On my Anniversary I made my last blog entries and in the ensuing month have reflected on my blogs. It was a very busy time both at home and at work. K finished her last semester’s work and graduated. Both of the older kids were very busy with B going to France and being in the school play and H dancing 2 or 3 days a week. And as always there is Jack, he is growing so fast and is indeed a handful. He can actually make words and understands what we are saying most of the time. Simultaneously at work we were going through one of the “tough periods” in the process and were helping out on weekends at the plant, trying to get out of a refueling outage. Since then we put the fence in the back yard and are working on several other outdoor projects.
For blogging in general, many bloggers forget that their comments are in the public forum and are mainly available for public consumption. There are concerns in the business world that if a blogger makes some comment or confession, may have a negative effect on current or future employment. I have heard on more than one occasion, of a HR representative “googling” a potential employee, as a character reference. At the very least, some of these comments in professional, personal and military blogs, do tend to sound like whining.
On a personal level, I’m a busy guy with a wife and kids and work stuff, I really don’t have time to deal with negativity and need to efficiently use that time that I have to fulfill my commitments and to take care of myself. Additionally, I am working through “letting go” of the negativity that I picked up during my last assignment in the Navy. There were a lot of super positive things that I got out of that tour but there were a lot of negative as well, so many in fact that only a year into it, K indicated that I needed to transfer to the fleet reserve.
On a professional level, I feel lucky to have a job this year, in this economy, to be able to feed and house my family. As for the licensing method/process here at “the plant,” there are many layers resistance to change, for reasons that include self preservation, pride and self importance, in reality a lack of the teamwork that was stressed in the training environment in my last job. This leads to an environment in which much lip service is paid to the student feedback process but in reality is a colossal waste of energy and a great source of frustration and negativity. In evaluating the situation in the operations and training departments at “the plant” it appears that a professional blog that criticizes the license training method/process is a source of the very negativity that I am trying so hard to eliminate and just might not be a wise idea.
To that end, dear readers, I will limit my entries on “it’s your license to get” to answering specific questions about my nuclear activities and will endeavor to make some more meaningful entries on “thinking nuclear.”
Wednesday, May 27, 2009
Wednesday, April 15, 2009
bad things that I experienced on Philly
I wrote this post to put on bubbleheads blog but am posting it here to keep the clutter down over there.
I saw some bad things happen on the Philly, and not the operational or nuclear kind (RB was XO for a part of this). These were the kind of things that were personnel related that created an environment that led to failure. I will use my ENG as an example. He was so lazy that I could not get him to come to the engine room for records review, and when I had the RCA deliver the material history and data notebooks for their monthly review, we “operated” out of WRSR 1 for a week. He didn’t care, I mean really didn’t care, not one bit. He was more concerned with making plans for his post naval career and getting rack-time. The CO noted the missed review on a quarterly review/command monitor. This sounds like an issue to be taken care of behind the Wardroom door, but whatever action was taken, it failed. The eventual solution was for me to take the associated records and the RCA to WRSR 1 and physically block the ENG in until he had “reviewed” them. In this time period, the department Chief’s had several meetings with squadron (CMC) about issues in the department. Our squadron counterparts knew this was happening and we were told by them and by the CO that firing him (the ENG) was not an option because there were no replacements out there for him.
The command climate/philosophy issue was this: don’t do anything that might discredit the CO or get him undue attention from outside the command (good or bad).
OK, so here’s the disclaimer: I gathered this data from talking to men who had served with the CO in several commands and its all second hand. I hesitate to blog on it, as it may sound like a character assignation attempt, however; I’ve been retired long enough that the sting has almost left and I have forgiven him for the injuries (real and imagined) that he inflicted on me.
The story goes like this: the CO was the ENG on the Memphis when the microprocessors were installed. His following assignments at the squadron level and his XO tour had set him on the fast track to the “line locker.” He had initially negotiated orders to a boomer that was finishing an Availability with some “missile work.” The idea was that he was only going to sea for two patrol cycles after the yard and then off to NAVSEA. The PCO who was scheduled for Philly didn’t pass tactics in PCO school. Allegedly, he found out what a huge pain in the butt that a DDS boat is, both operationally and logistically and didn’t want the hassle. So, as he was already at the parent squadron, he got the Philly and just wanted to “get thru it.”
