I would suggest that anyone looking into commercial nuke power look long and hard at the utility prior to committing and moving to that plant. Some of my friends in GA are no longer employed. So here's the condensed version.... If you do not maintain an 80% rolling average during your training... YOU WILL BE LET GO (and the precious Union won't help). Sorry if you bought a house, started your kids in school, used up your Navy move, etc, You WILL be looking for another source of income to live on!
Just a thought prior to agreeing to Southern Company. There are plenty of other utilities to look at first (Progress, FPL, Entergy, Excelon ...) Do your homework first.
Actually, "TheHiggs", I am fortunately still employed. However, a few of my friends in GA are not. Not even at an Aux op position or any other spot within that company. :(
I would suggest that anyone looking into commercial nuke power look long and hard at the utility prior to committing and moving to that plant. Some of my friends in GA are no longer employed. So here's the condensed version.... If you do not maintain an 80% rolling average during your training... YOU WILL BE LET GO (and the precious Union won't help). Sorry if you bought a house, started your kids in school, used up your Navy move, etc, You WILL be looking for another source of income to live on!
Just a thought prior to agreeing to Southern Company. There are plenty of other utilities to look at first (Progress, FPL, Entergy, Excelon ...) Do your homework first.
(http://thefunnybox.com/wp-content/images/Priceless8.jpg)
I would suggest that anyone looking into commercial nuke power look long and hard at the utility prior to committing and moving to that plant. Some of my friends there were "un-hired" during the training. Condensed version.... If you do not maintain an 80% rolling average during your training... YOU WILL BE LET GO (and the precious Union won't help). Sorry if you bought a house, started your kids in school, used up your Navy move, etc, You WILL be looking for another source of income to live on!
Just a thought prior to agreeing to Southern Company. There are plenty of other utilities to look at first (Progress, FPL, Entergy, Excelon ...) Do your homework first.
I would suggest that anyone looking into commercial nuke power look long and hard at the utility prior to committing and moving to that plant. Some of my friends in GA are no longer employed. So here's the condensed version.... If you do not maintain an 80% rolling average during your training... YOU WILL BE LET GO (and the precious Union won't help). Sorry if you bought a house, started your kids in school, used up your Navy move, etc, You WILL be looking for another source of income to live on!
Just a thought prior to agreeing to Southern Company. There are plenty of other utilities to look at first (Progress, FPL, Entergy, Excelon ...) Do your homework first.
If you do not maintain an 80% rolling average during your training... YOU WILL BE LET GO (and the precious Union won't help).
Actually, "TheHiggs", I am fortunately still employed. However, a few of my friends in GA are not. Not even at an Aux op position or any other spot within that company. :(
(I have a "friend" that got "laid off" for "medical reasons" arkansas.... lol)was it his "medicine" that got him laid off? was he out in californicate for a while? jist axing..... ;)
was it his "medicine" that got him laid off? was he out in californicate for a while? jist axing..... ;)
If what Jimbo says is true about being told the class was a "free look", very devious on management's part. And not right. Sure life's not fair, but being in that class was supposedly about learning, not so much about a grade it seems from the desccription. I focused on some stuff in a couple of my college classes that was more interesting to me even though I knew it probably would affect my grade negatively because I was there to learn first and get good grades 2nd (a close 2nd). And I'd do it the same way if I had it to do over again. Yeah I was paying to learn, not the other way around, but these people were given a line of BS. Seems like learning should come first in this case, grades 2nd. If people were screwing off in class, then ok, maybe some firings should have happened. Maybe mgment needed to get rid of some bodies and they figured it out right around week 5, or maybe they planned it all along. That exact thing happened where I work, but the two people fired deserved it, so it all worked out. And they got them with the same line at the start of the training (will not affect your job). But changed minds due to budget concerns it seemed. Step into my office because.....
Maybe the people that were fired were not well liked or not thought of as good future employees and this was just an excuse to get rid of them. Could be a good apple got thrown out with the bad apples because he/she met the same BS criteria to be fired to avoid a lawsuit. Exacerbated by realizing they already had enough apples anyway??....
