated smoothly with no problems.
4.22.3 Conclusions and Recommendations
- Conclusion:
- The performance of a DCPP operating crew handling a plant transient on the plant simulator during a training exercise appeared satisfactory. Training personnel appeared knowledgeable, and the plant simulator operated smoothly with no problems.
- Recommendations:
- None