A%20Lifetime%20of%20Challenges%20in%20Nuclear%20Education%20

1
A Lifetime of ChallengesinNuclear Education
Training
Robert L. Long, PhD Nuclear Stewardship,
LLC Albuquerque, NM May 31, 2006
2
Outline

• In the Beginning
• Performance Based Training
• The Workforce Environment
• Growing Generational Conflict
• NPP Skills Needed
• NPP Workforce Size
• Getting Started
• IAEA and DOE Resources
• Conclusion

3
In the Beginning

• Decided on college teaching as UG student
• PhD advisor was role model
• Searched every semester for ways to improve
• UNM Faculty 1965-78
• Chair, ChE N E Dept 1974-78
• Committed to behavioral objective based education
  training in late 1960s
• GPU Nuclear Director of Training 1980-83

4
Performance Based Training

• A behavioral learning objective states a
  performance, describing what the learner will be
  doing when demonstrating mastery of the objective
• Performance based training is terminology
  commonly used by NPP trainers
• Learning objectives are developed through a
  Systematic Approach to Training (SAT)

5
Steps in SAT

• Analyze
• Design
• Develop
• Implement
• Evaluate

6
Some References

• Robert F. Mager, Preparing Instructional
  Objectives, 2nd Ed., Fearon Publishers, Belmont,
  CA (1975)
• W. James Popham and Eva L. Baker, Establishing
  Instructional Goals, Prentice-Hall, Inc,
  Englewood, NJ (1970)
• Carter McNamara, Systematic Approaches to
  Training and Development www.managementhelp.org/tr
  ng_dev/basics/isd.htm

7
The Workforce Environment

• Talented people are our most important resource
• Poland situation similar to USA?
• 40 to 50 of utility employees will be retiring
  in next 3-4 years
• In US NRC nearly half of staffers are at least
  age 50 36 eligible to retire in next 5 years

8
Supply Shortage

• During 2004-2012, U.S. Bureau of Labor Statistics
  projects 21 million new jobs with only 17million
  new entrants to workforce
• In U.S. 30 of science and engineering faculty
  members are over age 50.
• Universities dropped power and nuclear
  engineering programs, e.g. in 1975 there were 77
  NE programs in U.S., now only 18

9
Growing Generational Conflict

• Younger generations are defining success
  differently from the people they work for. And
  they -
• Feel entitled to their success.
• Dont respect or value the hard work the
  generations before them have done to get to
  where they are.
• Dont believe they need to pay their dues.
• Think their boss should be more of a friend than
  a boss.
• Reference for generational conflict material is
  a May 2006 presentation by Cam Marston, Marston
  Communication, Inc.
• www.marstoncomm.com

10
Ages of the Generations

• Matures gt 61 yrs.
• Boomers 42 to 60 yrs.
• Gen X 27 to 41 yrs.
• Millennials 26 younger
• Generations have common experiences
• and shared values

11
The Matures

• Duty, honor, country
• Dedication, sacrifice
• Conformity, blending, unity We First
• Patience
• Hard, hard times then prosperity
• National pride
• Doing a good job was most important
• Age Seniority

12
The Baby Boomers (42 60 yrs)

• Work ethic workaholic
• Competitive
• Visible signs of success trophies, plaques,
  lifestyle elements
• Optimistic
• Consumers
• Defined by their job
• Personal development
• Forever rebellious, nostalgia
• We are the world We are the children

13
Generation X (27 to 41 yrs.)

• Taught to question authorities at a young age.
• Saw end of lifelong employment.
• No shared heroes. Heroes are personal.
• Question the sacrifices the Boomers have made to
  achieve their success.
• Latch-key kids Raised as their parents
  friends.
• Independent. Loners. Nomads. Poor team
  players.
• Prove it to me.

