[en] Once the decision had been made to implement the Brazilian Nuclear Programme, there was an immediate challenge: to select, qualify and train the personnel to carry out the programme. Pertinent feasibility studies, which had been made before the decision, had already shown availability of personnel in sufficient number and with appropriate qualifications to be one of the most critical points of the programme. The studies had included preliminary evaluation of the requirements. However, to convert programme planning into actual implementation, an in-depth investigation appeared necessary to define personnel demand more accurately and also to establish in detail what qualifications should be attributed to them. Finally, it became essential to determine a strategy for selecting, qualifying and training personnel in order to achieve the planned objectives. This paper aims at describing breifly the work which was done and is being done, including some results so far obtained, and finally offering some comments on the experience acquired. (author)

[en] At an early stage of the Brazilian nuclear power programme, attention was focused on the formation and training of nuclear power station operators. A prime reason was the intention that nuclear power station operators in Brazil, as in many other countries, would be licensed on the basis of demonstrably achieving predetermined standards of knowledge and practical operational proficiency. By the end of the '80s the Brazilian nuclear power programme will require over 100 operators each year to have simulator training or retraining. With these numbers to be trained, the economy of providing a simulator in Brazil is established. The main goals set up for the simulator project were: (a) to build a simulator with the closest performance conditions to those of the actual operation of the simulated power plant; (b) to build up local competence in the area of simulation; (c) to train the team of instructors. The strategy evolved by NUCLEBRAS to meet these goals was to establish a simulator project team who would be responsible for carrying out the project, with full understanding of the characteristics of the various options. To develop the competence of the team, a sequence of carefully planned steps was defined: formal training overseas; writing the specification of the simulator; evaluating supply bids and conducting negotiations with the successful supplier; participating in the developing and testing of the simulator - all with the help of foreign consultants when considered necessary. (author)

[en] The technician has a responsible role to fulfil in nuclear industry, acting as a bridge between the engineer and the skilled worker. Technicians must have sufficient theoretical knowledge to communicate with engineers, and a thorough understanding of technological practice; the nuclear industry demands both theory and practice of a high standard. In Brazil the essential role of the technician in industry is in general recognized. However, the lack of a nationally recognized Nuclear Technician and Nuclear Technologist qualification, as well as a desire of the best technicians to quality as engineers and, in some areas, inadequate salaries has resulted in a shortage of well-trained technicians. A first step to ensure availability of these technicians is to improve their career prospects and status through definition of appropriate career standards and salaries. Practical training by the industry can only be given in factories, plants and construction sites where nuclear work is done. It is proposed to extend apprentice training centres at three sites, to give the most promising students after two years of apprentice training two further years of instruction and practice to qualify as Nuclear Technicians. The training centres are chosen to cover the three sectors of nuclear industry where special training of technicians is important: manufacture and construction; operation and maintenance; and testing and analysis for process control and safety. (author)