9/19/2016. Practices Aligning Palo Verde ECP and HR In Changing Times. Themes of Presentation

Transcription

1 Practices Aligning Palo Verde ECP and HR In Changing Times NAECP Fall 2016 Conference September 27-29, 2016 Annapolis, MD Tony Marco Director, PV HR Michael Shea Director, Safety Culture David DuBey Manager, PV HR Themes of Presentation Overview of Palo Verde nations largest power plant Palo Verde Leadership Model what binds us together Top 20 ECP & HR Practices how we partner together Strategies for Success sustain practices Questions and Discussion a time to talk 2 SAFELY and efficiently generate electricity for the long term 3 1

2 Palo Verde Participants 15.80% 10.20% 5.91% 5.70% 15.80% 17.49% 29.10% 4 Palo Verde Unique Aspects and Considerations Three large independent standardized CE System 80 units Economies of scale Common mode vulnerability Design has the highest number of components Two refueling outages per year Large site (approximately 4,150 acres) and large Security Owner Controlled Area (SOCA) Separate independent Water Reclamation Facility Onsite Security, Fire Protection, Fuel Core Design/Analyses and Fuel Procurement Departments 5 Other Facts The station has been the nation s largest power producer for 24 consecutive years, meeting the electrical needs of approximately 4 million people. Palo Verde produces 80% of Arizona's carbon free electricity. Palo Verde employs approximately 2600 employees. Reliable Performance Six breaker-to-breaker runs 6 2

3 2015 Nuclear Generation US Rankings World Rankings Gross Generation Capacity Rank Unit (million Factor MwH) 1 Palo Verde 1 12,233, Grand Gulf 1* 11,114, Millstone 3 11,112, Comanche Peak 1 11,095, Palo Verde 3 11,083, Nine Mile Point 2** 11,072, Palo Verde 2 10,991, Susquehanna 1** 10,908, McGuire 1 10,546, Diablo Canyon 2 10,183, Gross Generation Capacity Rank Unit (million Factor MwH) 1 Palo Verde 1 12,233, Grand Gulf 1* 11,114, Millstone 3 11,112, Comanche Peak 1 11,095, Palo Verde 3 11,083, Nine Mile Point 2** 11,072, Palo Verde 2 10,991, Susquehanna 1** 10,908, McGuire 1 10,546, Brokdorf* 10,345, Source: Nucleonics (Feb. 2016) *One month data missing. ** Net generation reported. 7 Net Generation Million Megawatt-hours Year 8 % employees Nuclear Industry Employment Distribution by Age 30% 25% 20% 15% 10% 5% Total Employment: , , , , , , ,400 0% Age Range Trend 2013 Trend 2015 Trend 9 Source: 2015 Gaps in the Energy Workforce Survey Results. Contractors and vendors not included. 9 3

4 10 Palo Verde Distribution by Age and YOS and under and over < 1 year 1 2 years 3 4 years 5 9 years years years years years 30+ > 11 Palo Verde Leadership Model What binds out team together 12 4

5 13 The Palo Verde Leadership Model 14 Leadership Model Philosophies Every employee is a leader, regardless of title or position Results count Values-driven organization Attitude is important Continuous learning organization Communicate, Communicate, Communicate History + New + Change = Palo Verde Way 15 5

6 Leadership Model Philosophies Knowledge is fundamental share it We are in the refueling outage business Cost effective does not necessarily mean cheap Working efficiently and event free Make conscious, informed decisions Excellence in Operational Focus Operations Leads the Station End of Licenses and Beyond 60 Our Leadership Model - Our future 16 Top 20 ECP & HR Practices How We Partner Together 17 1 People Health Committee 2 ECP Monthly and Quarterly Safety Culture Meetings 3 Key Performance Indicators VP Level Participation Alignment around HR Programs results Focus on Talent Management Succession Planning Performance Management Employee Issues Monthly meeting with ECP, HR and Legal Focus on program issues Anonymous Issues (CAP) Discuss critical issues Quarterly Safety Culture Meetings Follows NEI guidelines Development of culture challenges Measurement of safety culture indicators Employee turnover EEOC Charges Number of interactions Status of open issues Hiring results 18 6

7 4 Union Relations 5 Discipline Review Panel 6 Talent Acquisition Committee Sharing of grievance info Notification of contract preparation Review of contract results Notification of pending discipline Written Warning Decision Making Suspension Terminations Oversight of employee selection process Senior leadership review and approval of all job postings Review of selection choices Management of staffing levels Review of hiring results 19 7 Ethics 8 Integrated Issues Resolution Process (IIRP) 9 HR Touch Points Aligned with Corporate Ethics Group (reports to HR VP) Work in relationship with HR on ethics issues Condition Reporting (CR) Differing Professional Opinion (DPO) Employee Concern Program Mgmt Issue Tracking/Resolution (MITR) Used to manage significate HR issues Governed by organizational procedure Time bound for resolution Number of employee contacts within the HR department 1400 YTD Used to track and trend types of issues Metrics shared with ECP as part of monthly meeting ECP Legal Interface 11 Working Together 12 Demographic Impact Monthly review with Legal Counsel on open issues Review of critical cases with Executive VP Understanding issues managed by HR and those managed by ECP Over 1,400 new hires in the last 7 years Education and knowledge of ECP and HR Projected another ~ 400 additional retirement in the next 5 years 21 7

8 13 Employee Engagement Groups 14 New Hire Orientation 15 PV Leadership Academy Affinity groups focused on improving processes and results Employee led with leader guidance 40 hour orientation for all new employees ECP Supports HR during orientation with presentation and information Three (3) week training program for all new leaders ECP and HR teach several topics during academy Performance Objectives and Criteria (PO&C s) 17 Organizational Oversight 18 Delivering Nuclear Promise Industry criteria for HR Succession Planning Selection Workforce Planning Knowledge Mgmt Leadership Development PV Oversight Committee reports to the Board of Directors OSRC Palo Verde Approach Leverage of employee engagement groups Future challenges Anonymous Issues (CAP) 20 Contractor ECP Involvement Managed by both HR and ECP Align on how to address concern Anyone can issue an anonymous concern (employee or contractor) Primary contractor labor supplier has provided their own ECP coordinator on site. Weekly meetings with vendor ECP 24 8

9 Strategies for Success Sustainability 25 Success Strategies Institutionalize your processes Create guides or procedures to ensure sustainability Have objective evidence that your programs are working KPI s what are you measuring Benchmark others and choose a process that works for your organization Are you getting the results you are expecting 26 Questions and Discussion How do you manage resources? Can you explain your DRP process? Human Resources Employee Concerns 27 9

10 Thank you!! Tony Marco Michael Shea David DuBey 28 10