2374-24

Joint ICTP-IAEA School of Nuclear Energy Management

MURPHY Brian

5 - 23 November 2012

University of Salford Department of Nuclear Energy, NE Joule House Acton Square, The Crescent Greater Manchester

Manchester M5 4WT UNITED KINGDOM

Nuclear Labour Markets: the Challenges of Workforce Planning

University of

salford MANCHESTER

Nuclear Labour Markets: the Challenges of Workforce Planning

Dr Brian P Murphy

Head, Academic Development, HR Development

EC- EHRO-N OECD- NEA UK- Nuclear Skills Council

IAEA-ICTP Joint School of Nuclear Energy Management Trieste 12th November, 2012

Structure 1. The Global Context

2. A Nuclear Test!

3. Challenges of Nuclear Labour Markets

4. Solutions to Nuclear Labour Markets

~ Core, Boundaries, Anatomy

5. Quantifying and Qualifying HR

6. Projecting Future HR Demand

7. Strength in Numbers- International Cooperation & Development

8. Stepping Up- HR Planning and Competence

9. Final Steps- HR Planning and Knowledge Management

10. Conclusions- Characteristics of a Healthy Labour Market

1. Global Context 2012

World Nuclear Association

NUCLEAR POWER, ENERGY AND THE

ENVIRONMENT

Coal43.0%

C02: Anthropogenic emissions and atmospheric concentrations

400 --:: 8,000

+

380 7,000

360 I --1 _,

6,000

J I HO

.!>

5,000 • l .~

j 320

8 300

280

260

.T c Qx co nt"ll~IO s

t ~P-~ ~ f]T .~

I ~ nt ~:~~ ~ ~

1~1

1 I

i I

j ~.000 ,g

!.

3,000 ! .5 0 u

2,000

1,000

1750 1800 1850 1800 1850 2000

World population growth 10

v

2012: 7 billi9n 1 j

I 6 - ·-

8. .._ dewlopecl countries

I ! l ~

J v/

vv Mo ... developed countries

1750 1800 1850 1900 1950 2000 2050 2100

!cwces: um.d-- ,.,.,...,.l'lotpe<u IM""""'""',..,.,.,..&nou !f 45,000 .--------------------------------, ~ • Mature Market Economies Transitional (former Soviet bloc) Emerging • Total

01136.7% ~ ::::!. c.

8 N

tD 3 er c;· ::s Ill

2. A Nuclear Test - Match the Stats! • 371 ,422 • 30

• 13

• 436 )r 272

)r 84

)r 47

)r 16 )r 15

)r 2

• 14,870 • 1956 • ???????

• 0/o Electricity production in 2011

• Reactor years of experience

• Nations with > 400 MWe

• MWe Global Capacity

• Reactors in operation

• First commercial generation )r LWGRs

)r BWRs

)r PHWRs

)r PWRs

)r FBRs

)r AGRs

2. A Nuclear Test- the Answers • 371 ,422 MWe

• 30 Nations with > 400 MWe

• 13°/o Electricity 2011 • 433 Reactors in operation

~ 272 PWRs

~ 84 BWRs

~ 47 PHWRs

~ 16AGRs

~ 15 LWGRs

~ 2 FBRs

• 14,870 Reactor years of experience • 1956 First commercial generation (Calder Hall) • ??????? The size of the global nuclear force

3. Challenges for Nuclear Labour Markets

• Recruitment

• Defining the Labour Market Supply and Demand

• Establishing Workforce Development Frameworks

• Mobilising Education and Training Provision

• I nternationalisation

• Knowledge Management & Mobility of Human Capital

4. Solutions-the Core of a Nuclear Labour Market is ...

Beehive Parliament Wellington, NZ

4. Solutions-the Boundaries of a Nuclear Labour Market

1. Policy & Regulation • licence to operate

2. Safety Health, Environment • legal and statutory

3. Scientific & Technical Competence • professionalisation

4. Solutions-the Anatomy of a Nuclear Labour Market

Exploding a myth ...

