Research Article,  J Nucl Ene Scipower Generat Techno Vol: 10 Issue: 11

Workforce Planning and Capacity Building of Rooppur Nuclear Power Plant

Mohammad Omar faruk^1*, M. K. Hossain¹, M. Q. Huda¹ ,M. Shawkat Akbar^1,2

¹Bangladesh Atomic Energy Commission

²Nuclear Power plant Company Bangladesh Limited

*Corresponding Author:

M. O. Faruk
Bangladesh Atomic Energy Commission,
Tel no: 8801736477778;
E-mail: faruk.apece@gmail.com

Received date: August 28, 2021; Accepted date: November 17, 2021; Published date: November 29, 2021

Citation: Faruk MO, Hossain M. K, Huda MQ, Akbar MS (2021) Workforce Planning and Capacity Building of Rooppur Nuclear Power Plant. J Nucl Ene SciPower Generat Techno.10: 11

Abstract

Keywords: Nuclear Power Plant, Human Resource Development

Introduction

Energy is considered as one of the crucial factors for socioeconomic development. United Nations recently adopted 17 goals for Sustainable Development emphasized on access to affordable, reliable, sustainable, and modern energy for all [1]. As one of the developing countries, Bangladesh has an aspiration to upgrade as a middle-income country by 2021, but solution of power shortage is a key issue. To meet the growing energy demand, Bangladesh government has taken a firm decision to embark on the nuclear power program to reduce the dependency on the conventional fossil sources and for long term sustainable development [2]. For implementation of nuclear power program, Bangladesh Atomic Energy Commission (BAEC) as a Customer has signed a General Contract to construct a Nuclear Power Plant of 2400 MWe (two units of 1200 MWe each) at Rooppur under the Government ownership through technical and financial bi-lateral cooperation with the Rosatom State Corporation Engineering Division JSC Atomstroyexport (JSC ASE) Russian Federation as a Contractor [3]. Both NPP units are scheduled to be operational by 2024. As a newcomer country, human resource development is one of the big challenges for the nuclear power program and according to the General Contract, the Contractor (JSC ASE) shall carry out the professional training of the Customer's (BAEC) personnel and elaborate the training materials to such extent that they shall acquire required professional skills (competencies) needed for all the areas of Rooppur NPP construction, commissioning, operation, maintenance & repair. To achieve those competencies of the personnel, within the framework of the General Contract, the Contractor uses the graded systematic approach to training (SAT) applicable at present NPP in Russian Federation and NPP under construction abroad with the Russian participation, taking into account international experiences and International Atomic Energ y Agency (IAEA) recommendations [4]. With the cooperation of experienced vendor country, a well-structured workforce and human resource development (HRD) planning have been designed for Rooppur NPP. The main objectives of this article are aiming to discuss the workforce planning & training and how Bangladesh overcomes the difficulties and challenges of HRD for sustainable nuclear power program as a newcomer country.

Workforce Planning for Rooppur NPP

Nuclear industry is widely knowledge-based. It requires different interdisciplinary professionals to design, construct, operation, and maintenance of nuclear power program. It is an obvious constraint for a country that embarked on nuclear power program to provide qualified nuclear professionals. Though BAEC has a long experience to operate a nuclear research reactor since 1986 and several departments have experience on different technological expertise on nuclear reactor design and engineering, health physics, nuclear instrumentation and control, radioactive waste management etc. but were not capable to provide all the qualified professionals for new nuclear power program in Bangladesh. To meet the requirements of the competent manpower for Rooppur NPP construction, commissioning, operation and maintenance activities, a detail workforce planning has been adopted with the cooperation of experienced Russian vendor country and IAEA recommendations. A typical resource requirements profile for NPP operating organization presented as per IAEA guideline is shown in figure 1 [5].

To implement the workforce training and HR development of Rooppur NPP, a new company namely Nuclear Power Plant Company Bangladesh Limited (NPCBL) has been established which will act as an operating organization (starting from Commissioning stage to operation and maintenance of the Plant) for Rooppur NPP [6].

