1. Human resource development for the regulatory body in Pakistan” Application Set

2. CONTENTS
Introduction
Human Resource Needs for PNRA
Recruitment and Retention Strategies
Application of Four Quadrant Model
Competency Needs Assessment
Maintenance of the Competence
External Support for PNRA

3. BACKGROUND
Before the emergence of PNRA, the Directorate of Nuclear Safety and Radiation Protection (DNSRP) was responsible for licensing of NPPs in Pakistan as part of Pakistan Atomic Energy Commission (PAEC)
When PNRA was established as an independent regulatory body in 2001, thirty eight technical officers were transferred from PAEC to run the affairs of PNRA.

4. PNRA INITIAL CHALLENGES
Lack of Human Resource
Ageing of existing manpower
Development of Human Resource on Fast Track
Development of Physical Infrastructure
Establishment of Training Infrastructure

5. CHALLENGE OF HUMAN RESOURCE DEVELOPMENT
At the request of Pakistan, an International Regulatory Review Team (IRRT) of IAEA visited PNRA during December 2003 and conducted a detailed peer review
One of the key recommendation was to establish a “Human Resource Department at PNRA to focus on determining the human resource requirements for each directorate and identify their competency needs

6. RECRUITMENT STRATEGY
Current and future manpower requirements were identified keeping in view the existing and future activities of PNRA
A multi-layered approach was adopted for inducting young professionals
Graduates with nuclear engineering degree were inducted (from Pakistan Institute of Engineering and Applied Sciences, PIEAS and Karachi Institute of Nuclear Power Engineering, KINPOE)
Due to more requirements, engineers and scientists graduating in various other disciplines were also inducted directly from universities

7. RECRUITMENT AND RETENTION STRATEGIES

8. Capacity Building RECRUITMENT AND RETENTION STRATEGIES National
PSD Projects
National
International

9. RECRUITMENT AND RETENTION STRATEGIES
PNRA undertook several Public Sector Development Projects for capacity building of its staff:
Centre for Nuclear Safety (CNS)
Nuclear Security Action Plan (NSAP)
PNRA’s School for Nuclear and Radiation Safety (SNRS)
National Dosimetry and Protection Level Calibration Laboratory (NDCL)
National Environmental Radioactivity Surveillance Programme (NERSP)
Safety Analysis Centre (SAC)
A number of retention strategies are being applied at PNRA to keep knowledge assets available. Some of the strategies being adopted are as follows:
Competitive Salaries & Fringe Benefits
In-house/Local Trainings
Foreign Trainings/Fellowships/Workshop/Meetings
Higher Education
3.1 Competitive Salaries & Fringe Benefits
At PNRA staff members are offered with competitive salaries as compared to many other Government organizations. Irrespective of salary, following other benefits are also given:
Medical facility
House Hiring Facility
Official Transport
Recreational Trips
Indoor Games
House Hiring

10. RETENTION STRATEGIES
Competitive Salaries & Fringe Benefits - Medical facility - House Hiring Facility - Official Transport - Recreational Trips - Indoor Games - House Hiring
In-house/Local Trainings
Foreign Trainings / Fellowships / Workshop / Meetings
Higher Education
A number of retention strategies are being applied at PNRA to keep knowledge assets available. Some of the strategies being adopted are as follows:
Competitive Salaries & Fringe Benefits
In-house/Local Trainings
Foreign Trainings/Fellowships/Workshop/Meetings
Higher Education
3.1 Competitive Salaries & Fringe Benefits
At PNRA staff members are offered with competitive salaries as compared to many other Government organizations. Irrespective of salary, following other benefits are also given:
Medical facility
House Hiring Facility
Official Transport
Recreational Trips
Indoor Games
House Hiring

11. COMPETENCE AND TRAINING NEEDS ASSESSMENT
Based on IAEA TECDOC 1254 and SARCON Model
Determining competence needs
Gap analysis
Identifying training requirements
Arrange required trainings

12. COMPETENCE AND TRAINING NEEDS ASSESSMENT
A detailed competency gap analysis was conducted for each directorate, for senior, intermediate and junior level positions
The gap analysis was conducted through a quantitative analysis using a questionnaire developed for each directorate based on four-quadrant framework

13. IAEA FOUR QUADRANT MODEL
1. Competences related to the legal, regulatory and organizational basis
1.1 Legal basis
1.2 Regulatory policies and approaches
1.3 Regulations and regulatory guides
1.4 Management system
2. Competences related to technical disciplines
2.1 Basic Science & Technology Competence
2.2 Advanced Science & Technology Competence
2.3 Specialized Science & Technology Competence
3. Competences related to regulatory body’s practices
3.1 Review & Assessment
3.2 Authorization
3.3 Inspection
3.4 Enforcement
3.5 Development of regulations and guides
4. Competences related to personal and interpersonal effectiveness
4.1 Analytical thinking and problem solving
4.2 Personal effectiveness and Self Management
4.3 Communication
4.4 Team work
4.5 Management and Leadership
4.6 Safety Culture