The Nuclear Skills Pyramid

Training

Education

5. Quantifying and Qualifying HR

~ cogent

RENAISSANCE NUCllAR SKillS S[RI(S 1

Power People The Civil Nuclear Workforce 2009-2025

~ cogent I

~t l b'&ilroo cogen ,...,........, AENA188ANCE NUCLEAR SKILLS SEA l E& 2

Next Generation

Skills for Science Based Industries

Skills for New Build Nuclear

N uclear Education and Training: From Concern to Capability

NUCLEAR ENERGY AGENCY

~ cogent I Skills for Science

Based lndustnes

RENAISSANCE NUCLEAR SK I LLS SERIES : 1

Power People The Civil Nuclear Workforce 2009-2025

RenatsSJJnce 1 Power People The Ctvtl Nudi'<'tf Wo..Umce Renaissance 2 - Next Gertt.'I~IIOIJ. SI<JII~ f01 New But/cJ Nuc/e;x Renaissance 3 A''>llattcf!· SI<JIIs fot Nuc:lc:JI O..>fwcc

Renal»ance 4 -1/lum•tations. Future Sl<ils fa Nuc/Par

~ cogent I TheNationa~

Skills Academy NUClfAII

5. Quantifying and Qualifying HR ~t I Skills for Science c 0 9 en Based Industries

Civil Nuclear Industry- Job Context Population 2009

Total: 43,690

Commissioning 270 Waste & Repository

Construction

Business ~======:c:...................., ......

Scientific & Technical 925 Engineering Design

~======I::..._

Project Management ~======c.........~

Radiation Protection 864 Safety & Security

~======::I

Maintenance

I

I ~======:::l====:::::r::::=

Process

Decommissioning ~======:::l====:::::r::::=

I 1990

·r

1946

I 20~

1672 1912

~=~==c===~==== Energy Production

50000

4117

2497 ~====~====~====~====~----~----~----~----~----~

0 500 1000 1500 2000 2500 3000 3500 4000 4500

5. Quantifying and Qualifying HR

Occupational Skill Level of Civil Nuclear Workforce 2009 (Excl. Supply Chain)

1~00 ~--------------------------------------~

1~00r---~---.----------------------------;

Vl Cll Cll >-

10000

~ 8000 E w 0 ~ 6000 ..c E ::J z

4000

~00

0

Decommissioning (11 ,947)

Civil Nuclear Workforce 23,932

Electricity Generation (7,400)

Fuel Processing (4,584)

D Managers and Senior Managermnt

D Professional

1!!!1 Technician

• Skilled

• Semi-Skilled

~t I Skills ror Science cog en Based Industries

Civil Nuclear Workforce by Region and Nation 2009 (Incl. Supply Chain)

Total 43,667

a East Midlands

• N Ireland

a West Midlands

a Yorkshire & Humber

a London

• North East

o South East

o Eas.tof England

o Scotland

• s outh West

• NorthWest

5. Workforce Development

Industry Standard

Nuclear Skills P • Individual learner • Transfer of skills

Provider Network • Quality assured programmes • Through quality assured providers

~ cogent I Skills for Science

Based Industries

RENAISSANCE NUCLEAR SKILLS SERIES : 2

Next Generation Skills for New Build Nuclear

The Renaissance series: Renaissance 1 -Power People: The Civil Nuclear Workforce Renaissance 2- Next Generation: Ski lls for New Build Nuclear Renaissance 3- Assurance: Skills for Nuclear Defence Renaissance 4 -Illuminations: Future Skills for Nuclear

~ cogent I:.".= The Nationa~

Skills Academy NUCLEAR

5. Projecting Future HR Demand

First PWR Workforce Level

3000

2250

1500

750

0

r;:::::::t I Skills ror Science cog en Based Industries

• Electrical and Mechanical Construction

• Operation (HQ Support) • Operation (Supply Chain) • Operation • Site Prep & Technical Support

m 3 "0 0

a3 CD (/)

