Training is the Life Blood of a Nuclear Operating Organization
A nuclear power generation program is a 100-year proposition.
- Four generations of workers
- Constant transition within the organization; many people will not stay 30 years
- Consequently: training begins early, is continuous, and only ends after decommissioning
Initial Training
- General Employee Training (GET)
- Initial Operator Training (IOT)
- Apprentice Training (Maintenance)
- Technical Training (Engineering)
Advanced training and requalification
- Reactor Operator (RO)
- Senior Reactor Operator (SRO)
- Journeyman/Master (Maintenance)
- Professional Development (Technical)
Line Organizations also have training
- Emergency Preparedness
- Quality Assurance/Quality Control
- Security Etc.
Meeting the Training Demands Requires Early Program Development & The Right Tools
Early program development
- Sufficient lead times are needed to ensure meeting project schedule demands
- Not too much lead time, so that personnel do not lose interest/qualification
The right tools
- Full scope simulator (plant operations)
- Large equipment mockups
- Equipment workshops
- Remote/on-line training
- Non-operations simulators (RP, etc.)
- Classroom training ▪ Field training
- “Hands on” training
- High Quality training materials
- Detailed system/component specifications
- High quality procedures
- High quality instructors
- Qualified instructors
- Available SMEs
You can read the full presentation here.