I saw some bad things happen on the Philly, and not the operational or nuclear kind (RB was XO for a part of this). These were the kind of things that were personnel related that created an environment that led to failure. I will use my ENG as an example. He was so lazy that I could not get him to come to the engine room for records review, and when I had the RCA deliver the material history and data notebooks for their monthly review, we “operated” out of WRSR 1 for a week. He didn’t care, I mean really didn’t care, not one bit. He was more concerned with making plans for his post naval career and getting rack-time. The CO noted the missed review on a quarterly review/command monitor. This sounds like an issue to be taken care of behind the Wardroom door, but whatever action was taken, it failed. The eventual solution was for me to take the associated records and the RCA to WRSR 1 and physically block the ENG in until he had “reviewed” them. In this time period, the department Chief’s had several meetings with squadron (CMC) about issues in the department. Our squadron counterparts knew this was happening and we were told by them and by the CO that firing him (the ENG) was not an option because there were no replacements out there for him.
The command climate/philosophy issue was this: don’t do anything that might discredit the CO or get him undue attention from outside the command (good or bad).
OK, so here’s the disclaimer: I gathered this data from talking to men who had served with the CO in several commands and its all second hand. I hesitate to blog on it, as it may sound like a character assignation attempt, however; I’ve been retired long enough that the sting has almost left and I have forgiven him for the injuries (real and imagined) that he inflicted on me.
The story goes like this: the CO was the ENG on the Memphis when the microprocessors were installed. His following assignments at the squadron level and his XO tour had set him on the fast track to the “line locker.” He had initially negotiated orders to a boomer that was finishing an Availability with some “missile work.” The idea was that he was only going to sea for two patrol cycles after the yard and then off to NAVSEA. The PCO who was scheduled for Philly didn’t pass tactics in PCO school. Allegedly, he found out what a huge pain in the butt that a DDS boat is, both operationally and logistically and didn’t want the hassle. So, as he was already at the parent squadron, he got the Philly and just wanted to “get thru it.”
Monday, March 23, 2009
Change is………good?
We had a meeting with the site VP, the superintendent of Operations, Operations training manager, Operations Manager and all of the instructors on Friday. It looked bad, like the class was going to be canceled or something similar and it was, in a way. The staffing at the other unit sucks, and this is causing the SRO’s at that unit to want off of shift even more and the lack of availability of positions is causing them the same SRO’s to leave. So, in an effort to stem this hemorage, our class was changed to Unit 2. This is a definite issue with some of us, so much in fact that we will most likely lose 2 candidates, one RO and one SRO. My initial reaction is that from a field operator or licensed RO point of view, Unit 2 sucks because of the layout of the plant, but that the newer control room components may be nicer in the long run. As an aside, Unit 1 was licensed and operating before TMI-2 and Unit 2 was re-modeled and licensed after. It makes a huge difference in layout, but not so much in system operations. More updates as they occur!!
Wednesday, March 18, 2009
Thursday, March 12, 2009
more cautious advice
Here is the last of the scoop that I'm sending to my young nuclear buddie (minus the summary), for your enjoyment!!
So what does it take to get into a SRO program at a commercial plant? Lets start off with what the actual regulations are here (http://www.nrc.gov/reading-rm/doc-collections/reg-guides/power-reactors/active/01-008/) and basically say that you need 2 years of experience in a “reactor operator” role. This is the reason for the interpretation of 2 years as an EWS, for non-RO navy guys. For my plant if you were in the navy at all and have a bachelors degree in an engineering field, you can get in. I will warn you that there are many companies (mine included) that will try to get a guy like you to start out in the non licensed role “to get some experience.” This is because, industry wide the work force is aging and they are desperate for all operators. This is how I ended up where I am, along with the fact that the SUBASE in Groton was on the BRAC list and none of the normal government contractors were hiring when I got out. I have a lot more experience in the plant and will have a much easier time in systems training than a SRO candidate off the street, but once you hire in, the company can decline to take your application for SRO until it is a their convenience (once again, my experience).
As for pay and overtime, I can only vouch for my plant which is unionized. The top step non licensed operator makes about 32$ an hour, RO’s make about 38$ an hour with a 5$ an hour bonus and standard rate (negotiable) for SRO’s is about 100K per year. We are currently working a 6 shift schedule with one week of afternoons, one week of midnights, one week of training days, and 2 weeks inplant daylights. Its not a bad schedule if you can handle the backshifts. The NLO’s and RO’s work some overtime, the “hogs” make a bundle (from 100K to 130K) but are always on site working overtime. They get time and a half for their “Saturdays” and doubletime for their “Sundays” so the overtime pay adds up quick. The SRO’s make overtime at a straight time rate, but at least get paid for it which is more than I can say for you guys. The company makes a 50% contributition to your 401K up to 3% (you put in 6% they put in 3%) and pays prorate for college courses, like for your masters degree. I can only assume that the other utilities are paying similarly, with area cost of living corrected.