-3 - 2 -1 0 1 2 3 4 5 6 7 8 9 10 11 12 13 14

5. Projecting Future HR Demand

6. Projecting Future HR Demand

Timeline for 12 Units

I Planning ~:::;;;I Site Prep

Construction

- Commissioning

16 GWe 6 Twin-Unit (new) Stations

Person years 11 0,000 - 140,000 21,200 13,000 60%

~t I Skills for Science cog en BasOO Industries

3,200 15%

5,000b 25%

6. Projecting Future HR Demand

• Supply Chain - regeneration ~t I Skills for Science cog en Based Industries

• 300,000 person years to 2050 (40 GW) • 10,000 person years peak in SC

•Electricity Generation - expansion Figure2.7.1b Indicative 16 GWe New Build Scenario

Integrated Workforce (6 twin-unit Stations)

• 8ectrical and Mechanical • 5 , 0 0 0 bY 2 0 2 5 Construction

1 • Operation(HQSupport) • 2,500 by 2050 Operation (Supply Chain)

• Operation • Site Prep & Technical Support

16000-----------=~~~ 12000 -----------~

8000 ---------

• Fuel Processing- changeable • 4,000 at 2010 • sensitive to technology and policy

• Decommissioning - stable • 12,000 peak by 2020

7. Strength in Numbers-International Co-operation & Development

N uclear Education and Training: From Concern to Capability

~ L ' · AEN

;,!} NEA NUCLEAR ENERGY AGENCY

7. International Cooperation TAXONOMY

Sectors Functions

NPP- New Build

Job Profiles

Design, Supply, Construct, Commission NPP- Operation

AEN I NEA

Operation, Maintenance, Waste Mgnt, Safety & Environment NPP- Decommissioning Decommissioning, Maint., Waste Mgnt., Safety & Environment,

Nuclear Regulation Authorisation, Inspection & Enforcement, Regulation & Guidance Nuclear Research Reactors Design & Engineering, Utilisation, Operation & Control ,

Assessment & Review

7. International Cooperation - JOB ROLES

r (P) I Plant Manager (P) I Operations Manager (P) I Shift Charge Engineer emistry Manager (P) I Chemistry Technician (T) I Nuclear Power Plant Oper strumentation Maintenance Engineer (P) I Mechanical Maintenance Technicia er Plant Operations- WASTE MANAGEMENT I Plant Waste Engineer (P) I vironmental Support (P) I Radiati cR mte toni upervisor (T) I Radiation M<

and Train1ng:

tern Designer (P) I Reactor Core om .co1r~) I Design Engineer (P)/ Civil/ < ) I Site Layout Designer (P) I Project Manager (P) I Planner (T) I Nuclear rement (T) 1 Progress Control Technician T Nuclear Power Plant Build

Engineering Constructio ioor Construction Technici uclear Power Plant- C MIS ION I Commissioning Engineer (P) I Nucle I Plant Maintenance Fitter Electrical (T) I

PERATIONS I Site Manager (R) l AI Site EFlgineer (P) I Supervisor/Team Le ANCE I Senior Engineer (P) !Project Engineer (P) I Team Leader (T) I Tee er I Support Service Engineer I Operative (C) I Nuclear Power Plant Deco ) 1 Radiation Protection Monitor/Surveyor (C) 1 Safety Case Lead Author (P)/ Officer (

7. International Cooperation

Standard Job Profiles

Job Title, Description, Context

Occupational level:

Professional, Technica.t Craft

Com petences:

Technical, Regulat ory

Personal, Business

Entry Level Qualification, Experience

CPD and Trajning

7. International Cooperation Standard Job Specifications

Level- Professional

Sector NPP - Operat ion (lead: Spain)

Control Room Supervisor Funct ion - Saf ety

Entry level Qualifi cation- Three-year Degree in Engineering or related Science with suitab le experience as Reactor Operator.

