MODULE “PROJECT MANAGEMENT AND CONTROL” STAFFING AND TRAINING SAFE DECOMMISSIONING OF NUCLEAR...
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Transcript of MODULE “PROJECT MANAGEMENT AND CONTROL” STAFFING AND TRAINING SAFE DECOMMISSIONING OF NUCLEAR...
MODULE “PROJECT MANAGEMENTAND CONTROL”
STAFFING AND TRAINING
SAFE DECOMMISSIONING OF NUCLEAR POWER PLANTS
Project BG/04/B/F/PP-166005, Programme “Leonardo da Vinci”
Project BG/04/B/F/PP-166005, Programme “Leonardo da Vinci” 2
CONTENTS
1. Personnel training and qualification
2. Motivation of personnel2.1. Impact of decommissioning on personnel motivation
2.2. Methods for management of personnel motivation during decommissioning
Project BG/04/B/F/PP-166005, Programme “Leonardo da Vinci” 3
TRAINING OBJECTIVES
Upon completion of training trainees should be able to: Explain the importance of availability of trained and
qualified personnel during all decommissioning stages. Identify the areas of training and qualification/re-
qualification requirements for decommissioning purposes. Explain the impact of decommissioning on the motivation
of personnel. Describe the factors and approaches used to motivate
personnel for achievement of goals and fulfillment of decommissioning tasks.
Project BG/04/B/F/PP-166005, Programme “Leonardo da Vinci” 4
ROLE OF QUALIFIED PERSONNEL DURING DECOMMISSIONING
Availability of qualified personnel – main requirement for provision of:• safe;• reliable;• environmentally friendly
operation during decommissioning.
The responsibility for personnel’squalification is borne by theoperating organization.
Project BG/04/B/F/PP-166005, Programme “Leonardo da Vinci” 5
ROLE OF PERSONNEL TRAINING DURING DECOMMISSIONING
Safety enhancement Decrease of needed financial resources for
implementation of different operations Decrease of collective and individual dose
exposure Decrease of time needed for
implementation of different operations Decrease of radiation and non-radiation
risks
Project BG/04/B/F/PP-166005, Programme “Leonardo da Vinci” 6
CHANGES IN TRAINING CONDITIONS DURING DECOMMISSIONING
Decrease of personnel number; Considerable number of new technologies needs to be learned; External organizations are involved as contractors; Little repetitiveness of activities; Personnel not experienced for work in radiation media; In the country, the possibilities to receive qualification in the field of nuclear technologies
in the system of secondary and higher education are being restricted; Small training groups; Implementation of each next operation requires new knowledge and skills; Personnel needs re-training in short periods of time; Changes in regulatory requirements related to needed level of competence and
qualification for implementation of activities; Changes in regulatory requirements for radiation protection, safety and preservation of
environment and citizens; Increase of relative share of non-radiation risks.
Project BG/04/B/F/PP-166005, Programme “Leonardo da Vinci” 7
AREAS FOR TRAINING
Radiation protection Safety In the field of specific activity performance In the field of using specific technologies
Project BG/04/B/F/PP-166005, Programme “Leonardo da Vinci” 8
THE PROCESS OF TRAINING
Project BG/04/B/F/PP-166005, Programme “Leonardo da Vinci” 9
TRAINING DURING DIFFERENT PHASES OF DECOMMISSIONING
During final shutdown and preparation for safe enclosure:• conduct of continuing training;• preparation and conduct of training related to decommissioning activities during
next phases.
During safe enclosure phase:• development of training programs and preparation of trainers for maintenance of
personnel qualification during this and next phases;• conduct of training to provide personnel to perform the activities under the
phase.
During phase of nuclear facilities dismantling:• conduct of initial and continuing training of personnel to perform special
activities for given phase;• conduct of training for external organization staff involved in performance of
decommissioning activities.
Project BG/04/B/F/PP-166005, Programme “Leonardo da Vinci” 10
MOTIVATION
Definition of motivation Personnel motivation methods during normal operation:
• payment;• punishment;• recognition;• self-assertion.
Project BG/04/B/F/PP-166005, Programme “Leonardo da Vinci” 11
CHANGE SPECIFIC FEATURES DURING DECOMMISSIONING
Imminent personnel reduction Social and economic impact of decommissioning in the
region is not easy to predict Activities will be performed for which there is no sufficient
experience Dismantling of facilities is imminent – unusual activity for
personnel Old working teams are to collapse and new ones are to be
formed New possibilities to work with international teams will
appear
Project BG/04/B/F/PP-166005, Programme “Leonardo da Vinci” 12
INFLUENCE OF DECOMMISSIONING ON PERSONNEL MOTIVATION
Increases workers’ anxiety because of:• possibility for losing their jobs;• uncertain future of settlements within plant influence;• lack of experience in nuclear facility decommissioning;• imminent dismantling work is in conflict with human drive to
create.
An element of competition is observed among the workers;
Motivation is positively influenced by:• participation in building new working teams;• possibility to work together with international teams.
Project BG/04/B/F/PP-166005, Programme “Leonardo da Vinci” 13
STAFF EVOLUTION
20
40
60
80
100
120
140
160
2001 2002 2003 2004 2008 2009 2010 2011 2012 2013 2014 20152005 2006 2007
Project BG/04/B/F/PP-166005, Programme “Leonardo da Vinci” 14
MOTIVATION ENHANCEMENT
Establish and maintain high level of trust of personnel in management through:• maximum transparency of actions and submittal of information on
issues directly or indirectly concerningthe personnel;
• discussions of the work and search ofbetter solutions together with thepersonnel;
• informal communication with personnel.
Project BG/04/B/F/PP-166005, Programme “Leonardo da Vinci” 15
REFERENCES
Decommissioning of Nuclear Power Plants and Research Reactors, Safety Guide, SS № WS-G-2.1 (1999)
Recruitment, Qualification and Training of Personnel for NPP’s, NS-G-2.8 (2002)
Key Practical Issues in Strengthening Safety Culture, INSAG Series № 15 (2002)
Means of Evaluating and Improving the Effectiveness of Training of Nuclear Power Plant Personnel, IAEA-TECDOC-1358 (2003)
Regulation of the Conditions and Procedure for Acquiring Professional Qualification and for the Procedure for Issuing Licenses for Specialized Training and Certificates for Qualification for Use of Nuclear Energy, 2004
Abraham H. Maslow, ”Motivation and Personality”, Published by Addison Wesley Longman, Inc., USA