DOE OSTI2015
Many years ago, at the Savannah River Site, the need for technically competent and qualified criticality safety (CS) staff was identified. Over the intervening years an extensive training and qualification (T and Q) program was developed. In 2008 Savannah River Nuclear Solutions (SRNS), the current site M and O contractor, inherited the T and Q program developed by the prior site contractors. Since then SRNS has initiated changes to the T and Q program to better fit the current regulatory environment, ensuring compliance with ANSI/ANS-8.26 [1], and implementing the idea of continuous improvement. Currently, a significant fraction of the SRNS CS staff either will be or are eligible for retirement. Therefore, SRNS is pursuing recent Nuclear Engineering college graduates and/or experienced criticality engineers. The challenges associated with hiring and maintaining criticality staff include, but are not limited to, increased workforce mobility and increased competition for fewer criticality resources. For example, the recent trend in company benefits is to eliminate longer term benefits such as pensions to make the benefits more transportable in terms of 401 Ks and Health Savings Accounts. In addition, there have been reductions in DOE funding for professional development through participation in ANS committees or attendance at Criticality related conferences. SRNS has investigated a number of possibilities on how to retain CS staff, but in the current environment has not identified any 'golden eggs'. Regardless, SRNS is exploring additional paths to incentivize the engineers to stay long term. SRNS is working to improve/maintain its workforce by creating a CS engineer pipeline. SRNS provides a training budget for new engineers and offers a formalized and mentored training program. For experienced criticality engineers, the SRNS T and Q program is flexible enough to allow 'credit' for previous accomplishments at other sites. SRNS is also striving to be proactive in supporting professional development by identifying specific monies in the planning phases of the annual budget requests. The current posture of SRNS is to maintain 'open' requisitions for both experienced staff looking for other opportunities, and for recent college graduates. As opportunities arise, either from within or without, SRNS evaluates the potential candidates and advances offers of employment. Until the longer term need is met SRNS intends to hire at least two staff members per year. Those staff members then enter the T and Q program and when appropriate, based on their experience and/or training accomplishments, begin assisting the current staff with program/facility CS support. (authors)