The total of 2700 personnel in different categories are primarily identified for NPCBL. Among them, 2535 personnel are being recruited and trained year by year for project management, commissioning, operation and maintenance activities at Rooppur NPP Site and rest for NPCBL Head Office administration. A total of 1424 key personnel for Main Control Room operation, Fuel-handling, Safety, Chemical and Radioactive waste management, and Automated Process Control System (APCS) training planning have been developed by the Vendor at different training facilities in Russian Federation and Rooppur NPP training center under the framework of the General Contract. On the other hand, 1111 administrative and common industrial personnel as well as general supporting staffs will be trained as required by the Customer’s trained instructors at Rooppur NPP training centre in Bangladesh [7]. Detail with categories is depicted in table 1.

Table 1: Personnel required for the Rooppur NPP operating organization, NPCBL

The key personnel recruitment and their training programme for NPCBL have been developed by year- Contract.

To recruit the required workforce and implement the training program under the scope of the General Contract, a rigorous study has been done to find out the suitable education criteria of the trainees based on the educational discipline available at the different academic institutions in Bangladesh which shown in figures 2-4 [7]. The recruitment for NPCBL is on-going based on the construction schedule of Rooppur NPP and requirements of training programme under the General Contract.

Training Planning for Rooppur NPP

The designed professional training program will develop the necessary competencies of the Rooppur NPP personnel prior to be assigned in NPP job position independently. The training program was developed based on the requirements of regulatory body and operating organization. As an embarking country, Bangladesh has taken Novovoronezh NPP-II as reference plant for Rooppur NPP according to international practices [3]. Training programs for Rooppur NPP personnel based on the reference plant were developed considering the updated Systematic Approach to Training (SAT) methodology [8]. In comparison with training program of Reference NPP, following approaches were adopted to develop the Rooppur NPP training program and training materials considering the lack of basic nuclear education and work experience in NPP of the trainees [4].

• Number of the training courses increased and their content expanded
• Duration of training courses increased
• Technical support of the training courses, including maximum visibility and visualization of training materials increased
• Practical training using the automated training system, full scale simulator and analytical simulators of NPP systems and equipment, local control rooms simulators, equipment of classes, workshops on maintenance and repair, on-job-training at the reference NPP under operation increased.
• To develop competent manpower for Rooppur NPP, phase by phase training system approach has been adopted, to achieve the required competencies such as knowledge, skill, and attitudes.

First phase training

Necessary competencies (knowledge, skills and attitudes) of the Rooppur NPP personnel shall be developed on reference NPP in the Russian Federation using appropriate training basis which includes following training module:

• Theoretical training including computer training classes
• Practical training
• Full scale simulator (FSS) and Analytical simulator (AS) training including NPP systems and equipment simulators
• On-the-Job training for relevant positions

Second phase training

Training in this phase will be conducted on the differences in design of Rooppur NPP and reference NPP at Rooppur NPP training centre and personnel competencies will be developed by participating in construction, erection, adjustment and commissioning works of Rooppur NPP. Trained manpower required for different areas such as Operation, Nuclear Safety and Reliability, Training, Maintenance, Chemical, Technical Services, Electrical and Instrumentation Division of Rooppur NPP were identified meticulously which is shown in figure 5. [4].

Year-wise training programme for Rooppur NPP personnel training under the General Contract is shown in figure 6.

4. Implementation of Training Programme

4.1 Training Programme Quality Control and Management

Quality assurance of the NPP personnel training is one of the vital issues for any newcomer country. So, the country that embarked on nuclear power program should continuously develop their competency to be a knowledgeable customer to ensure the quality at different stages of the nuclear power program implementation. For assurance of the quality of Rooppur NPP personnel training program, a detailed Quality Assurance Program (QAP) has been developed to meet the desired quality level and fulfil the technical and regulatory requirements. Following were considered to develop the QAP [9]:

-ensuring qualification level of Rooppur NPP personnel necessary for safe, reliable, and efficient operation of NPP

-formation of personnel commitment to safety culture principles

-performing of activity during training is carried out as per rules and regulations

-full satisfaction of requests and requirements of the Customer specified in the contract.

