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Minutes of
FNCA 2012 Workshop on Human Resources Development Project
September 12 - 14, 2012
Shenzhen, China
Hosts: China Guangdong Nuclear Power Holding Co. Ltd.(CGNPC),
China Atomic Energy Agency (CAEA)
and
Ministry of Education, Culture, Sports, Science and Technology (MEXT) of Japan
Opening
Mr. XU Zhixiong, Deputy Division Director, Department of International Cooperation, CAEA, and Mr. LI Yang, General Manager of Human Resources Development, CGNPC delivered welcome remarks. And these were followed by opening address by Mr. Takeshi SAITO, Special Staff, International Nuclear Cooperation Division, Research and Development Bureau of MEXT and Dr. Sueo MACHI, FNCA Coordinator of Japan.
Open Seminar
Mr. XU Zhixiong introduced perspective of nuclear power program in China. And Dr. Sueo MACHI made presentation on nuclear technology for sustainable development and welfare. Subsequently, Prof. CHEN Shaomin from Deputy Director of Engineering Physics Department of Tsing Hua University introduced education and training of nuclear professionals of China. And Dr. LIU Guodong from Harbin Institute of Technology introduced undergraduate education of nuclear reactor engineering and collaboration with enterprise. After broadcasting the video of talent development by CGNPC, Mr. CHEN Tai, Executive Vice Dean of Nuclear Power School, CGNPC made presentation on practice of CGNPC training. Also, Mr. BIE Bifan, Training Manager, Human Resources Department of China Nuclear Power Engineering Co., Ltd. (CNPEC) introduced recruiting system of CGN. Lastly, Dr. Kiyonobu YAMASHITA, Director, Nuclear Human Resource Development Center of Japan Atomic Energy Agency (JAEA) presented Japan's nuclear HRD programs for supporting Asian countries.
Session 1: FNCA Project Review
Dr. MACHI reported the progress of presently running 10 FNCA projects. He recommended that RCA of IAEA and FNCA should work together in the area of common interest of FNCA member state.
Dr. YAMASHITA explained achievement and challenge of FNCA HRD project. He strongly recommended to establishing nuclear HRD network and allocation of budget for efficient and effective progress of HRD of a country.
Session 2: Strategy of National Nuclear HRD for Nuclear Power and Nuclear Application
Summary report of FNCA Study Panel (July 26 27, Bangkok) was delivered by Dr. MACHI, focusing on HRD network. This was followed by country reports focusing on following topics were delivered by each country;
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Government policy and budget for nuclear HRD |
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Network for effective HRD |
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Needs and challenges of HRD |
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Roles and cooperation among research institutes, universities and power companies |
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Importance of international cooperation for HRD |
Attachment 1: Summarie s of countryreports
Session 3: How to Improve Asian Nuclear Training and Education Program (ANTEP) and MEXT Nuclear Researchers Exchange Program (NREP)
Ms. Aiko NAGAI from Nuclear Safety Research Association (NSRA) delivered reports on ANTEP and NREP in 2011-2012 as secretariat of FNCA HRD project and NREP. It was agreed that each partner will inform FNCA secretariat about ongoing "Programs" which can be provided to other countries; in addition there will be an annual reminder to update the list of Programs. "Needs" for nuclear HRD will be annually surveyed, as in the past. Moreover, there was agreement that each partner links to the ANTEP database at the appropriate place of their website as well as the (network) partners in their country.
An overview of offered programs was presented by Australia, Indonesia, Kazakhstan, Korea, Malaysia, and the Philippines. It was emphasised that international cooperation is an asset in supporting national HRD programmes.
Session 4: Strategy of HRD for Introduction of the 1st NPP
Mr. MD. KhariruL ISLAM, from Bangladesh Atomic Energy Commission (BAEC) introduced the strategy for providing proper number of qualified manpower for Sustainable progression of its first NPP at Ruppoor that will be constructed by 2020. A total of 1660 manpower for the operating organization is proposed for 2 units of 1000 MW each. And a total of 291 manpower is proposed for the regulatory body.
Mr. NGUYEN Manh Hung, from Vietnam Atomic Energy Institute (VINATOM), also introduced Ninh Thuan NPP Project for its first NPP at Phuoc Dinh that will be constructed by 2020. National Scheme on Human Resource Development in the Field of Atomic Energy is 2,400 engineers including 200 educated over sea For Nuclear Power Program, and 650 engineers (150 educated over sea) For other applications of atomic energy.