14
Millennials (26 under)

• Optimistic
• Individualistic yet group oriented
• They have a hard time focusing on anything.
• Busy, active, full schedules since grade school.
• Like X, raised as their parents friends.
• Their work does NOT define who they are.
• Staying closer to their parents longer.
• Big, ambitious goals. Clueless on the execution

15
Views on Time

• Matures Work ethic defined by the punch clock.
• Boomers - Visibility was/is the key.
  Workaholics.
• Gen X - What does it matter when I work, as
  long as I get the job done.
• Millennial It is five oclock I have another
  life to get to. Job gig.

16
Views on Work/Life Balance

• Matures Very interested in flexible hours.
• Boomers Was/Is this workaholic lifestyle worth
  it? Are the rewards worth the cost?
• Gen X Balance is very important. Willing to
  sacrifice it occasionally. Success.
• Millennial Lifestyle vs. promotion.

17
Views on Authorities

• Matures Based largely on seniority and tenure.
• Boomers Similar values to the Matures. Theyve
  earned it.
• Gen X Authority figures deserve skepticism
  testing.
• Millennial Test but search.

18
Views on What Makes a Good Team

• Matures Produces quality. Not in it for
  individual recognition. Work is done in
  proximity to one another.
• Boomers Everyone works until all the work is
  finished. Long and hard hours. Committed to the
  job and each other.
• Gen X Teams are not defined by proximity. Each
  team member serves a unique role.
• Millennial What will I get out of this team?

19
How to Coach

• Matures This is what we need
• Boomers Here are some things that will help
  you get ahead
• Gen X Here are some things that will help you
  get to your next position, wherever that may be
• Millennials Do this and people will notice

20
Retaining Xers and Millennials

• Whether the job is good or not and whether or
  not they are happy is largely determined (85)
  by their relationship with their boss.
• Xers and Millennials are loyal to people, not to
  companies or organizations.
• They rarely quit their job or their company, they
  quit their boss.
• To them, the boss the company.
• Must ask the question, Who are they working for?
  Is this the person to whom they can develop
  loyalty?

21
Applicability to Nuclear Education Training

• Commitment to NPP construction and startup will
  require commitment of workforce with great
  variety of talents, many of them new
• Recruiting, training and retaining these new
  workers will demand new management and leadership
  skills
• Some, if not many, of the old management lessons
  learned will not be applicable

22
NPP Engineering Technical Skills Needed-1

• Computer Engineering
• Plant process computers simulators
• Design/Modifications Engineering
• Civil/Structural, including seismic
• Mechanical
• Electrical
• Instrumentation and Controls

23
NPP Engineering Technical Skills Needed-2

• Engineering Programs
• In-Service Inspections and Testing
• Corrosion Phenomena
• Probabilistic Risk/Safety Analysis
• Equipment Qualification
• Motor/Air Operated Valves
• Fire Protection

24
NPP Engineering Technical Skills Needed-3

• Procurement Engineering
• Reactor Engineering
• Nuclear Fuels Analysis
• Systems Engineering

25
NPP Skilled Craftsmen Needed

• Reactor operators
• Plant equipment operators
• Radiation protection technicians
• Chemistry technicians
• Mechanics
• Electricians
• Instrument and control (IC) technicians

26
Nuclear Safety Culture

• Entire workforce trained in and committed to
  strong nuclear safety culture
• Nils Diaz, US NRC Chairman We cannot take
  safety for granted.
• Tom Beckett, Dep. Dir., US Naval Reactors
  Never lose sight of the need to successfully
  control this unforgiving technology.

27
Radiation Awareness Training

• Radioactivity and its sources,
• Radiation health (biological) effects,
• Radiation protection methods and regulations,
• Measuring of radiation,
• Exposure and contamination control,
• Handling of radioactive wastes,
• Establishment of radiation protection programs,
• Releases and emergency response

28
NPP Engineers Need Breadth

• Many skills needed beyond neutronics and core
  physics
• In addition to a strong safety culture some of
  these are-
• NPP integration into the electric generating grid
• Assuring reliable plant chemistry
• Materials selection and aging issues
• Instrumentation controls
• Heat transfer and fluid flows
• Synthesis and design