Job Descriptor Training/ CPD

Direct operat ing personnel in all situat ions that occur to ensure health and safety oft he public, as well as protect ion of plant personn el and equipment. Responsib le on a shift basis for safe and efficient plant operation including start-up, shutdown,

It is assumedthatthe Control Room Supervisor holds UnitDesk Operator License and has passed the associated Training Programmes before taking up his role, as fo llows:

Compliance • Advanced Transient and Accident Analysis. • Probabi listic Safety Assessment.

Technical Competence • Plant procedures and bases. • Operating Experience.

• Simulator Training: Normal Integrated Plant Operations; Emergency procedures; Plant Transient and Emergency Response.

power changes, emergency and accident conditions, and special configurat ions as may be required for maintenance or surveillance, etc.

• Advanced fundamentals in technica l areas; System description and Reactor operator theory.

• Emergency Plan. • Radiologica l Protection. • Safety Analysis Report. • Reactor Thermal-hydraulics.

• Technical Specif ications. • AccidentManagement.

Business Improvement • Error Prevention Techniques and Human Performance Tools.

Functional and Behavioural Ski lls • Supervisory Skills.

Specific Competences - Technical, Compliance, Business Improvement, Functional and Behavioural Skills

The Control Room Supervisor will be ab le to: • Direct personnel who perform act ivit ies on safety relat ed and non-safety relat ed

equip 111 e nt. • Ensure that all shift operat ion act ivit ies associat ed with power generation are

performed in accordance with plant procedures, technical specif icat ions and in accord ance with the requirements of the regulator.

• Monitor p lant cond itions and indicat ions closely. • Control precisely p lant evolutions. • Use procedures effect ively in the contro l of work activ it ies and equipment status

and to recognize and mit igate transients and accidents. • Show conservat ive approach to p lant operat ions ev ery t ime.

The Control Room Supervisor will understand: • The concepts. philosophy, and Control Room Supervisor responsibilities

w ith respect to reactiv ity management and reactor core safety. • Probab ilist ic safety assessment concepts and the importance of key

equipment to accident mitigation. • Fundamental and technical areas, p lant design, theory and system

interrelationships. • Transient and accident analyses to det erm ine that procedural actions

are effect ive in maintaining t he plant wit hin nuclear safety boundaries during transient and accident condit ions.

• The use of Error Prevention Techniques and Human Performance Tools.

• Supervisory skills t o prov ide effectiv e leadership to a contro l room sh ift t eam to promote teamwork, motivat ion and posit ive att itude.

• How to make conservat ive decisions, w ith protection of the health and

----------------------------------------------------------------------------------------------------------------------------------------~-~-~~!Y_~!_R~~-~!_R~-C~_<?!~~~-~- ~~~sl_!l~~-R~~~-Ij~-~-~l!"!9. _~_f_l~jg!:~-~!_E!l~~~t.Y~--------------

8. Stepping Up - A Qualified and Competent Workforce

8. Stepping Up - A Qualified and Competent Workforce

A Taxonomy that captures the extent of nuclearisation of an occupation can be a powerfu I tool in:

• development and harmonisation of vocational training standards and qualifications

• workforce mobility • international labour market research, scenario planning and HR observatories • international 'passports' for training and experience • voluntary licences to practice and supply chain competence assurance • the safe and secure adoption of nuclear technology by developing countries.