So what does it take to get into a SRO program at a commercial plant? Lets start off with what the actual regulations are here (http://www.nrc.gov/reading-rm/doc-collections/reg-guides/power-reactors/active/01-008/) and basically say that you need 2 years of experience in a “reactor operator” role. This is the reason for the interpretation of 2 years as an EWS, for non-RO navy guys. For my plant if you were in the navy at all and have a bachelors degree in an engineering field, you can get in. I will warn you that there are many companies (mine included) that will try to get a guy like you to start out in the non licensed role “to get some experience.” This is because, industry wide the work force is aging and they are desperate for all operators. This is how I ended up where I am, along with the fact that the SUBASE in Groton was on the BRAC list and none of the normal government contractors were hiring when I got out. I have a lot more experience in the plant and will have a much easier time in systems training than a SRO candidate off the street, but once you hire in, the company can decline to take your application for SRO until it is a their convenience (once again, my experience).
As for pay and overtime, I can only vouch for my plant which is unionized. The top step non licensed operator makes about 32$ an hour, RO’s make about 38$ an hour with a 5$ an hour bonus and standard rate (negotiable) for SRO’s is about 100K per year. We are currently working a 6 shift schedule with one week of afternoons, one week of midnights, one week of training days, and 2 weeks inplant daylights. Its not a bad schedule if you can handle the backshifts. The NLO’s and RO’s work some overtime, the “hogs” make a bundle (from 100K to 130K) but are always on site working overtime. They get time and a half for their “Saturdays” and doubletime for their “Sundays” so the overtime pay adds up quick. The SRO’s make overtime at a straight time rate, but at least get paid for it which is more than I can say for you guys. The company makes a 50% contributition to your 401K up to 3% (you put in 6% they put in 3%) and pays prorate for college courses, like for your masters degree. I can only assume that the other utilities are paying similarly, with area cost of living corrected.
Cautious advice!?!
One of my readers sent me and email this week and asked me for some advice concerning his term in the Navy and transitioning to the commercial industry. I only had enough time to send him my thoughts on his Navy time but will generate something on the comercial industry later. Here it is for your enjoyment:
Man, do I wish that I had your options! I will give you the same advice that I gave to my last several guys in your position when I was on active duty. Keep in mind that the economy was in much better shape and that there were a lot of jobs out there. Hey, be a savvy nuke. The navy promised you a boatload of stuff to get you to enlist, make sure that you get it all before you let them off the hook. The GI bill, advanced qualification (EWS), and other cool stuff is what you can get if you have the perseverance to make the navy give them to you. It might not sound too sweet now but here is what I would do:
Firstly, adopt a pseudo-lifer attitude. Keep your nose clean, be on time, have a sat haircut, don’t smell like booze (all of the time). Tell your goat (EMC) that you want to qualify EWS and start showing up at training. Don’t really ask, just do it. If anyone gives you a hard time, ask the XO why it is so hard to just get ahead in the engineering department and schmooze up the EDMC. It may seem fake, but you will need to have some “political skills” when you get into the real world anyway. Consider it an exercise in character. You don’t have to like it just do it long enough to get thru your board. For an EM this qual is like gold in the commercial industry.
Second, start talking up p-type. Like when the EDMC or ENG or XO can hear you. Sound cautiously interested. If you demonstrate significant interest you will get “command attention.” Once you get the attention you want, get the command to do the bargaining for you. Just remember that no matter what the XO says, he really can’t get you orders. Once you get to prototype, there are several colleges that will cater to you taking on campus classes or doing distance learning. You NEED to finish your degree before you get into the crap in the commercial world. So go there and get it done. Don’t get distracted by those Charleston hotties or the babes in the spa at Ballston.
Thirdly, hold out talking about reenlisting until the very last. Make it a bargaining tool for yourself. Remember that the money isn’t worth it but, the other benefits and the money just may be. Bargain for all that you can get including quals as EWS as a second (my ET2 did it) or the best orders. And remember, that if things don’t go right or you get pissed, you never, NEVER have to reenlistment or sign the contract. Even on the day of your ceremony.