Mr. Hendriyanto HADITJAHYONO, from National Nuclear Energy Agency (BATAN) of Indonesia, introduced his national plan stated in the National Act No. 17 / 2007 for the 1st NPP operation until 2015~2019. And Indonesia has done extensive preparatory work on most infrastructure issues that would allow the country to make decision to start the nuclear power project, according to IAEA INIR mission on November 2009. The plan should be delayed, since no decision has been taken by the government.
Mr. HOU Yinghong from CGNPC introduced the role of Government, Institutes, universities, and vendors. At the beginning stage of the 1st NPP, training and education as the success story was introduced through 'Gold Man' story.
Session 5: Strategy of HRD for Nuclear Application in Food/Agriculture, Industry, Human Health, and Environmental Protection
Australia, Philippines and Malaysia presented their strategy of HRD for application of nuclear technology, as lead speeches.
Dr. Herma BUTTNER from Australian Nuclear Science and Technology Organisation (ANSTO) outlined collaboration on HRD using distance learning in the field of nuclear medicine (PET/SPECT) to improve basic knowledge and practical skills and HRD schools for student, teacher and public.
Dr. Corazon Casenas BERNIDO from the Philippine Nuclear Research Institute (PNRI) outlined collaboration on Nuclear HRD for nuclear medicine etc. between PNRI and hospital.
Dr. Ishak bin MANAF from Malaysian Nuclear Agency (Nuclear Malaysia) outlined collaboration on training program for radiation technology etc., at Nuclear Malaysia as well as advisory and joint venture with industry-end users.
The meeting discussed and realized the importance of collaboration among research institute, university and end-users on HRD and in application of nuclear technology in related fields. Specific HRD on advanced technology such as application for cancer therapy, mutation breeding and materials sciences was also discussed for the future cooperation through IAEA/RCA/FNCA.
Session 6: Recommendation on HRD to 13th FNCA Ministerial Level Meeting
Dr. MACHI explained about Recommendation on HRD from the 13th FNCA Coordinators Meeting, and it was affirmed by the participants. He encouraged member countries to report the conclusion of this WS to FNCA Coordinators, so that FNCA Coordinators will be able to discuss about HRD at coming Ministerial Level Meeting.
Malaysia noted that they are still considering about assignment HRD focal point, since national nuclear power program is taken charged by Malaysian Nuclear Power Corporation (MNPC), while non-power application is taken charged by Nuclear Malaysia.
Session 7: Direction and Plan for HRD Project 2012
Dr. MACHI and Dr. YAMASHITA proposed direction and plan of HRD project for the future, and these were followed by discussion on future activities of HRD project. Participants agreed;
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To cover following topics at next HRD workshop;
- Nuclear Knowledge Management (focusing on how to transfer knowledge from old workers to young workers)
- Distance learning
- Supporting system of research institutes for universities in the area of nuclear HRD
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To continuously strengthen nuclear HRD network. In this regards, FNCA member countries are requested to appoint focal point, and to prepare organizational structure of HRD network, identifying hub, secretariat and where to support, and send information to FNCA secretariat by September 30. HRD network will provide the basis for disseminating information. |
During this session, China offered to share success stories on HRD on the CAEA platform. FNCA Study Panel can also provide the venue to share success stories on HRD for nuclear power.
Session 8: Summary and Conclusion
Based on the proposals from Dr. MACHI, Conclusion of this WS was drafted.
Attachment 2: Conclusion
Closing session
Closing remarks were delivered by Mr. HOU Yinghong, Head of Organization Development & Human Resource Planning Branch, Human Resource Department of CGNPC, and Mr. CHEN Tai, Dr. MACHI, and Mr. XU Zhixiong respectively.
Technical Visit
Participants visited following facilities in Daya Bay Nuclear Power Base;
· Exhibition Hall
· Skill Training Center
· Simulator Training Center
· Engineering Training Center
Attachment 1: Summary of Country Report
Australia
Australia is not planning to introduce nuclear power. Human resources needs if Australia were to take a decision to introduce nuclear power were outlined in a report prepared for the Australian government in 2006.
