1. 1 G.Shirkov, JINR Scientific Council, 19.01.2006 SUPPLEMENTS TO THE PROGRAMME OF JINR’s SCIENTIFIC RESEARCH AND DEVELOPMENT FOR 2004–2009 I. JINR Engineering and Technical Infrastructure II. Young Staff at JINR The aim is to provide: - technical basement and conditions - active and skilled personnel for realization of the Scientific Programme

2. 2 G.Shirkov, JINR Scientific Council, 19.01.2006 I. JINR Engineering and Technical Infrastructure Development of the engineering infrastructure is in progress in the framework of the basic facilities modernization programme. To ensure the operation of running facilities it becomes more and more important to replace the old and broken-down equipment. Many systems or their parts have grown out of date not only morally but also physically and are now in a dangerous condition.

3. 3 G.Shirkov, JINR Scientific Council, 19.01.2006 The purpose of this Supplement to the Programme of JINR’s Scientific Research and Development for 2003–2009 is to give a systematic analysis to the current state of the technical infrastructure and to propose main steps of the technical policy aimed at implementing of this Programme. I.DEVELOPMENT OF THE ENGINEERING INFRASTRUCTURE OF BASIC FACILITIES II.JINR ENGINEERING INFRASTRUCTURE 1.Electric power 2.Heat supply 3.Water supply and sewerage 4.Nitrogen plant 5.Cooling systems 6.Telephone communication III.SAFETY PROTECTION I.Radiation and nuclear safety II.Physical protection III.Labour protection, industrial safety IV.Fire safety

4. 4 G.Shirkov, JINR Scientific Council, 19.01.2006 A special item of the presented Progamme deals with providing effective safety protection of JINR vital structures from technogenic accidents and, in the current situation, possibly from terrorist threats. Lack of attention to the engineering and technical maintenance of vitally important and potentially dangerous elements of the JINR infrastructure may lead to serious consequences. Accidents at JINR facilities or in engineering communication systems may cause dramatic impact not only on the Institute, but also for all the inhabitants and the environment of the town. Strict implementation of all norms and regulations in all types of safety measures is very important and include.

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10. 10 G.Shirkov, JINR Scientific Council, 19.01.2006 II. Young Staff at JINR The current demographic state of the Institute’s staff is complicated as evidenced by its high average age and by the personnel structure. Some of the most capable and active specialists have gone abroad. Many high-experienced specialists, especially among the engineering and technical staff and highly qualified workers are approaching retirement and in several years can leave the Institute without sharing their experience and skills with youth. The Supplement “Young Staff at JINR” has the following aims: to bring up a new generation of highly skilled research staff; to attract active young scientists and specialists to work at JINR; to make for their further remaining at JINR as its staff members. Problems:

11. 11 G.Shirkov, JINR Scientific Council, 19.01.2006 Personnel age structure in 1989 and in 2005 The average age of the JINR scientific staff has been stabilized and it is 51. There exists a positive tendency to attracting graduates to JINR. At the same time we are in evident want of youth at the age of 28 - 40. Such situation has been caused by a large number of youth leaving JINR due to complicated living and social conditions, housing and career problems. Demographic Situation

12. 12 G.Shirkov, JINR Scientific Council, 19.01.2006 JINR has about 900 staff members at the age under 33: 534 - unfinished higher and higher education, 84 - specialized secondary education, 282 - general unfinished and general secondary education. Distribution of young staff members (583 - 16%) by JINR scientific subdivisions The middle age of a candidate of science (Ph.D.) is 56 and 65 for doctor degrees. Due to low motivation only a small number of JINR young specialists defend Ph. D. thesis. Only 14 candidates of science at the age under 33.

13. 13 G.Shirkov, JINR Scientific Council, 19.01.2006 distribution of a number of candidates of science (PhD) by age The middle age of a candidate of science (Ph.D.) is about 56 and 65 for doctor degrees. Due to low motivation only a small number of JINR young specialists defend Ph. D. thesis (Candidate of science degree). Now JINR has only 14 candidates of science at the age under 33, that is only 5% of all the young staff members of JINR.

14. 14 G.Shirkov, JINR Scientific Council, 19.01.2006 Summary of Analysis of Demographic Situation 1. Social and living conditions of young scientists and specialists Financial position of the majority of young scientists and specialists corresponds to the level of living wage. Now the average salary of JINR staff is lower then in Dubna and in Moscow region. 2. Low motivation The opportunities of scientific and professional growth are not high enough. Low perspectives of carrier growth due to high average age of administrative and scientific leaders at JINR. As a result of low motivation only a small number of JINR young specialists defend Ph. D. thesis.

15. 15 G.Shirkov, JINR Scientific Council, 19.01.2006 Proposals 1. Attracting of talent and active youth The system for attracting youth to the Institute has been created, it works in general and should be improved. One of main JINR’s developed priorities is education: JINR mainly recruits young specialists from graduates who receive their education in Dubna – at the JINR University Centre, Dubna University, at the Dubna branch of Moscow Institute of Radioenginiering, Electronic, and Automatics (MIREA), and some others regional Universities. To attract youth to science, JINR’s efforts are going to be aimed at: realizing the idea of continuous education extending over the high school → higher education institution → a research centre; selecting teaching staff from the leading scientists; and providing the material resources necessary for achieving these aims; traditional scientific conferences and schools for young scientists and specialists; outdoors seminars, lectures and excursions to JINR for students and teachers in Dubna and in regional schools and institutions; regular seminars and meetings for young scientists and specialists with the famous scientists and veterans of JINR.

16. 16 G.Shirkov, JINR Scientific Council, 19.01.2006 2. To Make for Young Staff Further Remaining at JINR The analysis shows that at present making for young scientists and specialists further remaining at JINR as its staff members is the task of the main priority. Improvement of Welfare standards and living conditions and social safeguards: clear prospects for salary rise depending on scientific and production achievements of a young specialist; minimal guaranteed salary for young specialists; creation of a system of personal bonuses and grants depending on the results of scientific and professional activity of a young specialist; continue of awarding of Annual JINR Prizes for young scientists and specialists; possibility of purchasing an apartment.

17. 17 G.Shirkov, JINR Scientific Council, 19.01.2006 Housing problem The following measures are proposed to be realized: Credit mechanism aimed at housing construction for youth at the expense of Federal and regional budgets, including as part of it the budget of Dubna “Science Town Development Programme”. At the present moment in Dubna exists a programme of “Housing Provision for Young and High Skilled Scientists and Specialists Working at Scientific Production Organization or Budgetary Sphere in Dubna”. Granting young specialists loans bearing no interest from the Institute budget and making JINR’s guarantied arrangements with banks about long-term cheap credits for young staff members. Effective exploitation of available JINR’s housing. Construction of hostels for small families to provide staff members, working at JINR, with apartments. Professional growth The most important one is an Institute staff policy aimed at advancement of the youth and dismissal of the staff members at the age above 65. In addition: Creation of Staff Reserve Program. Youth from JINR Staff Reserve is recommended for designation to all the leading positions at JINR. Arranging special optional courses of improvement of professional skill on the basis of JINRs’ UC.

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