8. A Qualified and Competent Workforce

JRC SCIENTIFIC AND POLICY REPORTS

PUTTING INTO PERSPECTIVE THE SUPPLY OF AND DEMAND FOR NUCLEAR EXPERTS BY 2020 WITHIN THE EU-27 NUCLEAR ENERGY SECTOR

An EHRON report

Veronika Simonovska UJij,c von Estorff

2012

JRC REFERENCE REPORTS

Mapping of Nuclear

Education Possibilities and Nuclear Stakeholders

in the EU-27

:Z012

8. A Qualified and Competent Workforce <EHR~~

Area Job Title Cateoorv

NPP-0 Safety Case Expert Alternate job title(s) , when required

Professional

Job descriptor Entry level qualification The Safety Case Expert provides expert, researched, peer-reviewed safety analyses and strategy supported by evidenced documentation to form a fit-for-

• Job Description purpose safety case, in compliance with statutory, regulatory and technical

ISCED 6-7 requirements of the system being decommissioned, including health, safety, environmental, ethical and social considerations.

Roles I Functions

• Entry Level . compliance assurance . legal/technical information management . safety case preparation, consultation. authoring, peer review and verification . safety case project management

• Job Roles . standard setting for safety case processes and methodologies . quality assurance of safety case implementation . expert advice, guidance and recommendat ions . reports to .....

• Job Requirements JOB REQUIREMENTS

KNOWLEDGE (Cognitive competence) EQF level

(1-8) . safety case standards and methodologies, including probabilistic evaluation 6

• Competences . advanced procedures for risk assessment and management 7 . engineering design and operation (of the plant/equipment being assessed) 7

·Knowledge . ALARA principles, as appropriate to the ro le 7-8 . requirements for 'due process' in nuclear safety case product ion 6

• Skills . principles of radiological science and radiological protection 5 . statutory, regulatory and ethical requirements for nuclear safety 6

• Attributes . safety management systems such as Permit to Work, Standard Operating & Maintenance 6

Procedures and Risk Assessment. . standard procedures for dealing with radioactive sources, discharges, waste, 3 environmental control and emeroencies . safety, security and behavioural expectations of those working on a nuclear site 3

EQF SKILLS (Technical competence, abilities) level (1 -

8) . review legislative, regulatory and technical literature 7 . identify, quantify and critically assess safety hazards 7 . author technical, evidence-based and compliant cases to minimise risks on safety, health 7

and environmental matters . nrniAr:t m~n~nA nrnrl11r:tinn ~nnrnv;:~ l imniP.mAnt;.1tinn rAviAw ;:lnrt P.V;:lhl~tinn nf ~:.fP.tv r:~~P. -

9. Final Steps- HR Planning, Mobility and Knowledge Management

• Job Description • Competences

. Knowledge • Skills • Attributes

• Learning Outcomes • Certification • Accreditation • Qualification • CPO & VET Frameworks • Labour Market Mobility

9. Conclusions- Characteristics of a Healthy Nuclear Labour Market

1. Policy- stability beyond economic cycle HR and support for the supply of technical skills

2. Labour market research - robust evidence base and methodology

3. Consultation- stakeholders in labour market research, education, training and research

4. Facilities- research, education and training

5. Vocational education & training- frameworks, accreditation of employer and provider provision

6. Universities- appropriate range and flexibility of courses

7. Training - establish basic nuclear awareness training

8. Employers- community, careers, HR development

9. lnternationalisation- education, training, mobility.

Bibliography 1. Power People, Cogent 2009

http://www.cogent-ssc.com/research/nuclearresearch.php

2. Next Generation, Cogent 2010

http://www.cogent-ssc.com/research/nuclearresearch.php

3. Nuclear Education and Training: From Concern to Capability, Nuclear Energy Agency, 2012

http://www.oecd-nea.org/ndd/reports/2012/nuclear-edu-training-ex.pdf

4. Putting into Perspective the Supply of and Demand for Nuclear Experts in the EU 27, European Human Resource Observatory- Nuclear, 2012

http://ehron.jrc.ec.europa.eu

5. Mapping Nuclear Education Possibilities and Nuclear Stakeholders in the EU 27, European Human Resource Observatory- Nuclear, 2012

http://ehron.jrc.ec.europa.eu

Thank You

Contact Brian P Murphy

b. p. murphy@salford .a c. uk