Man, do I wish that I had your options! I will give you the same advice that I gave to my last several guys in your position when I was on active duty. Keep in mind that the economy was in much better shape and that there were a lot of jobs out there. Hey, be a savvy nuke. The navy promised you a boatload of stuff to get you to enlist, make sure that you get it all before you let them off the hook. The GI bill, advanced qualification (EWS), and other cool stuff is what you can get if you have the perseverance to make the navy give them to you. It might not sound too sweet now but here is what I would do:
Firstly, adopt a pseudo-lifer attitude. Keep your nose clean, be on time, have a sat haircut, don’t smell like booze (all of the time). Tell your goat (EMC) that you want to qualify EWS and start showing up at training. Don’t really ask, just do it. If anyone gives you a hard time, ask the XO why it is so hard to just get ahead in the engineering department and schmooze up the EDMC. It may seem fake, but you will need to have some “political skills” when you get into the real world anyway. Consider it an exercise in character. You don’t have to like it just do it long enough to get thru your board. For an EM this qual is like gold in the commercial industry.
Second, start talking up p-type. Like when the EDMC or ENG or XO can hear you. Sound cautiously interested. If you demonstrate significant interest you will get “command attention.” Once you get the attention you want, get the command to do the bargaining for you. Just remember that no matter what the XO says, he really can’t get you orders. Once you get to prototype, there are several colleges that will cater to you taking on campus classes or doing distance learning. You NEED to finish your degree before you get into the crap in the commercial world. So go there and get it done. Don’t get distracted by those Charleston hotties or the babes in the spa at Ballston.
Thirdly, hold out talking about reenlisting until the very last. Make it a bargaining tool for yourself. Remember that the money isn’t worth it but, the other benefits and the money just may be. Bargain for all that you can get including quals as EWS as a second (my ET2 did it) or the best orders. And remember, that if things don’t go right or you get pissed, you never, NEVER have to reenlistment or sign the contract. Even on the day of your ceremony.
Monday, March 9, 2009
moving forward??
The questions in question were indeed the controller and fuel defect questions. By Friday we had convinced the staff that the controller question was OK, and when the “interim exam key” came out excepting both answers, the whole issue became mute.
There are several differences in the Navy and commercial schools of thought and one was illustrated by the exam. The commercial industry does not mathematically include the terms for reactivity addition and source neutrons in the reactor period equation. One of my esteemed classmates is in the process of getting his masters degree in nuclear engineering and is familiar with derivation of the period equation. He agrees that several of the misunderstandings that our other classmates had would have been avoided had these factors been included. The other part of this issue is that the commercial industry (at lease here) stresses reactor period vice SUR for their classroom instruction and testing. This leads to inaccuracies in conceptualization for questions like the effect of changing the average effective delayed neutron fraction over core life. Using the SUR equation, it is easy to see this effect, using reactor period is more difficult.
As for this particular exam, I did get a 98%. Please believe me when I say that I am not bragging. If you can pass NPS and get thru NPTU, you should be able to ace this exam. I have a particular problem of often answering overly simple questions completely wrong. I call this “head in ass syndrome” and did a great job overcoming it during this phase of training. I started with missing an average of 3 questions to this syndrome per exam to 1. This is not perfect but a marked improvement.
This morning we started the systems portion of the training process with some basic print reading and some test taking techniques. At the outset it would seem that these topics would have been more effective prior to the GFES exams but they are painfully in depth for our plant. Once again, if you have ever been at the schematic level in a tech manual, you can make this work. Right now I’m just trying to stay awake……
There are several differences in the Navy and commercial schools of thought and one was illustrated by the exam. The commercial industry does not mathematically include the terms for reactivity addition and source neutrons in the reactor period equation. One of my esteemed classmates is in the process of getting his masters degree in nuclear engineering and is familiar with derivation of the period equation. He agrees that several of the misunderstandings that our other classmates had would have been avoided had these factors been included. The other part of this issue is that the commercial industry (at lease here) stresses reactor period vice SUR for their classroom instruction and testing. This leads to inaccuracies in conceptualization for questions like the effect of changing the average effective delayed neutron fraction over core life. Using the SUR equation, it is easy to see this effect, using reactor period is more difficult.
As for this particular exam, I did get a 98%. Please believe me when I say that I am not bragging. If you can pass NPS and get thru NPTU, you should be able to ace this exam. I have a particular problem of often answering overly simple questions completely wrong. I call this “head in ass syndrome” and did a great job overcoming it during this phase of training. I started with missing an average of 3 questions to this syndrome per exam to 1. This is not perfect but a marked improvement.
This morning we started the systems portion of the training process with some basic print reading and some test taking techniques. At the outset it would seem that these topics would have been more effective prior to the GFES exams but they are painfully in depth for our plant. Once again, if you have ever been at the schematic level in a tech manual, you can make this work. Right now I’m just trying to stay awake……
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