Maybe the people that were fired were not well liked or not thought of as good future employees and this was just an excuse to get rid of them. Could be a good apple got thrown out with the bad apples because he/she met the same BS criteria to be fired to avoid a lawsuit. Exacerbated by realizing they already had enough apples anyway??....
haha no.... his "medicine" turned out to be a poor diagnosis from a ER doctor, but the underlying cause led him to get laid off 6 months later :p
On the other side, seemingly “simple” concepts as pronouns may throw a person with Asperger’s. A child learning to talk may refer to everyone using the same pronoun, or refer to themselves in third person.
http://www.psychologytoday.com/blog/aspergers-diary/200804/what-does-it-mean-have-asperger-syndrome (http://www.psychologytoday.com/blog/aspergers-diary/200804/what-does-it-mean-have-asperger-syndrome)
didn't sound like real lic. class to me. have you actually been reading the posts?
since it has nothing to do with whether these people were lied to or not, I will continue not to answer it.
It has EVERYTHING to do with it. Rule number 1 of actually HAVING or OBTAINING a License. You are ALWAYS on the bubble, everything you do, everything you say, everything you think regardless of when or where you think it is evaluated by someone.
If a person cannot pass a pre course they most likely do not belong in the program, at least at that time. It's up to the utility to decide to cut their losses or not.
We do not reward mediocrity.
so if in fact these people were lied too, you are saying that is ok?
so if in fact these people were lied too, you are saying that is ok?
I'm quite certain that any position at a nuclear plant that requires testing should weed out someone with Asperger's.
I'm not so sure they weren't lied to. I wouldn't want to be part of an organization that tries to trick it's emplolyees as regular practice. Many people always assume the worst about people on these forums when they post something bad that happened to them and automatically disrespect them. I don't like it. Lots of times they are whiners but people do get railroaded.
I'm quite certain that any position at a nuclear plant that requires testing should weed out someone with Asperger's.
I think people that weren't actually involved don't know what really happened.
I'd have to disagree with this as some with Aspergers do well at test taking, not all but some. I don't know that we'd need to "weed out" anyone with Aspergers. We'd probably be surprised (maybe not) at the actual numbers in the plants, though I think they're higher in the engineering department due to characteristics of the syndrome.
Great posts Mike and Derek. Everyone wanting to start license class should take heed.True or not, I know about 7 or 8 other guys who heard the same thing (our class was split between plant and CR at the time).
Derek I do not believe that item about HR is true at all.
Here's the scenario: We were in EOPs or IPO. One of our guys had failed the most recent exam and had been struggling some in the simulator. He was one of four guys that had not attended mini-systems or had on-shift time with the AUOs like the rest of us (a different story). In start-up cert training one of the four failed an exam and was rolled back two classes so he could repeat systems and do his AUO time. Another guy was struggling academically and had some issues at home. They heard from OPs Mgmt that they were being rolled back to the class that was just starting systems. They both moved into the new classroom. A week or two goes by and lo and behold at the official TRB, plant management put the kibosh on the rollbacks and sent them back to our class. About this same time, three guys from the class ahead of us who had failed their NRC exam rolled into our class. Confused yet?
So one day the OPs Training Manager, our ILT lead instructor, and a senior SM assigned to training sat us all down and explained what had happened. During this brief, they basically told us that despite what had happened in the past, there was no guarantee of employment if you did not license. They also said, like I previously posted, that HR (pretty sure it was Corporate HR) challenged them to justify keeping guys when they hired us assuming a 70% success rate and our manning plan didn't have positions for these guys to fill.
Summary:
Dropout #1 (no mini-systems): Assigned two classes behind us.
Dropout #2 (no mini-systems): Rolled back just before the audit to the class behind us.
Dropout #3 (poor grades/family issues): Removed from class, in PERgatory (works for OPs Support, no decision on his future)
Dropout #4 (pulled out just before Audit, previous SRO): Issued 90 day letter.
Dropout #5 (Rolled in from the class ahead us, failed our Audit hard, previously qualified RO on a BWR): Hired as a Work Week Manager at our plant.
Dropout #6 (in class the whole time): Rolled back to the class behind us.
Pending any more questions or challenges, end of brief.
We had 3 test left including the comp test to bring our average to a 85 from a 80. With 7 test factored in it was impossible.
I think people that weren't actually involved don't know what really happened.
So you were responsible for the numbers of NAUOs we have that is a key driver of many of our challenges with RO upgrades and minimal staffing on shift to support work? We had a saying for this kind of help in the Navy, maybe you remember it : Thanks Shipmate! :-* ;D
The point is I know what the 70% number was based on as I helped with the manning plans for both sites. It was not a number above which a cut was made and HR never supported that.