JAEA-Review 2007-029

1.3 Presentation Session 1 (Country Report)
1.3.1
China 1
1.3.2
China 2
1.3.3
Indonesia
1.3.4
Korea
1.3.5
Malaysia
1.3.6
Thailand
1.3.7
The Philippines
1.3.8
Viet Nam
1.3.9
Japan1
1.3.10 Japan2
1.3.11 Japan3－ 27 －

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JAEA-Review 2007-029

1.3.1 China

Overview of Nuclear Industry Training Systems for CGNPCCountry Report of China
CHEN Gang
CHINA Guangdong Nuclear Power Holding Co., Ltd

The 8th Workshop on Human Resources Development in Nuclear Field of FNCA
31, July– 4, August 2006, China

China Guangdong Nuclear Power Holding Co., Ltd. (CGNPC) face a time of highly
speed developing nuclear power plants. The employees training and improvement ispriory. We found up our training systems to meet these situation. Our system include:
Management training system, Training system for nuclear power operation, Training
system for nuclear power projects, Joint-education system with colleges and universities.

1. Management training system
It covers executive management training, general management training and orientation
for new employees.
1.1 Executive management training
The Objective is to make executives (mainly the management cadres of the leadershipgroup) change notions; carry forward the spirit of pioneering, innovating and excelling;enhance the Party spirit; and improve their capabilities of scientifically judging situations,grasping market economy, coping with complicated conditions and making
comprehensive analysis on whole situations.
The Contents includes: Executive management course (EDP): Providing a compact－ 29 －

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EMBA course, to improve the management theory level. Executive lectures: Boosting theunderstanding of situation changes and management innovation. Course Plan for
Executive Training System (2006 ~ 2007): Introduction to management, Strategic
management, Organizational behavior, Leadership, Introduction to economics, Financecourse for non-finance managers, Operation management and project management,
Introduction to human resource management.
Training for top leadership group members: These members should participate in the
training specified by the upper-level management. According to the core task of theleadership group, each member should draw out a personal training plan. Based on the
self-learning of the above system courses, these members should hold related discussions
through lectures.
1.2 General management training
To improve the work skills of basic and middle-level management personnel andprofessionals of finance, auditing, human resources and administration, so that theorganization's goal can be achieved in a high-efficiency way.
1.3 Orientation for new employees
The orientation for a new employee is crucial for his/her actual integration into ourorganization. This training is designed to make new employees understand the history,
development prospect and fundamental rules of our group and their corresponding branchcompanies, cultivate their identification with our values, and generate a sense of
belonging.

2.

Training system for nuclear power operation

In the next ten years, the nuclear power operation workforce will expand by over 1,000
persons per year. So the training task will increase quickly and stably. The training－ 30 －

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system for nuclear power operation covers:
2.1 Daya Bay Nuclear Power Operation Training Center Base
To meet the training requirements for the safe running of the four units at work in Daya
Bay nuclear power base. To give play to the functions of the group's nuclear power
operation training center bases. Formulate and ceaselessly improve the nuclear power
operation training standardized system of our group. Formulate the teacher cultivation
policy, training evaluation system, cooperation mode with colleges and universities, andtraining service price system. To set up and gradually perfect the training base for basic
skills of nuclear power maintenance and maintenance skills training system. To turn into
the group's CPR1000 operation training base. To fulfill the operation training tasks
assigned by other bases, and train teachers for other bases.
2.2 Yangjiang 3rd-Generation Nuclear Power Operation Training Base
To compile and execute the training plans of Yangjiang 3rd-Generation Nuclear PowerOperation Training Base. To build the 3rd-Generation nuclear power operation project,including the special maintenance skills training base.
2.3 Training centers of the group's nuclear power bases.
To compile and execute the operation training plans of the local bases. To set up andfulfill the basic training focusing on overall simulator training. (The other operation
training bases should depend on Daya Bay and Yangjiang bases, if possible)

3.