To establish the requirements for evaluation of training management system effectiveness, a set of quality procedures (QP) and Systematic Approach of Training (SAT) procedures are developed in the following areas [9]:

-Management of Training Documentation

-Development of Training Documentation

-Organization of Training

-Conducting Training

-Resource Management

-Quality Management

-Procedures of Systematic Approach to Training (SAT)

Development of the training program and training material for the NPP personnel maintaining the international standard is the key recommendation of the IAEA. To ensure the highest technological quality standard of the training program and training material, SAT technique is widely used in the global nuclear community. Considering this standard, SAT technique is also implemented to develop the Rooppur NPP personnel training program and training material. A SAT methodology is an approach to training that provides a logical sequence of actions- from the determination of the competencies (knowledge, skills, and attitudes) required to perform the work, to the detailed development of the training process and the conduct of training to acquire these competencies and then to the subsequent evaluation of the conducted training. The SAT methodology for Rooppur NPP considers the entire training process as a single, interrelated process, in which Analysis Phase, Design Phase, Development Phase, Implementation Phase and Evaluation Phases are considered [8]. The overview scheme of SAT process [8] is shown in figure 7.

Personnel training program is developed based on analysis of Rooppur NPP organizational structure and job duties of the personnel which provides the personnel qualification selection, theoretical and practical training, on-the-job-training. Above-mentioned procedures are related to management, development of training documentation, organization and conduction of training, resource, and quality management. The goal of these procedures is to obtain the objective data to identify nonconformities and to mitigate those through necessary corrective measures. A Joint Training Advisory Commission (JTAC) has also been established for the selection of trainees, arrangement of exams, assignment of positions, quality assessment of training for Rooppur NPP personnel [10].

Equipping the Rooppur NPP training center through the Training methodological support (TMS) is one of the vital parts under the framework of the General Contract. Under the scope of TMS, Computer based training module and educational Posters on different areas related to NPP operation will be developed for Rooppur NPP training center which will be utilized for the training of the Rooppur NPP personnel for different job position. The Contractor shall develop competency of the Rooppur NPP personnel in such a way that trainees are capable of performing their job duties independently, including licensed personnel.

Status of Training Programme

As of December 2020, total of 454 personnel has been sent to the Contractor’s training center in Russian Federation for training. Already 315 of them returned to the Rooppur NPP Site after completion of their different stages of training and 139 are presently on the training. Personnel selection and commencement of their training are based on the requirements of construction schedule and duration of the training programme. As per training program, Rooppur NPP personnel has participated training in the following areas of the Rooppur NPP shown in figure 8 [11].

Civil construction and management personnel in 3 different groups have been sent to Russian Federation for training. After completion of their training, they returned and engaged in Rooppur NPP construction work. Personnel related to main control room (MCR) operation has been sent and they will complete their training in different stages (at reference NPP and Rooppur NPP). They already completed their first stage and returned to Rooppur NPP Site to participate in the construction and erection works. Those MCR operation personnel will complete their training before the commissioning of Rooppur NPP.

Personnel for Rooppur NPP training center have been sent in several groups. They will work as manager and instructors. Few of them responsible for training center management have already returned and they are now participating in the erection of training center equipment and acceptance of the training center.

Competency Development for Commissioning and Operation of Rooppur NPP personnel

• After completion of training or stages of training in the Russian Federation, the personnel will perform the following task during construction and commissioning stages of Rooppur NPP [12].
• Studying basic design, relevant reference material and regulatory documents and standards.
• Participation in construction and erection supervision.
• Participation in equipment inspection at Rooppur NPP Site and Long-term manufacturing equipment (LTME) inspection at the manufacturing factory.
• Participation in review of respective documentation on commissioning works and operation.
• Participation in supervision of installation works of respective departments.
• Development of job regulation and job description as per organizational structure of the Rooppur NPP.
• The personnel having participation in above function would achieve the competency to perform the commissioning and operational activities of Rooppur NPP.

