The Operations Excellence Council provides a senior management forum focused on delivering leading-edge science and developing a strong commitment to, and culture around, research and operational excellence throughout the laboratory. The council supports timely, transparent and effective decision-making on operational programs. It communicates customer feedback, needs and priorities and reviews lab performance targets and metrics.
Introduction
Kim Sawyer (OTD) introduced Argonne’s new Chief Financial Officer/Senior Director, Tim Knewitz. Knewitz’s top priority is the Financial Management “Get to Green” program. Effective Monday, April 15, OCF became known as Financial Management and Procurement Services (FMP).
Safety share
Sawyer mentioned the horrific Notre Dame Cathedral fire. Fortunately, no one was hurt but events like this make you think what would you do if a fire broke out? Are you aware of the exits? Maria Curry-Nkansah (PSE) discussed a safety training she took at BP that involved a realistic exercise to simulate exposure to smoke hazards.
Hazardous risk registry
John Connolly (AES) mentioned that a 5-meter-long extension to the 6-ID-D experimental station is scheduled to begin on May 6, 2019. A new contractor at the Advanced Photon Source (APS), RDI Group, will perform the work.
This project is identified as high-risk work due to three factors:
- Conventional construction on the experimental hall floor requires electrical, HVAC, water, cabling and other utility work.
- This type of work is done infrequently on the experimental hall floor (experimental station construction).
- The work involves both shielding and personnel safety system validations, both of which are credited controls in the APS safety assessment document.
An updated corporate safety plan and job safety analysis is expected from RDI Group next week for APS review. The start date of May 6 is pending approval of the safety documentation and Procurement’s Notice to Proceed. Pre-job briefs will be logged for the work as well as a high-risk work review process the APS employs. Andy Stevens will provide construction safety oversight. Similar experimental station construction is increasing at the APS, with the construction of a number of hutches at Sector 28 and in the future at Sector 25.
Impact Argonne
Julie Nuter (HRS) shared an update on the Impact Argonne talent pillar. The “world-class community of talent” pillar has two main goals: 1) enable the development and growth of a talented and diverse workforce and, 2) sustain a community that is safe, welcoming and inclusive.
Updates include:
- Jill Wachholz has helped assess learning needs so we continue momentum during the Leadership Institute (LI) transition.
- New division director mentoring roundtable.
- Isaias Zamarripa helped deliver the National Lab Director Annual Diversity and Inclusion (D&I) workshop – the largest workshop the complex has had.
- Distributed climate survey results to directorates to inform respective action plans.
- Human Resource Services (HRS) developed a template to capture D&I activities and piloted it for development of the annual DOE D&I Plan. Will look to use for quarterly check-ins this year.
- Updated the lab director’s D&I Advisory Council charter.
- Leveraged the climate survey results to expand employee concern resources so that the lab could provide more avenues for employees to have their voice heard. The Office of the Director created the Ombuds office, with Brad Ginn serving as ombuds. HRS added an Employee Relations resource, Mark Rentz.
Future initiatives include:
- After completing the LI director search, hire L&OD lead/manager and staff
- Launch individual development plans and complete a refresh of succession plans for key personnel and key roles
- Hold quarterly Lab Director D&I Advisory Council meetings and continue to hold quarterly ERG roundtables
- Education and training about employee concerns resources
- Reward the exceptional diverse contributions of employees, including a review of the bonus program
- Enhance attraction and retention strategies that take a holistic view on compensation, benefits, wellness, work-life and learning and development. Results from the Total Rewards Survey to be shared in early May.
Another future effort is a semiannual pulse survey that will have similar reporting format to the climate survey so directorates can keep a finger on the pulse. Planning is needed before rollout and will need to take into consideration potential survey fatigue and correlation issues. Other options may be available to quickly assess with 1-2 question polls. There was general discussion to make sure the pulse survey is based on sound statistical analysis.
Potential future meeting topics:
- Total Rewards survey
- SAFE program update
- Refresh on updates to performance appraisal process
- Individual development plans
- Financial Management “Get to Green” program update
- Honorarium process update
- Cell phone stipend program renewal