What are the LLNS LLC expectations of managers actually selected for superintendent or above positions?
Tri-Valley Cares needs to be on this if they aren't already. We need to make sure that NNSA and LLNL does not make good on promises to pursue such stupid ideas as doing Plutonium experiments on NIF. The stupidity arises from the fact that a huge population is placed at risk in the short and long term. Why do this kind of experiment in a heavily populated area? Only a moron would push that kind of imbecile area. Do it somewhere else in the god forsaken hills of Los Alamos. Why should the communities in the Bay Area be subjected to such increased risk just because the lab's NIF has failed twice and is trying the Hail Mary pass of doing an SNM experiment just to justify their existence? Those Laser EoS techniques and the people analyzing the raw data are all just BAD anyways. You know what comes next after they do the experiment. They'll figure out that they need larger samples. More risk for the local population. Stop this imbecilic pursuit. They wan...
Comments
(NOT the guy mentioned from 2019) that had his subordinate techs work on his personal hot rod parts and charge lab time for the labor in B341. Was the supervisor fired? No. Was he demoted? No. He was just transferred to Site 300 in a non-supervisory role. That’s how it goes once you’re in the club at LLNL.
you certainly have much greater input to your daily decisions from those above you, upper management, Staff Staff Relations, LLC interests, etc., no brainer there.
However, if that division level person after the “interview process”, was teleported to the position, with few credentials or Lab accomplishments, watch out.
They may only have one directive, to keep their non-technical butt, in the good graces with the higher ups, at the expense of their subordinates. This can be problematic, and create an uncaring work environment and sad endings for worker bees.
What makes the situation worse, is lab employee treatment is not in the public domain like a major lab accident. For example, when the WIPP accident occurred, LANS couldn’t keep a lid on it. No pun intended. Once made public, and the NNSA determined the WIPP accident was preventable, LANS took a major ~90% annual award fee cut, and eventually lost the contract to manage LANL.
Not the case with lab employee treatment that can lead to material stress or worse. Why? Because if something bad happens to an employee that was likely preventable, it isn’t openly discussed under the guise of HR employee privacy. When in reality, it’s a CYA tool for those responsible. So unlike the circumstances that ultimately led up to the preventable WIPP accident, you won’t learn about what happened days or months leading up (precursors) to an employee that has a heart attack or leaves this Earth before their time. This is worth discussing, because if nothing is done, it may repeat, just like any preventable accident that doesn’t subsequently have a thorough review and “lessons learned”.
Things sure must have changed in MFD, MMED or whatever they go by now.
worker to superintendent and above at LLNL.
For example N.C. Had a supervisor who previously ran the screw machine shop at Caterpillar in San leandro, taught at the local college… and still had to do his time before just becoming a supervisor… so yea the whole “goals” thing is bull
Talk about a Prokotch style deflection