Recently, workforce requirements for radiation training were identified (radiation sources, nuclear medicine, mining), including general radiation safety awareness training. Individual nuclear agencies, such as the Australian Nuclear Science and Technology Organisation (ANSTO) and the Australian Radiation Protection Agency (ARPANSA), develop HRD plans to meet their specific needs.
AINSE (Australian Institute of Nuclear Science and Engineering) provides access for students at Australian universities to research facilities (nuclear techniques) operated by ANSTO.
Bangladesh
Bangladesh needs proper number of qualified manpower for sustainable progression of its first NPP that will be constructed by 2020. Mainly, Bangladesh Atomic Energy Commission (BAEC) under the Ministry of Science and Technology and domestic universities under the Ministry of Education are in charge of nuclear HRD. Recently, a training institute has been established in BAEC. Several nuclear power related training courses (Basic, Professional) as well as Follow-up Training Course (FTC) of Instructor Training Program (ITP) are being accomplished through the training institute. Some of the domestic universities have started to teach nuclear science and technology related courses in advance level. Full-fledged utilization of the training institute is a challenge for nuclear HRD with in a stipulated time. Encouraging students to study nuclear power related subjects and maintaining sustainable qualified manpower are some of the challenges on HRD. Bangladesh is working on drafting training policy and on establishing an nuclear HRD network for efficient and effective HRD. Bangladesh hopes to get a good support from the vendor sources in terms of training and education for its first NPP as well as from IAEA and MEXT.
China
China will continue to develop nuclear power in a safe and highly efficient way after Fukushima accident, and a new 5-year plan regarding nuclear power development has been approved and issued.
Talent is the primary resource for economic and social progress, and also the first drive to scientific development of nuclear power in China. China is facing challenges in talent grooming. The Chinese government, universities, institutions and enterprises will cooperate proactively to facilitate nuclear talent grooming and seek chance of development out of challenges. The International Cooperation Coordination Committee was established by China Atomic Energy Authority (CAEA) in Feb. 2011, comprising corresponding Government ministries, universities, institutions and industrial enterprises. China's HRD network will be built equivalently.
Indonesia
1. Government Policy and Budgeting for Nuclear HRD
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Every personnel who works in nuclear research, development, and application should be provided adequate training in a certain level of competence. |
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Competent personnel can be achieved through education (in universities or high school), training (in accredited training center - mainly by the Center for Education and Training of BATAN), and licensing process (by BAPETEN). |
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Budgeting for Nuclear HRD is spread over in each nuclear HRD institutes (government annual budget and also private company). |
2. Nuclear HRD Network
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Stakeholders of nuclear HRD include research institutes, regulatory body, ministries (Ministry of Energy and Mineral Resources, Ministry of Agriculture, Ministry of Medic, Ministry of Education, etc); Hospitals; Industrial companies; Electric State Owned Company (PLN), etc. |
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Focal point for FNCA human resources development is the Center for Education and Training of BATAN. |
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International cooperation especially with FNCA member countries would be very beneficial for developing the personnel competency. New cooperation with international body should be created (as an example, a new cooperation between BATAN and International Centre for Theoretical Physics (ICTP) on organizing workshops with sharing fund). |
3. Challenges on Nuclear HRD
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The age distribution in nuclear institutes is one of very important issues that must be anticipated seriously. |
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Main problem in nuclear HRD is the very wide gap on personnel competency between senior and junior. |
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Some necessary action: perform training needs analysis; acceleration of competency development (i.e. sending abroad to have training); coaching mentoring approach; and development of nuclear knowledge management system. |
Japan
According to the conclusion of the last HRD workshop, Japanese project leader Dr. K. YAMASHITA reported the structure and focal point of the Japan Nuclear HRD network. The network is supported by government, namely, MEXT, METI, MOFA and CAO. The focal point for NPP-related HRD from outside Japan is JAIF international cooperation center (JICC) and the focal point for nuclear HRD in general is JAEA. Numbers of participating organizations are 66 at present, for example, Universities, Industries, R&D-organizations, academic societies etc.
It was mentioned that nuclear research institutes should support Universities because they have essential role for nuclear HRD and provide certain number of nuclear engineers every year. Numbers of undergraduate students are about 800./ a year. Numbers of master and doctor students are about 800/ a year and 260 /a year, respectively. The JAEA accepts many students from universities as trainees or research students every year. Also, the JAEA provides researchers as professors to 20 Universities.
