Human resource development for the regulatory body in Pakistan” Application Set

CONTENTS Introduction Human Resource Needs for PNRA Recruitment and Retention Strategies Application of Four Quadrant Model Competency Needs Assessment Maintenance of the Competence External Support for PNRA

BACKGROUND Before the emergence of PNRA, the Directorate of Nuclear Safety and Radiation Protection (DNSRP) was responsible for licensing of NPPs in Pakistan as part of Pakistan Atomic Energy Commission (PAEC) When PNRA was established as an independent regulatory body in 2001, thirty eight technical officers were transferred from PAEC to run the affairs of PNRA.

PNRA INITIAL CHALLENGES Lack of Human Resource Ageing of existing manpower Development of Human Resource on Fast Track Development of Physical Infrastructure Establishment of Training Infrastructure

CHALLENGE OF HUMAN RESOURCE DEVELOPMENT At the request of Pakistan, an International Regulatory Review Team (IRRT) of IAEA visited PNRA during December 2003 and conducted a detailed peer review One of the key recommendation was to establish a “Human Resource Department at PNRA to focus on determining the human resource requirements for each directorate and identify their competency needs

RECRUITMENT STRATEGY Current and future manpower requirements were identified keeping in view the existing and future activities of PNRA A multi-layered approach was adopted for inducting young professionals Graduates with nuclear engineering degree were inducted (from Pakistan Institute of Engineering and Applied Sciences, PIEAS and Karachi Institute of Nuclear Power Engineering, KINPOE) Due to more requirements, engineers and scientists graduating in various other disciplines were also inducted directly from universities

RECRUITMENT AND RETENTION STRATEGIES

Capacity Building RECRUITMENT AND RETENTION STRATEGIES National PSD Projects National International

RECRUITMENT AND RETENTION STRATEGIES PNRA undertook several Public Sector Development Projects for capacity building of its staff: Centre for Nuclear Safety (CNS) Nuclear Security Action Plan (NSAP) PNRA’s School for Nuclear and Radiation Safety (SNRS) National Dosimetry and Protection Level Calibration Laboratory (NDCL) National Environmental Radioactivity Surveillance Programme (NERSP) Safety Analysis Centre (SAC) A number of retention strategies are being applied at PNRA to keep knowledge assets available. Some of the strategies being adopted are as follows:   Competitive Salaries & Fringe Benefits In-house/Local Trainings Foreign Trainings/Fellowships/Workshop/Meetings Higher Education 3.1 Competitive Salaries & Fringe Benefits At PNRA staff members are offered with competitive salaries as compared to many other Government organizations. Irrespective of salary, following other benefits are also given: Medical facility House Hiring Facility Official Transport Recreational Trips Indoor Games House Hiring

RETENTION STRATEGIES Competitive Salaries & Fringe Benefits - Medical facility - House Hiring Facility - Official Transport - Recreational Trips - Indoor Games - House Hiring In-house/Local Trainings Foreign Trainings / Fellowships / Workshop / Meetings Higher Education A number of retention strategies are being applied at PNRA to keep knowledge assets available. Some of the strategies being adopted are as follows:   Competitive Salaries & Fringe Benefits In-house/Local Trainings Foreign Trainings/Fellowships/Workshop/Meetings Higher Education 3.1 Competitive Salaries & Fringe Benefits At PNRA staff members are offered with competitive salaries as compared to many other Government organizations. Irrespective of salary, following other benefits are also given: Medical facility House Hiring Facility Official Transport Recreational Trips Indoor Games House Hiring

COMPETENCE AND TRAINING NEEDS ASSESSMENT Based on IAEA TECDOC 1254 and SARCON Model Determining competence needs Gap analysis Identifying training requirements Arrange required trainings

COMPETENCE AND TRAINING NEEDS ASSESSMENT A detailed competency gap analysis was conducted for each directorate, for senior, intermediate and junior level positions The gap analysis was conducted through a quantitative analysis using a questionnaire developed for each directorate based on four-quadrant framework

IAEA FOUR QUADRANT MODEL 1. Competences related to the legal, regulatory and organizational basis 1.1 Legal basis 1.2 Regulatory policies and approaches 1.3 Regulations and regulatory guides 1.4 Management system 2. Competences related to technical disciplines 2.1 Basic Science & Technology Competence 2.2 Advanced Science & Technology Competence 2.3 Specialized Science & Technology Competence 3. Competences related to regulatory body’s practices 3.1 Review & Assessment 3.2 Authorization 3.3 Inspection 3.4 Enforcement 3.5 Development of regulations and guides 4. Competences related to personal and interpersonal effectiveness 4.1 Analytical thinking and problem solving 4.2 Personal effectiveness and Self Management 4.3 Communication 4.4 Team work 4.5 Management and Leadership 4.6 Safety Culture

