|
|
Nuclear Safety Cultureã
Model
(Five Dimensions with Abridged Attributes)
VALUES & PRIORITIES - widely held core beliefs, attitudes and
institutions; e.g., Nuclear safety the first and over-riding priority, continuous
improvement through pro-active self-assessment, etc.BEHAVIORS
– aggregate of commonly desired actions, reactions and interactions; e.g.,
Self-critical and questioning attitudes, conservative and well balanced decision-making,
etc.
PRACTICES & PERFORMANCE - established methods of doing
business; e.g., Effective alignment and allocation of resources in proportion to
significance and needs; effective work processes and programmatic elements including the
corrective action program, self-assessment, work control, operating experience,
incorporation of industry best-practices, safety analysis and review, configuration
control; operations, maintenance and modifications in accordance with licensing and design
bases, etc.
WILLINGNESS TO PURSUE NUCLEAR SAFETY CONCERNS- the overall
climate and effectiveness in addressing potential nuclear safety concerns; e.g., Absence
of barriers that impact the ability to identify and pursue resolution, strong management
and supervisory support, sensitivity and responsiveness, etc.
EMPLOYEE CONCERNS PROCESS - employee confidence in
alternative avenues for concerns resolution; e.g., Visibility and cultural acceptance,
user-friendly, track record of responsiveness and effective solutions, etc.
|
General Culture & Work
Environmentã Model
(Four Dimensions with Abridged Attributes)
VALUES & PRIORITIES - widely held core beliefs, attitudes and
institutions; e.g., Attention to details, strive to improve performance, focus on meeting
general business objectives, promoting workforce involvement, etc.BEHAVIORS - aggregate of commonly desired actions, reactions and interactions; e.g.,
Teamwork, communications and feedback, professionalism, etc.
PRACTICES & PERFORMANCE - established methods of doing
business; e.g., Management of priorities and resource allocation; work management and
control; technical training, investment to develop enhanced capabilities and tools, etc.
WORK ENVIRONMENT - the overall climate within the
workplace; e.g., General supervisory-employee relations; safe physical environment,
overall job satisfaction and morale, etc.
|
Leadership, Management
& Supervisionã Model
(Three Dimensions with Abridged Attributes)
LEADERSHIP PERFORMANCE - establishing direction, aligning people and
resources, motivating and inspiring; e.g., Establishing, communicating and reinforcing
Vision, standards and expectations and priorities; walking-the-talk, etc.BUSINESS
MANAGEMENT PERFORMANCE - aggregate of activities focused on orderly and
efficient management of the business; e.g., Planning, managing change, budgeting,
staffing, control and problem-solving, etc.
PERSONNEL MANAGEMENT & DEVELOPMENT PERFORMANCE - establishing
the environment and incorporating appropriate developmental methods to attract, retain and
develop human resources that are motivated and capable; e.g., Establishing an environment
of mutual respect and trust; coaching and mentoring; empowerment; personnel performance
management, etc.
|
|
