In 2005, EDF presented to the ASN its new operational nuclear safety management policy and the policy implementation guide, which was sent out to all sites. This policy interlinks the general safety policy as previously defined, quality management policy and the safety management tools set up by the DPN since 1997 to improve safety and operational stringency in the field. The observations made during the various checks conducted by the ASN in this area showed that this policy has indeed been deployed on the sites, but not always in the same way. Efforts have been made to improve operational communication, in particular including use of the simulator to train staff in communication, particularly when several departments have to cooperate. Weaknesses nonetheless remain in certain nuclear power plants, for example with risk analysis, which is a tool required by the DPN as part of its safety management policy. A new operation organisation has also been in place on all sites for several years now. This new organisation is primarily characterised by the creation of the position of Operations Shift Manager and by taking the safety and radiation protection engineer out of the shift team. His assistance and analysis duties are now no longer carried out in real time and he is given an additional verification role. The ASN asked EDF to submit experience feedback on the workings of this organisation in 2006. |
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| 2.1.2 Skills and qualifications management within EDF | |
With regard to staff training and qualification, EDF policy is now based on decentralising training out to the sites and introducing the notion of competence. This policy gives the nuclear power plants (NPPs) greater freedom of organisation and action and should lead to greater involvement by the local hierarchy in managing skills, in particular through their assessment and by identifying needs. The programme to deploy a simulator in each nuclear power plant was completed on all plants at the end of 2004. The effect of this should be to increase simulator availability for the operating teams, as well as to offer simulator access to the staff in charge of maintenance or testing. Simulator training now includes situations involving cooperation between several departments, in order to train the staff in operational communication. As increasing numbers of staff retire, with the corresponding high influx of new personnel, the DPN in 2003 set up a human resources policy giving it a multi-year view of jobs and skills. The goal is to ensure availability of the resources necessary to guarantee the long-term safety and performance of the nuclear power plants. Since 2001, staff qualification measures have been strengthened through the use of assessments following the national training courses intended for the more sensitive professions. This is already underway for the classroom courses and is gradually being implemented on the simulator courses. The situation with respect to local training courses varies according to the sites. Overall, the observations made during the various inspections by the ASN in the field of skills management and qualifications show a situation that is satisfactory. However, efforts are still needed in radiation protection and fire training. The ASN asked the Advisory Committee for nuclear reactors to carry out in 2006 an assessment of the skills management and staff qualification process used by EDF in its nuclear facilities. |
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