IAEA TNA STEPS Staff self- assessment Periodic Review Regulatory functions Specific tasks Required KSAs Competence Gap analysis Training, Recruitment or Outsourcing Existing personnel KSAs Management Assessment Staff self- assessment KSAs = Knowledge, Skills, Attitudes

COMPETENCY NEEDS ASSESSMENT EXERCISE METHODOLOGY Step 1: Identification of PNRA functions and responsibilities Step 2: Identification of PNRA directorates tasks Step 3: Identification of PNRA individual tasks Step 4: Competence Assessment

METHODOLOGY

COMPETENCY NEEDS ASSESSMENT METHODOLOGY Step 4: Competence Assessment Qualitative Approach Interviews (structured/unstructured ) with senior officers Quantitative Approach Questionnaire based on IAEA 4 Quadrant competency model

COMPETENCY NEEDS ASSESSMENT EXERCISE Step 4: Competence Assessment

COMPETENCY DEVELOPMENT PROGRAM The competency development program of PNRA has three components: In-house training – NISAS From resources within PNRA From resources outside PNRA (national and international) Training within country Foreign trainings IAEA Other countries

MAINTENANCE OF THE COMPETENCE Level-1: Basic professional training course, useful for beginners in their regulatory careers, equivalent to IAEA BPTC Course Nuclear Safety Radiation Safety Regulatory Control Physical Protection and Nuclear Security

MAINTENANCE OF THE COMPETENCE Level-2: Slightly advanced level courses, practical involvement in regulatory activities for a period of at least 1 year, mandatory for junior regulators Professional Training Course on PWR NPPs Systems Professional Training Course on PHWR NPPs Systems Professional Training Course on Radiation Protection Professional Training Course on Physical Protection and Security of Nuclear Installations

MAINTENANCE OF THE COMPETENCE Level-3: Specialized courses enabling technical staff to conduct analytical, safety related research work or review, assessment and regulatory inspection, cover quadrant 3 of the competency model, suitable for senior regulators Review and Assessment Inspection and Enforcement Soft Panel Training Simulator Thermal Hydraulics, PSA, Ageing Management, etc.

MAINTENANCE OF THE COMPETENCE Level-4: Designed for senior level officers experienced enough to perform the regulatory activities in a wide range of complex and non-routine situations, cover the management and interpersonal skill development part given as fourth quadrant of the competency mode Mostly organized by other professional training institutes (e.g. PIEAS) Leadership skills Team building and motivation skills Negotiation and conflict management Strategic Planning

MAINTENANCE OF THE COMPETENCE In-house Training at NISAS (Nuclear and Radiation Safety)

MAINTENANCE OF THE COMPETENCE In-house Training at NISAS (Nuclear Security)

MAINTENANCE OF THE COMPETENCE

EXTERNAL SUPPORT FOR PNRA In addition, PNRA signed agreements of bilateral cooperation with the following organizations of vendor country for competency development National Nuclear Safety Administration (NNSA), Beijing Nuclear Safety Center (NSC), Research Institute of Nuclear Power Operation (RINPO/CNPO), Xi’ an Jiaotong University, Chinese language course in Beijing Language and Cultural University (BLCU)

EXTERNAL SUPPORT FOR PNRA Cooperation with NNSA of China After the creation of PNRA, the Agreement was made between PNRA and NNSA in 2004 for five years which was extended further in 2009 and in 2014 and is still valid CNS as PNRA TSO has now Agreements of Cooperation with NSC and North China Regional Office (NCRO) Further, mechanism of annual Steering Committee Meeting is in place since 2005 to review progress of implementation of decisions made at this forum

AGREEMENT WITH RINPO/CNPO EXTERNAL SUPPORT FOR PNRA AGREEMENT WITH RINPO/CNPO PNRA has an agreement with RINPO (Research Institute of Nuclear Power Operation in 2007, RINPO is currently merged into China Nuclear Power Operation Technology Corporation, Ltd (CNPO) Training in the following areas: Pre Service Inspection (PSI) / In service Inspection (ISI) Operating Experience Feedback and Information Exchange Management Techniques for Nuclear Power plant under construction NPP engineering and design Ageing Management

SOFT PANEL TRAINING SIMULATOR Group performing Operation Activities Ex-Chairman PAEC visiting the Simulator Room

TRAINING TOOLS / PHYSICAL MODELS

NDT EQUIPMENT

HYPOTHETICAL PLANT MOCK-UP MODEL

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