For commissioning works, the Contractor shall bear full responsibilities and perform the commissioning of the units by its own efforts in compliance with the requirements of relevant codes and standards with the participation of the Customer’s operational personnel. It will be performed according to operating manuals of systems and the equipment of the NPP and start up and adjustment work (SAW) programme. There will be several tests programme that include equipment autonomous testing, integrated testing and system test programs including cold and hot run. Detailed protocol will be developed for each test program which contains objectives, procedural activities to perform the tests and final outcome with reference values. In this stage, the Rooppur NPP personnel should have enough confidence and knowledge, especially to understand each stage of the test programme and verify the results with the reference data. The commissioning stage will play a crucial role in enhancing the knowledge and skills of the operation and maintenance personnel of the Rooppur NPP.

After successful commissioning, there will be the provisional takeover of the power plant to the Customer who will bear its responsibility and the Contractor will play supporting role until the final takeover. Detailed job descriptions and regulations will be available for each position of the power plant by that time. Above all, extensive qualification maintenance programme is now going-on to abreast the personnel to refresh their learnt knowledge and skills. It is expected that during the operational stage, the personnel will have enough experience and skills to work independently as their job duties. However, for certain key positions, specialized consultants will be required to help the Rooppur NPP operating personnel for a limited time period.

Conclusion

There are certain difficulties for a country embarking on nuclear power program to provide the adequate skilled manpower for construction, commissioning, and operation of NPP. A knowledgeable and qualified vendor can play a vital role to overcome those shortcomings for a newcomer country. In this situation, Bangladesh got the opportunity to sign the General Contract with the experienced Russian vendor who is also responsible for the development of required competent manpower for Rooppur NPP commissioning and operational activities. Moreover, Bangladesh government has a strong political and financial commitment to carry out this highly technological nuclear power program for upgrading the country’s economy.

References

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2. Power division Ministry of Power, Mineral & Energy resources Bangladesh.Power System Master Plan 2016.
3. Bangladesh  Atomic  Energy  Commission. General Contract between  BAEC  and Atomstroyexport.2015.
4. Bangladesh Atomic Energy Commission .Rooppur NPP personnel training Appendix 14 to General Contract between BAEC and Atomstroyexport. 2015.
5. IAEA nuclear energy series NG-T-3.10 Vienna Austria.Workforce planning for new nuclear power programmes.2011.
6. Legislative and parliamentary affairs division, Ministry of Law Justice and Parliamentary Affairs, Bangladesh. Nuclear Power Plant Act.2015.
7. Bangladesh Atomic Energy Commission.Customer’s personnel recruitment plan by construction years, Annex – 3 to Appendix – 14, General Contract between BAEC and Atomstroyexport. 2015.
8. IAEA Nuclear Energy Series NG-G-2.1Vienna Austria. Managing human resources in the field of nuclear energy.2009.
9. Bangladesh Atomic Energy Commission.Quality assurance program for Rooppur NPP vocational training, Appendix 14 to General Contract between BAEC and Atomstroyexport.2015.
10. Bangladesh Atomic Energy Commission. Joint Training Advisory Commission (JTAC) regulation, 2018, Appendix 14 to General Contract between BAEC and Atomstroyexport. 2015.
11. Bangladesh Atomic Energy Commission. Integrated schedule for rooppur npp personnel training, for training groups, Annex – 6 to Appendix – 14 General Contract between BAEC and Atomstroyexport. 2015.
12. Bangladesh Atomic Energy Commission. Additional job function recommendation, JTAC, Appendix 14 to General Contract between BAEC and Atomstroyexport. 2015.