29
Lead Time to Prepare Personnel

• 4-6 years for graduate engineers, plus 1-2 years
  of on-the-job training
• 1-2 years for licensed reactor operators
• 2-4 years for licensed senior reactor operators
• Additional years of NPP work experience for plant
  shift managers and senior management

30
Factors Influencing Workforce Size

• Number of units at a site
• Site location with respect to population centers
  and contractor support services
• Construction operations regulatory requirements
• Environmental laws and monitoring requirements
• Labor laws and workforce unions or not
• Public education awareness requirements

31
Typical NPP Staffing

• Process Group
• Operations
• Licensing Engineering
• Corp Finance/Administration
• Common Processes
• Total
• Variances may be or - 300

• Number
• 425
• 170
• 110
• 95
• 800

32
Categories of Personnel Needed
Workforce Category Approx. No. Required
Civil Engineers 5
Computer, Elec, IC Engrs 20
Mechanical Engineers 15
Nuclear Engineers 25
Project/Plant Engineers 30
Cntrl Rm Eqpmnt Oprtrs 75
33

Workforce Category Approx. No. Required
Chemistry Technicians 20
Maintenance Technicians 135
Rad PrtctnRad Wst Techs 35
Security Personnel 70
Trainers 35
All other personnel 335
Total 800 Includes electricians, IC and mechanical techs
34
Getting Started

• Consider establishing a national committee
• Representatives from universities, trade schools
  and power industry
• Assess current resources, determine future
  workforce needs and identify those that will
  require introduction of new programs
• IAEA document assesses minimum infrastructures
  needed for educational programs and human
  resources

35
Education Training Resources

• Assessment of Polands Institutions
• No universities offer nuclear engineering (NE)
• Technical universities do have electric power
  degree options
• A few have introductory NE courses
• Likely candidates for NE programs
• Warsaw, Krakow, Gdansk and Silesian Technical
  Universities
• Will be need to develop NE Faculty
• Information provided by T. Wojcik and J.
  Niewodniczanski

36
Polands Trade Schools

• Vocational schools (2-3 yrs) and technical
  colleges (4-5 yrs) train chemistry, I C,
  electrical and mechanical technicians
• Unions/guilds have apprenticeship programs, but
  these may be decreasing
• No programs for radiation protection technicians
• All would need radiation awareness training

37
Minimum Infrastructure Items

• Development of educational facilities for nuclear
  related subjects
• Courses to be added for nuclear power reactor
  staff development
• IAEA supported training programs
• Training programs from countries with nuclear
  power program
• See IAEA Tech. Doc., Minimum Infrastructure for
  a Nuclear Power Plant Project, Final draft, 12
  Jan 2006

38
Example of USA Startup (50-60s)

• USAEC sponsored university faculty 6-wk workshops
  at Universities/National Labs
• A Bucknell University professor attended a
  workshop, returned and taught the first
  Introduction to Nuclear Engineering course
• As 3rd year student, I took the course.
• During my 4th year I applied for and received a
  fellowship to study nuclear engineering at any of
  the 6-8 universities having USAEC approved
  programs

39
Developing Educational Facilities

• Government funded workshops for college
  professors (some now available through IAEA and
  in other countries)
• Government reviews and approves curricula
  eligible to have graduate students enrolled with
  government industry fellowships
• Government, industry and national labs assist
  with equipment for teaching labs

40
Courses to be Added

• Faculty from traditional disciplines (CE, ME, EE,
  ChE, Physics, etc) can teach new courses (See
  Table 3 in Long NPPP 2006 paper)
• Distance learning, web-based courses available in
  English and probably other Euro languages
• World University Summer Institute, Sweden, 8 Jul
  18 August 2006.

