Diablo Canyon Power Plant
Instructor Lesson Guide
Program: / General Employee Training
Course: / Fitness for Duty / Course No.: / GFFD150
Topic: / Fitness for Duty / Topic No.: / GFFD150
Lesson: / Fitness for Duty – Site Specific / Lesson No.: / GFFD150I/R
Approximate time for instruction: / 1 ½ Hr
Instructor Materials
- This lesson is taught as Web (Computer-) Based Training..
Student Materials
- Student handout.
Lesson References
- OM14.ID1 Fatigue Management Rule Program.
- SAPN50326927 (Task 24)
- NEI 03-04 (Rev 8), Guidelines for Plant Access Training
- 10 CFR 26, Fitness For Duty Subpart I Fatigue Management Rule
- OM14.ID3, Fitness for Duty Program
- This lesson is designed for web (computer) based training.
- The information in this lesson will be evaluated by the use of a test.
Author: / J. Ellsworth Weaver / Date: / 8/14/13
Reviewed By: / Larry Cossette / Date: / 8/15/13
Training Supervisor
Approved By: / Donald Townsend / Date: / 8/22/13
Line Manager / Rev. 3
Lesson: / Fitness For Duty – Site Specific / Lesson No.: / GFFD150I/R
Introduction
Lesson introduction
/ This lesson addresses fitness for duty as it applies to Diablo Canyon Power Plant (DCPP.) It includes the application of rules about drugs, alcohol and fatigue.Include the following in the introduction:
· Effectiveness measure – the students will know what being Fit for Duty is, what their rights and responsibilities are under 10CFR26, and comply with the rules and regulations governing all nuclear power plants in the US, especially DCPP as to Fitness for Duty.
· Passing on a Computer-Based Test is 80%
Site Specific Objectives
Terminal objective
/ There are no tasks directly addressed in this site specific lesson guide.Enabling objectives
/ The following objectives apply to the lesson.Site Specific Objectives
1 / Identify the meaning of the terms "Covered Worker" and "Covered Work".
2 / Identify the administrative work hour restrictions for non covered workers.
3 / State the definition for the following terms.
· Maintenance
· Acute Fatigue
· Break
· Call-in
· Evaluation period
· Shift Cycle
· Directing
· Incidental Duties
· Non Incidental Duties
4 / Identify the "basic" guidelines for work hour controls for Covered Personnel.
5 / Identify what is considered "work hours" under the regulations.
6 / State the "basic" guidelines for calculating work hours.
7 / Identify the responsibilities and guidelines for waivers of work hour restrictions for "Covered Workers".
8 / State the responsibilities for individuals, supervisors, and plant management under the fatigue management rules.
9 / Identify circumstance that would require a fatigue assessment to be performed.
10 / State your response if called out in an Emergency if you may be unfit for duty.
11 / List the drugs tested for at PG&E's Diablo Canyon.
Site Specific Objectives
Covered Work & Covered Workers
Objective 1
/ Identify the meaning of the terms "Covered Worker" and "Covered Work".Introduction
/ Throughout this course you will find many new terms and some tables that specifically identify work hour limits. You should know the basic work hour limits and realize that the new time accounting software will warn you and identify when you are approaching one of the various work hour restrictions.Need to Know: Covered Individual:
/ An individual subject to work hour controls defined in Federal Law. (10 CFR 26)A covered individual is any individual who is granted unescorted access to a nuclear power plant protected areas and performs covered work.
Need to know: What is Covered Work?
/ Basically you are performing COVERED WORK if you are performing duties as a/an· Operator
· Chem & RP tech
· Security
· Maintenance person on nuclear ("Maintenance Rule") systems
· On-site directing of operation or maintenance on systems significant to the public health and safety.
· Employees responding onsite to a declared emergency
Practice
/ AT DCPP how are we defining covered workers?A. All personnel who come on site
B. All personnel who perform "covered work"
C. Only Operations, C&RP, Maintenance & Security
D. Only direct PG&E employees
Admin Work Hour Restrictions
Objective 2
/ Identify the administrative work hour restrictions for non covered workers.Introduction
Why should I care?