14. IAEA TNA STEPS Staff self- assessment Periodic Review
Regulatory functions
Specific tasks
Required KSAs
Competence Gap analysis
Training, Recruitment or Outsourcing
Existing personnel KSAs
Management Assessment
Staff self- assessment
KSAs = Knowledge, Skills, Attitudes

15. COMPETENCY NEEDS ASSESSMENT EXERCISE
METHODOLOGY
Step 1: Identification of PNRA functions and responsibilities
Step 2: Identification of PNRA directorates tasks
Step 3: Identification of PNRA individual tasks
Step 4: Competence Assessment

16. METHODOLOGY

17. COMPETENCY NEEDS ASSESSMENT METHODOLOGY
Step 4: Competence Assessment
Qualitative Approach
Interviews (structured/unstructured ) with senior officers
Quantitative Approach
Questionnaire based on IAEA 4 Quadrant competency model

18. COMPETENCY NEEDS ASSESSMENT EXERCISE
Step 4: Competence Assessment

19. COMPETENCY DEVELOPMENT PROGRAM
The competency development program of PNRA has three components:
In-house training – NISAS
From resources within PNRA
From resources outside PNRA (national and international)
Training within country
Foreign trainings
IAEA
Other countries

20. MAINTENANCE OF THE COMPETENCE
Level-1: Basic professional training course, useful for beginners in their regulatory careers, equivalent to IAEA BPTC Course
Nuclear Safety
Radiation Safety
Regulatory Control
Physical Protection and Nuclear Security

21. MAINTENANCE OF THE COMPETENCE
Level-2: Slightly advanced level courses, practical involvement in regulatory activities for a period of at least 1 year, mandatory for junior regulators
Professional Training Course on PWR NPPs Systems
Professional Training Course on PHWR NPPs Systems
Professional Training Course on Radiation Protection
Professional Training Course on Physical Protection and Security of Nuclear Installations

22. MAINTENANCE OF THE COMPETENCE
Level-3: Specialized courses enabling technical staff to conduct analytical, safety related research work or review, assessment and regulatory inspection, cover quadrant 3 of the competency model, suitable for senior regulators
Review and Assessment
Inspection and Enforcement
Soft Panel Training Simulator
Thermal Hydraulics, PSA, Ageing Management, etc.

23. MAINTENANCE OF THE COMPETENCE
Level-4: Designed for senior level officers experienced enough to perform the regulatory activities in a wide range of complex and non-routine situations, cover the management and interpersonal skill development part given as fourth quadrant of the competency mode
Mostly organized by other professional training institutes (e.g. PIEAS)
Leadership skills
Team building and motivation skills
Negotiation and conflict management
Strategic Planning

24. MAINTENANCE OF THE COMPETENCE
In-house Training at NISAS
(Nuclear and Radiation Safety)

25. MAINTENANCE OF THE COMPETENCE
In-house Training at NISAS
(Nuclear Security)

26. MAINTENANCE OF THE COMPETENCE

27. EXTERNAL SUPPORT FOR PNRA
In addition, PNRA signed agreements of bilateral cooperation with the following organizations of vendor country for competency development
National Nuclear Safety Administration (NNSA),
Beijing Nuclear Safety Center (NSC),
Research Institute of Nuclear Power Operation (RINPO/CNPO),
Xi’ an Jiaotong University,
Chinese language course in Beijing Language and Cultural University (BLCU)

28. EXTERNAL SUPPORT FOR PNRA
Cooperation with NNSA of China
After the creation of PNRA, the Agreement was made between PNRA and NNSA in 2004 for five years which was extended further in 2009 and in 2014 and is still valid
CNS as PNRA TSO has now Agreements of Cooperation with NSC and North China Regional Office (NCRO)
Further, mechanism of annual Steering Committee Meeting is in place since 2005 to review progress of implementation of decisions made at this forum

29. AGREEMENT WITH RINPO/CNPO
EXTERNAL SUPPORT FOR PNRA
AGREEMENT WITH RINPO/CNPO
PNRA has an agreement with RINPO (Research Institute of Nuclear Power Operation in 2007, RINPO is currently merged into China Nuclear Power Operation Technology Corporation, Ltd (CNPO) Training in the following areas:
Pre Service Inspection (PSI) / In service Inspection (ISI)
Operating Experience Feedback and Information Exchange
Management Techniques for Nuclear Power plant under construction
NPP engineering and design
Ageing Management

30. SOFT PANEL TRAINING SIMULATOR
Group performing Operation Activities
Ex-Chairman PAEC visiting the Simulator Room

31. TRAINING TOOLS / PHYSICAL MODELS

32. NDT EQUIPMENT

33. HYPOTHETICAL PLANT MOCK-UP MODEL

34. THANK YOU