41
Courses to Be Added

• Nuclear physics and reactor design
• Nuclear safety
• Radiology, radiography and radiological
  protection
• Thermal, hydraulics and thermo hydraulics
  analyses
• Advanced structural analysis and structural
  mechanics
• Advanced computer hardware and software design
  and maintenance (control computers hardware and
  real time control software)
• IAEA Tech Doc, op cit

• Materials sciences for civil, mechanical and
  process related applications (steel, concrete,
  zirconium, ceramics, resins, cabling, etc.)
• Application, calibration and maintenance of
  electrical, mechanical and digital
  instrumentation devices
• Human factors engineering principles
• QA/QM processes and methodology
• Planning, scheduling, material management and
  cost control
• Environmental analysis

42
Courses to be Added

• Faculty from traditional disciplines (CE, ME, EE,
  ChE, Physics, etc) can teach new courses (See
  Table 3 in Long NPPP 2006 paper)
• Distance learning, web-based courses available in
  English and probably other Euro languages
• World University Summer Institute, Sweden, 8 Jul
  18 August 2006.

43
IAEA Other Training Programs

• Many training opportunities exist today that were
  not available 30-40 years ago
• IAEA is a great resource
• USA Institute of Nuclear Power Operations (INPO)
  publishes detailed guidelines for training of NPP
  personnel
• World Association of Nuclear Operators (WANO)
  offers professional and technical development
  programs

44
U.S. DOE Innovations in Nuclear Infrastructure
and Education (INIE)

• Program established in 2002 to provide funds to
  universities and colleges to
• Improve instrumentation and equipment
• Maintain highly qualified research staff
• Integrate the use of nuclear research facilities
  with NE education programs
• Establish internal and external user cooperative
  programs

45
INIE Consortiums

• Universities encouraged to actively seek and
  establish collaboration with
• Other colleges and universities
• DOE national laboratories
• U.S. industry
• Other private and/or public organizations

46
INIE Accomplishments

• Six university consortiums funded
• Four began in FY 2002
• Two were added in FY 2003
• Results have been phenomenal in terms of
  cooperation between schools, and with labs and
  industry, as well as building the infrastructure
  at participating schools.
• In 2004 former Office of Nuclear Energy Director
  Bill Magwood said that INIE was best university
  program DOE had ever developed

47
INIE Consortiums

• BIG-10 Penn State, Illinois, Wisconsin, Ohio
  State, Purdue, Michigan, Cincinnati and National
  Labs/Industry
• MIT MIT, RPI, Rhode Island Nuclear Science
  Center, Massachusetts-Lowell
• Southwestern Texas AM, Texas, New Mexico, and
  National Labs
• Western Oregon State, UC-Berkeley, UC-Davis,
  UC-Irvine, Washington State, Reed College,
  Nevada-Las Vegas, Idaho State, Utah, and National
  Labs/Industry
• Southeastern (MUSIC) NC State, Tennessee, South
  Carolina, Maryland, Georgia Tech, Florida, SC
  State
• Midwest Missouri-Columbia, Missouri-Rolla,
  Missouri-KC, Kansas State, Linn State Technical
  College, Polytechnic University of Puerto Rico,
  Tuskegee and National Labs/Industry

48
INIE as a Resource

• Opportunities for undergraduate and graduate
  student enrollments
• Opportunities for Poland faculty training and
  exchanges
• Developing on-line NE courses, both asynchronous
  and synchronous
• Developing on-line radiation measurement and
  reactor laboratory courses
• Many different programs for non-technical
  students and public education

49
INIE Contacts

• Any of the consortium members
• John Gutteridge, DOE Manager of University
  Programs JOHN.GUTTERIDGE_at_hq.doe.gov
• Craig Williamson, Clemson University
• wcraig_at_clemson.edu
• Robert Fjeld, Clemson University
  fjeld_at_clemson.edu

50
Conclusion-1

• Performance based education training essential
  for effective use of resources
• New management and leadership skills needed to
  recruit, train and retain workers from all
  generations, especially Xers and Millennials
• Great variety and breadth of skills needed to
  construct and startup NPPs

51
Conclusion-2

• Most important contributor to NPP success is a
  highly educated, trained and dedicated workforce
• IAEA documents attest to critical importance of
  human resource planning and provide invaluable
  assistance
• Begin now to develop workforce for Nuclear Power
  Plants in Poland (NPPP 2020!)