Many countries are considering extending the operation of their existing nuclear power plants and/or expanding their nuclear program with new units. Some countries that currently do not have a nuclear program are considering or developing a program for the first time. Other countries are phasing out and face decommissioning and radioactive waste challenges. In all these scenario’s the national nuclear regulator remains vital in ensuring nuclear safety.

In these times WENRA members acknowledge the very tight labour market and the rapid (technological) developments in the nuclear sector. Sufficient and adequately skilled personnel is fundamental for the nuclear regulators to carry out their tasks and responsibilities on nuclear safety. Contributing to the strategic objective 3 of the WENRA strategy, the Working Group on Recruitment and Skills Management (WGRSM) builds on a common approach to help provide for these fundamental needs of the regulators, now and in the future.

For these objectives WGRSM commits itself to collaborate, share knowledge and experiences on the topics of Recruitment and Skills Management and related HR activities, “to recruit, train and retain our colleagues”.

Additionally, the WGRSM benefits as a network. If useful, it enables members to connect on topics, for example by direct 1:1 in-depth exchanges on best practices, by members outside of regular sessions and thus learning from each other. Further possible concrete actions include forming a buddy and/or mentor network and shared internships, by two or more interested members. 

Objectives

• Having a platform for continuous sharing and monitoring of the top topics based on the specific employee journey topics (Recruit & Hire, Onboarding, Engage, Develop, Progress and Exit)
• Sharing knowledge, experience, best practices and lessons learnt on Recruitment and Skills Management 
• Discussing challenges and possible approaches
• Identifying (shared) interests to make proposal for further discussions within WENRA
• Follow-up on topics bi-/trilaterally between WG members    

Topics covered in 2024

Labour-market strategies and recruitment

Developments, challenges, actions, successes and results so far and next steps. With successes in areas such as “always-on” vacancy campaigns, (more) inclusive job adverts, targeted and ongoing actions on visibility and findability, recruiting and training less experienced employees, development programmes for new recruits, engagement and collaboration with nuclear sector on skills management.

Onboarding 

Successes and challenges with onboarding, successes such as a lean (pre-) and onboarding process up to the first 100 days, mandatory (basic-) training for new employees, buddy program and cohort approach for new staff; and challenges such as increased workload because of the recruitment and onboarding, hybrid work and upcoming retirements.

Training and (continuous) education  

HR Strategy and Personnel Development, training and different instruments, Professional Development Program, and various types of training and coaching.