Average Personnel Reliability Program Manager Salary in Wilmington, NC: $86,000. Search and compare Personnel Reliability Program Manager Salary in Wilmington, NC by. Personnel Reliability Program. The Personnel Reliability Program (PRP) is a United States Department of Defense security, medical and psychological evaluation program, designed to permit only the. Implementation of a Personnel Reliability Program as a Facilitator of Biosafety and Biosecurity Culture in BSL-3 and BSL-4 Laboratories. Implementation of a Personnel Reliability Program as a Facilitator of Biosafety and Biosecurity Culture in BSL- 3 and BSL- 4 Laboratories. Corresponding author. Jacki J. Higgins, MFS, is the Certifying Official, Personnel Reliability Program, Infrastructure Operations; Patrick Weaver, PE, is Director of Infrastructure Operations; and J. Patrick Fitch, Ph. D, is the Director; all at the National Biodefense Analysis and Countermeasures Center, Fort Detrick, Maryland. Barbara Johnson, Ph. D, is the owner of Biosafety Biosecurity International, Herndon, Virginia. Marene Pearl, MSN, is a Nurse Practitioner, Corporate Occupational Health Solutions, Frederick, Maryland. Address correspondence to: Jacki J. Higgins, MFS, PRP Certifying Official/Independent Oversight Lead, BNBI/NBACC, 1. Thomas Johnson Drive, Frederick, MD 2. Air Force To Streamline Nuclear Personnel Reliability Efforts. E- mail: Email: ten. Received 2. 01. 3 Feb 6; Accepted 2. May 7. This article has been cited by other articles in PMC. Abstract. In late 2. National Biodefense Analysis and Countermeasures Center (NBACC) implemented a Personnel Reliability Program (PRP) with the goal of enabling active participation by its staff to drive and improve the biosafety and biosecurity culture at the organization. A philosophical keystone for accomplishment of NBACC's scientific mission is simultaneous excellence in operations and outreach. Its personnel reliability program builds on this approach to: (1) enable and support a culture of responsibility based on human performance principles, (2) maintain compliance with regulations, and (3) address the risk associated with the insider threat. Recently, the Code of Federal Regulations (CFR) governing use and possession of biological select agents and toxins (BSAT) was amended to require a pre- access suitability assessment and ongoing evaluation for staff accessing Tier 1 BSAT. These 2 new requirements are in addition to the already required Federal Bureau of Investigation (FBI) Security Risk Assessment (SRA). Two years prior to the release of these guidelines, NBACC developed its PRP to supplement the SRA requirement as a means to empower personnel and foster an operational environment where any and all work with BSAT is conducted in a safe, secure, and reliable manner. Biological agents with the potential to pose a severe threat to public health and safety have been designated as biological select agents and toxins (BSAT) by the US Department of Health and Human Services. Biocontainment facilities that plan to possess or work with BSAT are required to register with the Federal Select Agent Program (FSAP). In addition, the Code of Federal Regulations (CFR) requires that personnel with access to BSAT must successfully undergo a Security Risk Assessment (SRA) by the Federal Bureau of Investigation (FBI) and be approved by either the Centers for Disease Control and Prevention (CDC)2 Select Agent Program or the US Department of Agriculture (USDA) Animal and Plant Health Inspection Services (APHIS) Agricultural Select Agent Program (7 CFR 3. CFR 1. 21). 3 Recently, the CFRs governing use and possession of BSAT were amended to require a pre- access suitability assessment with ongoing evaluation for people accessing Tier 1 BSAT. Prior to these guidelines, the former legally required process focused largely on conducting background checks and assessing an individual's past activities. In 2. 01. 0, the National Biodefense Analysis and Countermeasures Center (NBACC) recognized the need to develop and implement a Personnel Reliability Program (PRP) in support of biosecurity to create an operational environment where work with BSAT would be conducted in a safe, secure, and reliable manner. In addition to being a risk- based assessment tool, the design of the NBACC PRP was driven by the goal of furthering leadership efforts to instill and promote an operating culture of reporting and learning that has been encouraged through the recognition of Human Performance Principles,4 a Lessons Learned Program,5 and institution- wide self- and independent- assessment procedures. It has been recognized that both reporting and learning promote a culture of responsibility,6 which in turn leads to a more reliable organization. To establish a screening and monitoring tool for reliability that emphasized staff empowerment, NBACC researched various models, guidance documents, and regulations in developing its PRP. Among those reviewed were the Army Regulation 5. Biological Surety,8 the Nuclear Regulatory Commission (NRC) Trustworthiness and Reliability Requirements (Order EA- 0. Order EA- 0. 