MODULE “PROJECT MANAGEMENT AND CONTROL” STAFFING AND TRAINING SAFE DECOMMISSIONING OF NUCLEAR POWER PLANTS Project BG/04/B/F/PP-166005, Programme “Leonardo

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


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.


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.


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


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.


AREAS FOR TRAINING

Radiation protection Safety In the field of specific activity performance In the field of using specific technologies


THE PROCESS OF TRAINING


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.


MOTIVATION

Definition of motivation Personnel motivation methods during normal operation:

• payment;• punishment;• recognition;• self-assertion.


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


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.


STAFF EVOLUTION

20

40

60

80

100

120

140

160

2001 2002 2003 2004 2008 2009 2010 2011 2012 2013 2014 20152005 2006 2007


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.


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

Documents

MODULE “PROJECT MANAGEMENT AND CONTROL” STAFFING AND TRAINING SAFE DECOMMISSIONING OF NUCLEAR POWER PLANTS Project BG/04/B/F/PP-166005, Programme “Leonardo