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Title: Sandia Employee Recreational Program.


Abstract not provided.

Publication Date:
Research Org.:
Sandia National Lab. (SNL-NM), Albuquerque, NM (United States)
Sponsoring Org.:
USDOE National Nuclear Security Administration (NNSA)
OSTI Identifier:
Report Number(s):
DOE Contract Number:
Resource Type:
Resource Relation:
Conference: Proposed for presentation at the SERP Vendor Presentation held February 17, 2017 in Albuquerque, NM.
Country of Publication:
United States

Citation Formats

Lovato, Callie D., and Holland, Renee L. Sandia Employee Recreational Program.. United States: N. p., 2017. Web.
Lovato, Callie D., & Holland, Renee L. Sandia Employee Recreational Program.. United States.
Lovato, Callie D., and Holland, Renee L. Wed . "Sandia Employee Recreational Program.". United States. doi:.
title = {Sandia Employee Recreational Program.},
author = {Lovato, Callie D. and Holland, Renee L.},
abstractNote = {Abstract not provided.},
doi = {},
journal = {},
number = ,
volume = ,
place = {United States},
year = {Wed Mar 01 00:00:00 EST 2017},
month = {Wed Mar 01 00:00:00 EST 2017}

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  • The Area Safety Representative (ASR) Team is an employee based safety committee that was originated in the latter part of 1994. It was introduced by the Operations and Engineering Center ES&H Coordinator who had heard about an employee based safety program implemented at the EG&G Corporation. This information was the first step in creating Sandia`s Maintenance `Area Safety Representative` (ASR) Program. An advertisement went out from the ES&H Coordinator to all the Maintenance Organizations asking for individuals who would be interested in performing as a volunteer safety representative for their section. The interest was moderate but effective. The committee consistedmore » of one volunteer from each of the working sections within the Maintenance Organization, e.e., HVAC Mechanics, Electricians, Millwrights, Plumbers, Sheetmetal Workers, High-Voltage Technicians, a Union Representative, and representatives from the Operations Group that manage sub-contracted personnel. During the past year, organizational changes have brought about the addition of representatives to include the Planners and the Custodians. The original committee members were enrolled in a 30-hour OSHA Voluntary Compliance Outreach Course. This information provided the members with a broad overview of the Safety Guidelines set forth by OSHA for themselves and their coworkers. It is to be noted that this is an employee based safety team. There are no supervisors or managers on the committee but their attendance is always welcomed at the ASR meetings.« less
  • No abstract prepared.
  • The Oak Ridge National Laboratory has been actively engaged in a coal-conversion technology program since 1974. Since that time the industrial hygiene group has closely monitored the several different phases of this bench-scale and pilot-plant-scale program. During late 1979 and early 1980, industrial hygiene monitoring was increased significantly, both in terms of sampling frequency and number of workroom air contaminants sampled for. Many special samples and samples for contaminants not normally expected have been collected. The sampling methods and analytical techniques used are described in detail, as well as results of area and personal air sampling. Routine control measures employedmore » in various coal-conversion facilities at ORNL are also discussed. 6 tables.« less
  • In January 1990, Westinghouse Hanford Company implemented an interactive videodisc training program entitled Hanford General Employee Training. Covering all Institute of Nuclear Power Operations general employee training objectives, training mandated by US Department of Energy orders, and training prescribed by internal Westinghouse Hanford Company policies, Hanford General Employee Training presents and manages engaging training programs individually tailored to each of the 9,000 employees. Development costs for a sophisticated program such as Hanford General Employee Training were high compared to similar costs for developing equivalent'' traditional training. Hardware ($500,000) and labor costs ($400,000) totaled $900,000. Annual maintenance costs, equipment plus labor,more » are totalling about $200,000. On the benefit side, by consolidating some 17 previous Westinghouse Hanford Company courses and more effectively managing the instructional process, Hanford General Employee Training reduced the average student training time from over 11 hours to just under 4 hours. For 9,000 employees, the computed net annual savings exceeds $1.3 million. 2 refs.« less