[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] 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)

[en] The dimensions of a nuclear power training programme for developing nations seeking to establish nuclear power plants as an electrical power supply go far beyond those for the immediate staffing of the plants itself. Training needs for the utility management and supporting staff, governmental agencies and, dependent upon the social structure of the country concerned, the general public must be recognized. Sources of personnel to be trained must be identified and training programmes to meet the identified needs developed or acquired through contractual arrangements or participating in establishing training activities at home or abroad. (author)

[en] The requirements for the basic and additional qualifications of nuclear power plant workers in the GDR are provided by legal and intra-plant regulations. In addition to basic training at universities, colleges and vocational schools, theoretical and practical training is also necessary. At regular intervals refresher courses and examinations are necessary. Managerial staff whose range of responsibility includes radiation protection regulations and radiation protection and medical officers must have s State Certificate in Radiation Protection. The courses are held by the Nuclear Safety and Radiation Protection Board of the GDR. The requirements for the basic qualifications as well as the necessary additional and refresher training are described. (author)

[en] This paper is aimed at establishing the quantitative manpower requirements for the nuclear power industry in Czechoslovakia. Four variables are put forward for the calculation, namely the basic number of personnel, theoretical training, practical training and specific number of personnel, which are expressed mathematically and for which algorithms are derived. The calculational model takes into account such factors as trends in time, labour productivity and variation in manpower availability. The logical structure of the 'Manpower Balance' programme is described in brief, together with the way in which it is implemented. Each of the calculation variables is illustrated by some representative data. (author)

[en] The future planned level of nuclear power generation was recently amended by the Japan Atomic Energy Commission to 33 GW by the year 1985. It means that further construction of at least 19 nuclear power plants of 1000 MW(e) each will be needed for the accomplishment of this new plan during the next seven years. The technical manpower requirement for this new plan is estimated in this paper by use of a typical model, which requires a staff of 100 persons for the normal operation of a 1000-MW(e) nuclear power plant. Among these technical staff members, the number of well-trained and experienced persons, i.e. 'key personnel', is considered to be 28. A comparison between manpower requirement and supply for the new plan is made for reactor operators, technical staff, radiation safety staff and maintenance staff. Through this comparison, nuclear training programmes for the development of manpower needed for operation and maintenance is reviewed both from the aspects of quality and quantity by taking into account the functions of the existing training courses in Japan. In addition, the periodic inspection of a nuclear power plant requires almost 1300 persons per power plant; they do not belong to the nuclear power companies, but to either directly related or sub-contracted companies. The educational problems for the 'key personnel' among these people are discussed, and a new programme is proposed. (author)

[en] The present paper discusses what type of nuclear research institute is best suited for developing countries, particularly during the period when nuclear technology is imported and from the point of view of manpower development. It points out which scientific fields should be covered, which equipment has to be available and which research and training programmes should be offered. The importance of the mutual co-operation between the research centres and the related organizations in a country is stressed, as well as the importance of international co-operation between the institutions both in the different developing countries and in the countries with highly developed nuclear technology. (author)

[en] The authors first consider the type of manpower required by public organizations in the nuclear power sector so as to provide guidelines for those responsible for training it. They then seek to derive, from the example of other countries, the parameters needed for the analysis, such as the technical-professional range of the personnel required and the number (or percentage) of specialists among such personnel. Next, in order to describe the methods and criteria applied to ensure that personnel training meet the needs of nuclear power production in Brazil, the authors review the action taken since the establishment of the Brazilian National Nuclear Energy Commission. Indication is given of the way in which the Brazilian Government seeks to avoid the disadvantage of competition in terms of salary between specialized staff in the public and private sectors. (author)

[en] There is increasing awareness that chemistry and chemists have a vital function not only in the overall development of a nuclear power programme in a country, but also in the operation and maintenance of nuclear power stations. This role in operation and maintenance has come to the forefront because of increasing out-of-core radiation fields encountered in nuclear power stations due to inadequate attention having been paid to the maintenance of the water/steam chemistry requirements. This leads to serious man.rem problems in maintenance work both during operation as well as station outages and imposes greater penalties in terms of longer downtime and larger manpower requirements. In any nuclear power programme chemistry has an ubiquitous role. In fact it is the only discipline which has such a vital role in all facets of the nuclear power programme. These activities in chemistry require adequately trained personnel both at the scientist and technician/scientific assistant levels not only for operating the plants/facilities but to provide adequate R and D backup. Consequently almost from the inception of the nuclear power programme in India training programmes (at all levels of manpower requirements) were initiated. The primary requirement was, and still is, to train an adequate number of personnel who would contribute to a broad-based R and D programme in all the major areas of chemistry. Therefore, a broad-based one-year curriculum (theory and practice) was devised for our chemistry trainees which also includes mathematics, reactor physics, nuclear technology, health physics etc. It was also necessary to introduce courses in reactor chemistry for engineers. The details of the courses as well as the methods of evaluating the effectiveness of these courses and of updating them are discussed. (author)

[en] The United States of America's nuclear energy industry expanded rapidly between 1968 and 1977, with total employment increasing by approximately 60%. Between 1973 and 1977 employment grew at a rate of 6.8% per year. The nuclear industry appears to have reached a mature status with the primary focus on commercial activities. The relative number of workers involved in research and development activities, outside of contract research facilities, has declined considerably since 1968 but appears to have stabilized. The industry labour force still has a relatively high proportion (43%) of scientific, engineering and technical workers. The occupational employment composition appears to have stabilized in the various nuclear segments indicating the emergence of longer run occupational distribution patterns. Employment expanded rapidly between 1968 and 1977 in most nuclear segments, with the exception of the research and development segment, where employment decreased by one-third. The present uncertainties concerning nuclear power development could have substantial impacts on the nuclear-related scientific, engineering, and technical labour force if a sizeable contraction occurs in reactor design and manufacturing and in design of nuclear facilities. (author)