1. Lee Cox, Chief Safety Culture Presentation August 2012
Am I the only selfish person here? When it comes to new initiatives or rebranding an old idea, the first questions I ask is what’s in it for me? It’s real easy to get buy-in from me, if there are advantages and benefits including resources, efficiencies and effectiveness. Are you the same way? Come on-----
Can anyone here say that they are against improving the radiation safety culture in your state? I did’nt think so. I am going to attempt to show you how N.C. has implemented and leveraged the new Safety Culture Policy Statement to not only improve the safety culture of our regulated community, but also improve our agency. My intent is to give you some ideas to take back which will translate into some positive outcomes for your programs by fully engaging the Safety Culture Policy Statement.
Lee Cox, Chief
Safety Culture Presentation
August 2012

2. OVERVIEW OF PRIORITIES
Ensuring a Robust Internal Safety Culture
Relaying Safety Culture Expectations
to the Regulated Community

3. INTERNAL SAFETY CULTURE
Ensuring a Robust Internal Safety Culture
Funding
Reorganization/Mission
Security/ IT Initiatives
Education
With the development of the new Safety Culture Policy Statement, we wanted to make sure we had looked internally with regard to safety culture so that our house was in order. In doing so, we found areas of opportunity to leverage safety culture for the benefit of the agency while improving the culture. We wanted to revisit all of our processes and make sure that the solid safety culture foundation that we had built over the last 40 years was not only current and robust, but also enhanced. I am sure that in hind site Penn State wishes they had been continually revisiting their internal cultures and policies.
We evaluated funding, organization, mission, security, IT environment and education.

4. FUNDING Self-Supporting Legislation Demands Recoup Costs
Replace Tax Dollars w/ Fees & Grants
Legislation Sets Aside Non-Reverting Fund for Emergency Response
Let’s start with funding. Funding plays an obvious important role. Without proper, reliable and dedicated funding it would be difficult to have the adequate resources to implement a strong safety culture. We were fortunate that the economic downturn was conducive for the legislature to want to replace tax dollars with fees. The law now requires that the Section be self-supporting by recouping all costs of implementing the program through fees. They also allowed us to keep our non-reverting fund which is made up of unencumbered receipts at the end of the year.

5. REORGANIZATION
Manage All Radiation Programs from a Single Platform-Safety Culture
Bottom-Up Organization w/ Strong Safety Leadership/Hiring/Retention
Regionalization of Staff for Effective Education and Response
Once the funding was secured, the new safety culture policy statement provided an opportunity to bring all of our regulated programs under a single purpose. Prior to this change all of the programs RAM, X-Ray and Tanning operated in silos. Each program with their own separate compliance issues and expectations. The common traits found in the safety culture policy statement provide continuity of expectations across all of our regulatory programs now.
We then looked at our organization. We reduced the number of managers, increased our span of control and made all individuals responsible for managing and implementing all aspects of their business focused on a safety first attitude. We also revised our primary mission statement to highlight the promise of a “Preeminent Radiation Safety Culture.
We even thought it was time to revisit hiring practices….how we attract motivated safety culture minded folks by asking different interview questions; how we attract highly desirable candidates with obviously lower salaries; how do we retain those personnel. We learned that retention is not necessarily tied to salaries but with soft benefits such as Flexibility, homebasing, teleworking, mobility, reduced commuting, latest technology tools, sense of community.
Part of the equation was regionalization of staff which allowed for better regulated community relationships for more effective education of the community while reducing response times to radiological incidents. All very crucial in fostering a strong safety culture.

6. SECURITY / IT INITIATIVES
Upgrade Building Security
Cloud Computing
Better Security
Replacement of Database with LTS
Tracking of More Data Points
Better Reporting
Tied into a National System
Next came the security component. We added better cameras and totally restricted access to our building without escort. The only access is now through a secured elevator or stairwell. We migrated all IT systems to cloud computing. This allowed us to do more with less while eliminating all security concerns. Now if I lose or have my computer stolen it has no information housed on it. All databases, software and documents are stored in our virtual environment. The computer or tablet is just a gateway to the cloud.
Also, as most of you know, we have been heavily involved in transitioning our outdated failing Access database to the NRC License Tracking System. We are now creating all new licensing actions in this database. The capabilities of capturing and tracking authorized users, medical physicists, all isotopes, and all use locations only enhances the safety culture of the regulated community and programs by better reporting capabilities through increased data points. This national system will also enhance the safety culture posturing throughout the nation.

7. EDUCATE
Next we needed to educate staff and get their buy-in on the new safety culture policy statement. We did this by having all of our regulated programs involved in redesigning the NRC Safety Culture Policy Statement. It is specific to N.C. and specific to all of our radiation community and regulatory programs. I have a copy for everyone to take with you. 7

8. BENEFIT SUMMARY Increased/Dedicated Funding
Single Safety Culture Focus
Attract and Retain Superior Staff
More Secure/Enhanced IT Program
Education Opportunities
Improved Radiation Safety Culture
Throughout N.C.
So let’s look at what selfish Lee got in implementing this policy?

9. RELAYING THE MESSAGE Education Entrance and Exit Meetings
Conferences, Meetings, Emergency Drills
Licensing Documents
Measuring for Success
Now that I got what I needed it was time to relay that same safety culture message to the regulated community. It was time for them to also have the same opportunity to realize the same benefits.
So we educated through our pamphlet. We talked to leadership and staff during regulatory inspections and during required entrance and exit meetings. We would give presentations and talks at Health Physics Conferences, OAS meetings such as this one, Radiation Protection Commission Meetings, and NRC Briefings. We have also ensured the safety culture policy traits dictate how decisions are made during Nuclear Plant Emergency Drills.
All licensing letters now include the statement. ….
“Please note, that the North Carolina Radiation Protection Section (RPS) in step with the US Nuclear Regulatory Commission
has recently adopted a new Safety Culture Policy Statement. While a policy statement and not a regulation, it sets forth the
agency's expectations for individuals and organizations to establish and maintain a positive safety culture. You can access the
policy statement and supporting material that may benefit your organization on the RPS website (
and at . We strongly
encourage you to review this material and adapt it to your particular needs in order to develop and maintain a positive safety
culture as you engage in RPS regulated activities.”
Lastly, you will probably here from Josie about measuring for success. I for one love metrics, because without it I do not have a story to tell. Without it I can’t tell if we have been successful or if we need to tweak the implementation. I also cannot obtain more resources if needed. We are already measuring our success through root cause analysis, reviewing enforcement actions and event reporting, being mindful of licensees’ change of attitudes, actions and increased reporting and communications. We also think that our success or failure will be evident in future IMPEPs. Thank you very much