1. www.belv.be 06/12/2012 info@belv.be IAEA SC Meeting December 2012 1 4 th Meeting of the Steering Committee on Competence of Human Resources for Regulatory Bodies and Seminar on SARCoN Progress towards the application of SARCoN in Bel V Pierre MIGNOT December 2012

2. www.belv.be 06/12/2012 info@belv.be Context Objective of the SARCoN tool is to help the regulatory body to carry out a competence gap analysis by comparing the existing competences of each individual or each unit to the required competences. Outcome of the application of the SARCoN tool are the competence gaps and NOT the training needs. Based on the results of SARCoN, an analysis must be performed to decide how to fill the gaps and to establish priorities. Training is one of the methods for addressing the competence gaps. If training is chosen, then a TNA (Training Needs Assesssment) must be carried out in order to establish the training programmes. IAEA SC Meeting December 2012 2

3. www.belv.be 06/12/2012 info@belv.be Missions in Asia South Korea: July 2012 Regional Training course on SAT in NS for Trainers Participants: 3 Malaysia, 2 Vietnam, 3 Indonesia, 2 Bangladesh Presentation of SARCoN guidelines Philipines: July 2012 Expert mission to assist in HRDP preparation Participants: PNRI + Zimmermann Use of SARCoN tool as an example for the position of senior inspector Thailand: November 2012 Expert mission to review the HRDP Participants: BNSR of OAP + Koenick, Mansoor Demonstration of SARCoN tool IAEA SC Meeting December 2012 3

4. www.belv.be 06/12/2012 info@belv.be Competence Management Competence Management is embedded in IMS/QMS and all the documents/procedures are developed in A08: A0801: Propose and implement the HR strategies A0802: Administrative and Social HRM A0803: HR Mgt and Development by Competences 1.Description of roles + Definition of competence/qualification requirements 2.Competence gap analysis and TNA (SAT1) 3.Training programmes for staff based on TNA (SAT2, SAT3) 4.Implementation of training based on Training programmes (SAT4, SAT5) 5.Manage individual development plans A0804: Assess the HRM process IAEA SC Meeting December 2012 4

5. www.belv.be 06/12/2012 info@belv.be Competence Management Current situation A0803New situation A0803 Define organizational chart Describe roles of people with tasks: only 18 roles are defined Describe roles of people with tasks: 32 roles will be defined Define competence/qualific requts Tree of roles and affectation of people Competence Gap Analysis A080302 Training Needs (SAT1)Training Needs Assessment Training programme of staff (SAT2): A0705 Training programme of staff (SAT2) A080303 Implementation of training (SAT4) A0804 Implementation of training (SAT4) A080304 Evaluation of Training (SAT5) IAEA SC Meeting December 2012 5

6. www.belv.be 06/12/2012 info@belv.be Competence Gap Analysis Reasons for revision of IMS structure and incorporation of a competence gap analysis sub-process: Improved coordination for training activities Incomplete description of roles in former IMS Large number of newcomers Harmonisation of practices between unit managers Systematic Approach to TNA Objective of the Competence Gap Analysis Identify the missing competences of Bel V at any organisational level or for the organisation as a whole Give guidance for the establishment of training programs for Bel V staff on the basis of a TNA resulting from the competence gap analysis IAEA SC Meeting December 2012 6

7. www.belv.be 06/12/2012 info@belv.be Competence Gap Analysis Description of process 1.Competence management, including RACIT analysis 2.Competence model with 4 quadrants 3.List of competences required 1.Determine the main tasks related to each role in the role descriptions 2.Develop a reference list of KSAs corresponding to the functions/tasks 4.Implementation of SARCoN 1.Determine the KSAs levels required 2.Determine the KSAs level existing (self-assessment) 3.Evaluate the results of the self-assessment of the existing levels of competences 4.Carry out the competence gap analysis 5.Analyse the gaps in order to produce a map of gaps for the whole organisation 6.Prioritize the gaps and allocate resources to fill some of the gaps 5. Methods of acquiring competences IAEA SC Meeting December 2012 7

8. www.belv.be 06/12/2012 info@belv.be Conclusions Development of IMS: –Use of SARCoN is requested by the new IMS sub-process related to competence gap analysis –Role descriptions with associated tasks to be completed –Documents/Procedures associated with the new A08 have been developed (except some role descriptions) and/or adapted but they are not approved yet Implementation of IMS: –Reference list of KSAs must be established –Application of SARCoN for each staff member has to be done on the basis of the reference list of KSAs IAEA SC Meeting December 2012 8