7- 3. NRC Responsible Research,9 the National Science Advisory Board for Biosecurity (NSABB) Guidelines for Enhancing Personnel Reliability and Strengthening the Culture of Responsibility,6 and the National Institutes of Health (NIH) Behavioral Health Screening Program. The resulting PRP is one that: (1) serves as a tool for management to make risk- based assessment decisions to ensure that people with access to BSAT materials meet high standards of reliability; (2) maintains a safe and secure work environment for all employees; (3) fosters a culture in which staff members watch out for each other and take responsibility for their own performance and that of others; and (4) provides a safe reporting mechanism for staff to self- report and peer- report, relaying any concerns about other staff members. In addition, the NBACC PRP fulfills the FSAP requirement for a pre- access suitability assessment and an ongoing evaluation for people with access to Tier 1 BSAT. Premise of the Personnel Reliability Program. NBACC leadership began the process of developing a PRP based on a few principles that embodied their operating culture, such as realizing that people do make mistakes and that the organization can have a role in influencing if and when those mistakes are reported (ie, near misses and nonactionable situations that become learning events). The same can be observed with respect to how a positive environment can influence whether an individual will self- report personal matters that may interfere with concentration and focus thus impairing safe and secure work practices. This premise is vital in creating a responsible culture in which distinctions are made between honest mistakes and intentional deviations from acceptable practices and in which people are accepted based on their intentions and not on circumstances. Operating in a reporting and learning environment creates an “atmosphere of trust”8 by promoting the free flow of information, and this, in turn, influences self- reporting by staff. These cultural principles enable staff members to understand the difference between acceptable and unacceptable behaviors based on consistent and clear standards that are communicated by leadership and, in turn, administered by the PRP. Reviews were conducted of existing reliability programs to understand process as well as means and measures that would bolster the NBACC institutional priorities. It was determined that a PRP should enhance existing security measures to avert the insider threat; for a program to be successful, it should be embraced by the staff as such a tool. Staff should be able to use the program as they need, which inevitably leads to a culture of responsibility. Thus, a PRP cannot operate as a purely punitive program, and it should provide assurance that personnel will not be unduly penalized should they suffer illnesses or personal issues that occur because they are human. The program should enable personnel to become their own advocates and allow them to freely engage in conversation with PRP officials without fear of retribution or of being judged on their personal choices, as opposed to their reliability. Therefore, it provides for respect for individuality, while also ensuring that any perceived harmless behaviors are not actually menacing to safe and secure operations. For example, personnel should not be judged on day- to- day personality eccentricities, sexual orientation, hobbies, or otherwise innocuous personality traits, but rather on whether they can be blackmailed, coerced, or otherwise manipulated. Invoking such ideals establishes a nonpunitive environment for reporting. Maintaining these principles and practices ensures a holistic evaluation of the person, as well as a compassionate program in which any investigation or disciplinary action is conducted with respect, in a consistent, objective, and confidential manner that is transparent to the staff member. In addition, leadership embraced the importance of providing support mechanisms, including an occupational health professional and an employee assistance program (EAP), at no expense to the employee, as avenues for staff to proactively obtain help to deal with personal matters and concerns. The leadership wanted to send a clear message: “We put people and safety first. It's okay at NBACC to seek help, recognize a coworker needs intervention, or opt out of laboratory work for a period of time without significant impact to your position or job.” Leadership also wanted it recognized that if a staff member was certified in the PRP, that certification implied attributes of reliability, including. Integrity; Trustworthiness; Responsibility; Teamwork; Safe work practices; Secure work practices; Community; and. Respect. An individual's certification in the NBACC PRP establishes equal expectations by the organization that the individual and his or her peers are all held to the same high standards, and it is expected that co- workers look out for one another by monitoring the safe and secure work practices used by everyone. This responsibility holds the staff member accountable to the PRP for failure to report any observed safety and security concerns. Staff Roles and Responsibilities. Approximately 1. 00 workers at NBACC are certified in the PRP.
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