/ Even if you've decided that you are a non-covered worker, these new regulations apply to you also. For example, if you are normally a non-covered worker and are moved to a position to do "Covered Work", then the plant must be able to look back at your documented time for the previous week to ensure we will not be violating any of the "Covered Work" rules by allowing you to perform work.If you have to enter your time into the WorkForce ™ time accounting program, you will be provided with additional Web-Based Training on how to use the program.
Need to Know: Administrative Time Restrictions for Non Covered Workers
/ PG&E expects that all employees come to work fit for duty; and to avoid fatigue in order to be able to safely perform their duties. All personnel with unescorted access at DCPP are subject to the requirements of 10CFR26.Working long hours even when performing non-covered work will lead to fatigue just like when performing "covered work". For this reason, personnel performing non-covered work should remain within the same time restrictions as personnel performing "covered work".
If you are approaching a fatigue work hour restriction, even though you are performing non-covered work, you should notify your supervisor.
Administrative Limits (for Non-Covered Workers)
· If you need to work more than 20 consecutive days you need pre-approval from a Vice President and will require two consecutive days off prior to returning to work
· Supervisors who need to work more than 13 consecutive days will require written pre-approval from a vice president or the station director.
Continued on Next Page
Admin Work Hour Restrictions, Continued
Nice to know: Turnover Time
/ · Normal turnover should not exceed 30 minutes· Turnover time shall not exceed 2 hours per shift. The normal turnover time is a "should" statement, there may be situations that require a longer turnover period due to plant evolutions taking place during turnover.
Practice
/ If you are approaching a fatigue work hour restriction, even though you are performing non-covered work, who should you notify?A. Your Supervisor
B. Only Managers
C. Only Directors
D. Director, Manager, or Shift Manager
Summary / Transition
/ Remember, even if you do not perform "covered work", you need to notify your supervisor if you are approaching any of the work hour restrictions required by the fatigue regulations. Time limits covered in the remainder of this lesson are requirements for covered workers. When the term “you” is used in a sentence we want you to put yourself in the situation of a covered worker. In reality, depending on your job, you may not be a covered worker.Definitions
Objective 3
/ State the definition for the following terms.· Maintenance
· Acute Fatigue
· Break
· Call-in
· Evaluation Period
· Shift Cycle
· Directing
· Incidental Duties
· Non Incidental Duties
Introduction
/ Every new regulation brings new terms or redefines old terms. If you are going to understand the requirements for work hour restrictions and the new fatigue rule we will have to review some of these terms.Need to know: Terminology
/ Maintenance:"Maintenance" is defined as maintenance activities, repair, modification, or calibration that are intrusive to plant Systems, Structures, or Components (SSCs) and where errors could produce consequences to risk-significant SSCs.
Acute Fatigue:
Fatigue from causes (e.g., restricted sleep, sustained wakefulness, task demands) occurring within the past 24 hours.
Break:
An interval of time that falls between successive work periods, during which the individual does not perform any duties for the DCPP other than one period of shift turnover.
Call-in:
Returning on-site due to a DCPP request when not normally scheduled for work.
Evaluation Period:
A series of consecutive work shifts and days off that is planned by the licensee to repeat regularly. An evaluation period cannot exceed six (6) weeks for the purposes of calculating average work hours.
Continued on Next Page
Definitions, Continued
Need to know Terminology (continued)
/ Shift Cycle:A series of consecutive work shifts and days off that is planned by the licensee to repeat regularly, thereby constituting a continuous shift schedule.
Directing:
The exercise of control over a work activity by a worker who is directly involved in the execution of the work activity, and “YOU” either:
· Make technical decisions for that activity without subsequent technical review
· Are ultimately responsible for the correct performance of that work activity
Incidental Duties:
Work activities occasionally performed off site, including telephone calls and work required by the supervisor to be completed off site, that are required by DCPP but do not exceed a total of 30 minutes in a single break period.