Japan has started the nuclear technology development with research reactor constructions. The JRR-3 is the first Japanese domestic reactor. It was constructed only by Japanese companies. The companies that participated the construction of it have become major nuclear companies in Japan also in the world now. It was strongly recommended that research reactors should be constructed by own domestic companies before introduction of NPP to collect nuclear technology. Also, the constructions of thermal power plants by own domestic companies were recommended to collect the technology of high temperature and high pressure. The collection of them opens the safe and sure introduction of NPP.
Kazakhstan
Kazakhstan government is carrying out persistent policy directed to the development of nuclear industry in the Republic of Kazakhstan, including beginning of its own nuclear power generation. In this connection our next purpose is human resources development on the base of fundamentality and quality, continuity of the science and education, researching and innovative activity determined to maximal satisfaction of the demands of the developing atomic branch.
The main governmental institutions involved to the process of nuclear human resources development are: Ministry of Education and Science, Atomic Energy Agency, Ministry of Industry and New Technologies. Organization under their supervision involved to the process of HRD and stakeholders are: Universities, National Nuclear Center of the Republic of Kazakhstan, NAC "Kazatompom", Park of Nuclear Technologies.
NNC RK interacts with the state universities through the joint decks providing students by experimental base for practice and for master and bachelor dissertation. Companies are providing promising students by grants for extra courses.
Opportunities of international cooperation with FNCA, JAEA, Russia and IAEA are also used for post graduate training.
The new HRD strategy will be directed to the maintenance of the developing atomic branch by qualified specialists in a full scale.
Milestones of the Strategy:
· Creation of material and moral motivation for labor career
· Vocational guidance and selection
· Providing conditions for professional development and retraining
· Formation of reserve for professional and management caree
On the basis of the involved institutions it is supposed to form Republican Training Center for Nuclear Engineers which will be appointed for the development of educative standards, programs, training courses for nuclear specialties organization, training and training control, certification of training results.
Korea
1. Strategy of National Nuclear HRD
Human Civilization is based on consumption of energy. Fossil Fuel has been important as energy source. But, Fossil Fuel is not any more good choice of energy because of restriction of climate change, availability and economic efficiency. And solar power, water-power, wind-power, tide-power… All these are not economic in terms of unit sale price, and not reliable in terms of energy security. Now we can conclude that nuclear power is indispensable choice now, even under new paradigm shift after Fukushima.
The higher society is civilized, the more human welfare is demanded. For human health, radiation is used in medical diagnosis and therapy. And it is also applied in agriculture, food processing, hygiene, and industrial utilization and environment, and so on. Radiation application is widely used for human welfare. So HRD is more required along with nation's development.
Nuclear HRD is one of the most important keys for promoting nuclear energy use. Newcomer countries for nuclear power needs people in the various fields for capacity building such as regulation and safety, construction, operation and maintenance of NPP, R&D etc. Also countries with NPP needs more manpower because of new NPP's and R&D for the future, safety and regulation demand.
According to Korea's Basic Plan for National Energy System ('08-30), Nuclear portion of energy will be increased from 36% in 2008 to 59% by 2030. To fill the gap, more NPP's should be constructed. That means that Korea needs to construct 18 more NPPs in addition to 23 NPPs operational. Export of research reactor or NPP for electricity is another source of increasing demand of nuclear HRD. So is the large scale of nuclear R&D such as SMR such as SMART, Future nuclear system like GEN 4, and advanced research reactor.
Safety regulation due to Fukushima accident results in more HRD demand.
New national nuclear promotion plan starting from this year is similar and will continue promoting nuclear energy policy, such as supporting for nuclear educations programs in universities, and maintaining qualified nuclear personnel in industries and R&D parts, and encouraging the global competitiveness of nuclear manpower. If I conclude our government's policy in a Phrase, I can say that "Steady and Strong Support!" But, after Fukushima, public opinions are somewhat distracted.
2. Network and Cooperation
Our national nuclear HRD framework consists of two groups belonging to 2 ministries. Under the ministry of education, science and technology are 12 universities having nuclear engineering departments, nuclear training & education center of KAERI, and nuclear safety school of KINS. On the other hand, nuclear power education institute of KHNP and nuclear maintenance training center of KPS belong to the ministry of knowledge and economy.