Non Incidental Duties:
Work activities performed off site that are required by the station and exceed a total 30 minutes in a single break period.
Practice
/ You are at home (not working) and you receive a phone call from the site that requires < 30 minutes to resolve. This would be considered a Non-Incidental Duty.1. True
2. False
A break would be considered any time period where you are not performing "covered work".
A. True
B. False
Summary / Transition
/ Now that we have a good handle on the new terms used by the rule we are ready to look at the work hour restrictions for work covered by the rule. Remember, these work hour restrictions for performing "covered work" will be more restrictive than our administrative time limit restrictions.Basic Guidelines for Covered Personnel
Objective 4
/ Identify the "basic" guidelines for work hour controls for Covered Personnel.Introduction
/ When reading this section of the lesson, be aware that no one expects you to memorize all the work hour restrictions for the various work groups and work evaluation periods. However, you should know the basic restrictions and pay particular attention to any of the evaluation periods that pertain to your job.Need to know: Basic Work Hour Restrictions for Covered Personnel:
/ The following work limits apply to covered individuals regardless of unit status:· 16 hours in any 24-hour period
· 26 hours in any 48-hour period
· 72 hours in any 7-day period
· The minimum break period will vary based upon the length of your shift & how many continuous days you have worked.
Nice to know: Evaluation Periods
/ An evaluation period shall not exceed 6 weeks for the purpose of calculating average work hours. (Refer to the procedure for more details on outages.)Some evaluation periods are defined in their respective labor agreements.
Continued on Next Page
Basic Guidelines for Covered Personnel, Continued
Nice to know: Evaluation Periods (Outage / Non)
/ For outage vs. non-outage (operational) evaluation periods see procedure OM14.ID1.Need to know: Evaluating Hours Worked
/ Plan your work balancing the time already worked against the time scheduled to work in the week. If you see you will exceed the time limit in the future, notify your supervisor immediately.Practice
/ Work restrictions for "covered work" are the same for both operational and outage conditions.A. True
B. False
Summary / Transition
/ It is your responsibility to check daily to ensure you will not be violating and work hour restrictions for both admin and covered work. If you do not have access to the computerized system, consult with your foreman or timekeeper.Work Hours
Objective 5
/ Identify what is considered "work hours" under the regulations.Introduction
/ The new regulations provide specific guidance on what is considered to be work hours for the purposes of "covered work". It is important to document actual hours worked correctly on your time card to ensure that you won't violate any of the rules.Need to know: Work Hours
/ Work Hours are defined as the amount of time an individual performs duties for DCPP. Sleeping is not allowed except on lunch breaks in designated areas only. The following guidance shall be used for documenting your work time:Items NOT considered work hours are:
· Performing work from home that takes less than 30 minutes.
· After hours study time during training weeks.
· Personal time in which an individual is on-site but is off duty.
· Paid hours during which the individual is not expected to perform work (e.g., vacation time, sick days, personal leave).
· Unscheduled work hours for the purpose of participating in an unannounced emergency preparedness exercises and drills
Special Situations:
· During declared emergencies as defined by the site emergency plan, work hour limitations need not be met.
· For the purposes of compliance with the average hours worked requirements, supervisors may exclude hours worked by security personnel during actual conduct of force on force tactical exercises evaluated by the NRC when calculating worker's number of days off.
Practice
/ For the purpose of the regulations is reporting to the site for a plant emergency considered to be work hours?A. Yes
B. No
Summary
/ In order not to violate work hour restrictions, it is important that you document your work hours correctly. One of the key pieces of information to do this is your knowing what counts as work hours and what doesn't. Once you have a basic grasp of these rules, you're ready to learn how to calculate your work hours. You may have a timekeeper who enters your time.Continued on next page
Calculating Work Hours
Objective 6