Nuclear HRD actors have their unique area of HRD such as R&D for KAERI, safety regulation for KINS, basic education for universities, KEPCO for commercial electricity, KHNP for NPP operation, KPS for NPP maintenance. Whenever HRD needs are overlapped, these actors cooperate nationally or internationally. A council for nuclear education cooperation was launched last year to meet the cooperation needs.
We have 2 Web-based International cooperation. ANENT web portal was launched 7 years ago. It was used for information exchange, nuclear education and training database and cyber platform for Asian member states. IAEA (NKM) section develops web-portal CLP4net for cyber learning for IAEA member states in the world. It is developed in LMS-MOODLE basis. KAERI has been working together with IAEA for ANENT and CLP4NET development.
Malaysia
| 1. |
The framework for nuclear human resource development program in Malaysia is based on mutual beneficial relationship among nuclear related entities including government, regulatory authority, nuclear research and development institutions, educational institutions, industries, utilities and operator, and society or associations. Each of the entities varies in functions and roles to support the development of competent and qualified nuclear workforce considering different levels of manpower (professionals, technicians, craftsmen). |
| 2. |
The core element of nuclear human resource development program is education and training system. All human resource programs must be aligned with national program and closely partner with industries and international cooperation. |
| 3. |
In addition, education and research institutions should play an effective role in human resource development programs and research and development. Cooperative partnership and collaborative efforts can assist in strengthening the nuclear HRD program and must be expanded beyond borders to enable sharing of expertise and experiences for a better and balanced global development. |
Mongolia
In near future, Thermal Power Plant won't be able to sufficiently provide Mongolia's electricity energy; therefore by the government support in terms of national policy, and by the participation to international programs and projects, scientific approach to this problem is required.
Within the implementation of project I and II - Preparatory plan of the establishment of NPP, Mongolia will be able to obtain NPP. Therefore:
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National education and training system on nuclear engineering is necessary to be established in Mongolia. |
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Train trainees (for establishing national education system for nuclear science and engineering, first, to educate lecturers, researchers abroad. Later, those persons would be take in part into educating national personals) |
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Learn experiences with NPP introducing countries |
However, there is an important issue of public acceptance. Fukushima Daiichi NPP accident had a strong influence and created a fear among the public, it is essential to eliminate their doubt and explain positively the needs and the activities of Nuclear Energy.
The Philippines
1. Government Policy and Budget for Nuclear HRD
The Department of Science and Technology (DOST) has as one of its priority thrusts, S&T Human Resource Development. It allocates around $10 million a year for graduate degree scholarships in the sciences in local universities, but there is no specific budget for nuclear HRD. The graduate degree scholarships are under the following programs of the DOST:
| a) |
Accelerated S&T Human Resource Development Program (ASTHRD); |
| b) |
Engineering Research & Development for Technology (ERDT) Program; |
| c) |
DOST Human Resource Development Program - for regular personnel of DOST. |
The Philippine Nuclear Research Institute (PNRI) which is mandated by law to promote and regulate the peaceful applications of atomic energy, is the focal agency for nuclear HRD. It does not have the budget to send its personnel for education or training in the nuclear field outside the country. To a limited extent, funding support from the DOST may be tapped for graduate studies in nearby ASEAN countries. For foreign training in the nuclear field, the PNRI avails mainly of training programs offered by the IAEA, MEXT of Japan, bilateral HRD agreements and cooperation with the EC, USDOE, USNRC.
2. Strategy of Nuclear HRD
The strategy of nuclear HRD involves the strengthening of local training conducted by the Nuclear Training Center of the Philippine Nuclear Research Institute (PNRI); enhancing nuclear S&T education in schools and universities; HRD through international cooperation; and HRD through the program of DOST to encourage Filipino scientists abroad to return for short periods.
The Nuclear Training Center of the Philippine Nuclear Research Institute (PNRI) conducts nuclear training courses and seminars for non-power and power applications, as well as Non-Destructive Testing (NDT). In 2011, 46 training courses & seminars were conducted, with 624 participants.
In preparation for a nuclear power programme, an HRD Plan for Nuclear Power is being prepared by the Inter-Agency Core Group on the Study of Nuclear Power as a Long Term Energy Option for the Philippines (precursor of the NEPIO. If the next NPP will be a turnkey project, it is not planned to develop all the competencies for the design, construction and commissioning. Many competencies required during Phases 1 & 2 according to the IAEA Milestones document could be contracted out or international/bilateral assistance could be availed of. The Philippines will focus on competencies needed by the regulatory body and competencies to operate and maintain the plant to ensure nuclear safety.
3. National Nuclear HRD Network
For nuclear education and training activities, the PNRI maintains linkages with:
| a) |
universities; |
| b) |
professional societies such as the Philippine Society for Non-Destructive Testing (PSNT); Philippine Society for Nuclear Medicine (PSNM); Philippine Association for Radiation Protection; |
| c) |
member agencies of the Inter-Agency Core Group on Nuclear Energy; |
| d) |
national security, intelligence and relevant agencies for nuclear security; |
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other research institutions. |
Thailand
1. Government Policy
The recent Power Development Plan 2010 - 2030 (PDP2010) indicates scheduled commercial operation dates of two 1,000MW nuclear power plant in 2026 and 2027 respectively( 3%of total generating capacity).
2. NPP Human Resource Development Strategy
Nuclear HRD plan has been initiated by Nuclear Power Infrastructure Preparation Committee (NPIPC) of the National Energy Policy Council (NEPC).
The Electricity Authority of Thailand (EGAT) has established the HRD strategy including enroll in education program and training program at local university and local research institute, oversea education and training, on the job training at NPP construction/operation, recruitment, provide scholarships in the critical areas of study, create partnership with other NPP utilities and organizations, establish in-house training center and coordinate with international consultants/ organizations/ agencies/NPP.
3. Nuclear Research Institute and University in HRD Nuclear Technology Applications and NPP
Thailand Institute of Nuclear Technology (TINT) provides training courses/seminar/meeting to enhance knowledge and experience of specialists from research institutes, universities, hospitals, industries, etc. (1,500 persons/year) and also supports EGAT HRD training program on nuclear technology applications and technical visit to research reactor, radioisotope production facility and radioactive waste management facility (2,500 persons/year).
National universities also support HRD on nuclear application and NPP programs e.g. Chulalongkorn University offers PhD (Nuclear Engineering), Master of Engineering (Nuclear Engineering) and Master of Science (Nuclear Technology). The number of graduates is approximately 10-15 persons for each curriculum.
4. International cooperation
One of the most important strategies for Nuclear HRD in Thailand is international cooperation through existing channels such as Regional Cooperative Agreement (RCA), Forum Nuclear Cooperation in Asia (FNCA), MEXT- Japan, Korea Atomic Energy Research Institute (KAERI), Asian Nuclear Safety Network (ANSN), Asian Nuclear Education and Training (ANENT), US Department of Energy, etc.
Vietnam
On the 3 January 2006, the Prime Minister signed a decision on launching the "Strategy for Peaceful Utilization of Atomic Energy up to the year 2020", which determined the objectives and road-map for atomic energy development in Vietnam on both non-power and power application. On 27 December 2007, the Prime Minister approved "National Strategy for Energy Development up to 2025, vision to 2050" The strategy promotes nuclear power with the objective that up to 2050, nuclear power will be accounting for 15-20 % of total electric power generation.
Vietnam has concrete project for introducing nuclear power plant. This project consists of Ninh Thuan 1st nuclear power plant (Phuoc Dinh, reactor 1-2) and Ninh Thuan 1st nuclear power plant (Vinh Hai, reactor 3-4). Total capcity is 4,000 MW, 2,000 MW for each plant, and Russia and Japan will supply. It has been submitted by the government for the National Assembly and approved on 25 November 2009. The investor will submit an application for authorization in 2012, tender and signing EPC (Engineering, Procurement and Construction) will be about 2013, and commencement of construction in about 2015.
By estimate, 2,400 engineers and 350 master degrees and PhDs will be needed for nuclear power project up to 2020. Vietnam has established nuclear HRD network, where Ministry of Science and Technology (MOST) and Ministry of Education and Training (MOET) take charge of hub/secretariat. HRD network includes Electricity of Vietnam (EVN), universities and colleges, institutes and Nuclear Research Institute in Dalat, and Vietnam Atomic Energy Institute (VINTATOM), and supports students, young researches working in nuclear energy.
Especially, Electric Power University (EPU), Da Lat University (DLU), and Ho Chi Minh University of Science (HCMUS) have recently established nuclear related faculty respectively.
Attachment 2: Conclusion of FNCA HRD WS, 12-14 September, 2012, China Objectives of the HRD Project
| Objectives of the HRD Project |
| 1. |
The meeting reconfirmed that the role of the HRD project is as follows:
· Sharing experience and information on strategy, challenges and planning of nuclear HRD;
· Enhancing cooperation among FNCA countries for addressing challenges of nuclear HRD;
· Implementing and strengthening ANTEP.
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| National network of nuclear HRD |
| 2. |
The meeting noted that some countries have established a national network for effective HRD while in some countries the establishment of a network is still under development. |
| 3. |
The meeting agreed that the establishment of national networks should be reported to the 13th Ministerial Meeting, November 2012. |
| 4. |
The meeting noted that the national focal points for HRD of member countries have been designated: it is a single contact point for international HRD cooperation, as well as the national hub of the HRD network.
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| HRD for nuclear power plant program |
| 5. |
The meeting underlined the particular importance of strategic planning in HRD for the introduction of the 1st nuclear power plant. |
| 6. |
The meeting noted that China is the model of a successful HRD program for nuclear power which has been increasing rapidly. |
7. |
The meeting agreed that the HRD program for safety of nuclear power plant is particularly important after the accident of Fukushima Daiichi nuclear power station. |
| 8. |
The meeting recognized that the role of vendors are significantly important for HRD and should be well integrated into the national HRD strategy. |
| 9. |
The meeting underlined the essential role of universities and nuclear institutes for HRD. |
| 10. |
The meeting noted that nuclear power could play a role to secure energy supply and to mitigate emission of carbon dioxide in most of the FNCA member countries.
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| Nuclear Knowledge Management |
| 11. |
The meeting expressed concern about the large competence gap of nuclear technology applications between senior generations and new generations. |
| 12. |
The meeting recommends that the next workshop of HRD should include this particular nuclear knowledge management (NKM) issue in the agenda in order to exchange knowledge on strategic and effective NKM in member countries.
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| Securing government funds for HRD |
| 13. |
The meeting underlined the importance of securing national funds for planning and implementing the HRD program. |
| 14. |
The meeting recognized that a clear policy decision for a national HRD plan of nuclear power and nuclear applications is essential for planning of appropriate skills and competencies. |
| 15. |
The meeting noted that distance learning may be a good tool for cost saving in HRD by effective integration with practical training.
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| Asian Nuclear Training and Education Program (ANTEP) |
| 16. |
The meeting appreciated the member countries' offer of ANTEP programs. |
| 17. |
The meeting, however, recognized these offers are not well implemented due to shortage of HRD funds in member states, and urges the governments to consider provision of funds for fellowships for effective usage of the offered programs. |
| 18. |
The meeting encouraged the member countries to offer a program with financial support for trainees. |
| 19. |
The meeting highly appreciated the MEXT contribution for the NREP and expressed a wish to increase the number of fellowships.
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| HRD for nuclear applications |
| 20. |
The meeting agreed that the collaboration with end-users of nuclear application technology including HRD is important to achieve commercial applications. |
| 21. |
The meeting noted the importance of HRD of technicians for maintenance of instruments for nuclear medicine and radiation therapy. |
| 22. |
The meeting proposed to organize a regional symposium on application of heavy ion beams in the fields of agriculture, material science and human health.
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| Direction and plan |
| 23. |
The meeting agreed in principle the proposed plan including the following points:
| (1) |
Following-up on the national HRD network; |
| (2) |
Sharing experience and information on strategy, challenges and planning of nuclear HRD; |
| (3) |
Strengthening the support of nuclear research institutes to universities; |
| (4) |
Enhancing cooperation amongst FNCA countries for addressing challenges of nuclear HRD; |
| (5) |
Implementing and strengthening ANTEP; |
| (6) |
Defining specific activities on HRD where cooperation through the FNCA is needed to implement a national program.
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| Others |
| 24. |
The meeting noted that the recommendations on HRD from the 13th FNCA Coordinator Meeting will be presented to the 13th FNCA Ministerial Level Meeting for comment. |
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