Training system for nuclear power projects

In the next five years, the staff number of the project branch company will quickly climb
to 6,000, which is almost 20 times the figure at the beginning of 2005. So the training
task is rather heavy.
The project training system covers: Design training system, Project management training－ 31 －

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system (with contract business personnel training as a key part) and Debugging training
system
3.1 Design training system
To form the complete initial design capability for CPR1000 and improve the
3rd-generation nuclear power design capability in five years
The contents include: Personal qualification training (introduced training is also required)and design skill training which are necessary for a Class-A nuclear power design
company.
Major modes: Fundamental design theory training, English training, design practice,
on-post design training (master-apprentice mode).
3.2 Project management training
To inherit the group's project management experience and carry forward the working
style; to quickly establish a first-rate project management team catering for multi-baseconstruction.
The contents include: Setting up and ceaselessly improving systemic training systems(training our teachers) for different levels of project management personnel; ceaselessly
improving the guider system. Strengthening the related course training and on-posttraining for contract business personnel. Focusing on the training for senior contract
business personnel suiting the multi-project construction.
3.3 Debugging training
To ceaselessly improve the debugging training and authorization system; to compile thedebugging training and authorization scheme for the 3rd-generation nuclear power
projects; to form our own expert team of nuclear power debugging. The contents include:
Debugging course training (including our self-compiled training materials); debugging
practice; on-post training; authorization.

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4.

Joint-education system with colleges and universities

Stick to and ceaselessly improve the joint-education system with colleges and universities(4-year classes majoring in nuclear power).

Additional Theme of Report-Present Status of National policy of HRD in China
Chinese Authorities formulates the industry policies. And the relevant industry groups
form the relative the human resource policies to fit the requirement of development.
-The way of collaborating with ANTEP in China
Step 1： The member countries submit the training requirements to CAEA who will be incharge of classify and communicate with the relevant corporations, institutions anduniversities related to nuclear.
Step 2 Each and every institutions analysis and research the training requirements, andformulate the training plans and report them to CAEA in administration.
Step 3 CAEA sends the training schemes to ANTEP and responsible units of membershipcountries, and establishes the communication channels.
Step 4 Organizing training.
-Reconsideration on Financial contribution to ANTEP in China
China will actively collaborate with ANTEP to develop various activities. Eachcorporation and institution will devote to themselves to participating the training
according to the own situations, mainly focusing on training cost and accommodation
fees to benefit the membership countries. However as a developing country, we believe,
China will give an applicable and reference impact on member countries due to her
experience and practice on nuclear training.

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1.3.2

China

Overview of Nuclear Industry Human Resource
Country Report of China
Li Tiqiang
CHINA Guangdong Nuclear Power Holding Co., Ltd

The 8th Workshop on Human Resources Development in Nuclear Field of FNCA
31, July– 4, August 2006, China

China Guangdong Nuclear Power Holding Co., Ltd.
Overview of Human Resource developmentz

Nuclear Power Blueprint in Chinaz

CGNPC Development Strategic Planz

CGNPC Human Resource Program

1.1

Nuclear Power Blueprint in China

China will witness rapid growth in the number of nuclear power stations after a 2005-2020 blueprint for theenergy sector was approved by a State Council meeting chaired by Premier Wen Jiabao. Nuclear power
stations will be integral to the country's energy strategy and will play a significant role in enhancing national
strength and technology, participants at the meeting agreed. According to the blueprint, nuclear power is a
strategic energy source and should be actively developed to meet the country's growing demand. The planstresses that China should rely on self-innovation while ensuring safety; and appropriately make use offoreign technology and resources.

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China has six nuclear power stations with a capacity of 9 million kilowatts. Nuclear power accounts for 2 percent of total power generation capacity. Sources at the China Atomic Information Network said that by 2020,
the country will increase nuclear power generation capacity to 40 million kilowatts, or 4 per cent of the total.
To reach the target, each year the country has to build a nuclear power station with a capacity of 1.8 million
kilowatts, equivalent to that of the Daya Bay Nuclear Power Station in Guangdong Province.

The blueprint said the development of nuclear power will also help the country reach a balance among
energy consumption, economic development and environmental protection.

1.2 CGNPC Development Strategic plan
CGNPC was established on September 29, 1994 with a registered capital of RMB 10.2 billion, as the coreenterprise of the China Guangdong Nuclear Power Group (CGNPG).
CGNPG currently owns the Guangdong Daya Bay Nuclear Power Station (GNPS) and the Ling Ao Nuclear
Power Station (LNPS) Phase I with nearly 4000 MWe of installed generating capacity. The LNPS Phase II
and the Yangjiang Nuclear Power Station (YNPS) Phase I involving over 4000 MWe of installed generating
capacity are currently under construction. In addition, CGNPG also exercises equity ownership of around1000 MWe of installed generating capacity for conventional power facilities.

To speed up the pace of nuclear power construction, CGNPG has embarked on the site selection/comparisonand other preparatory work associated with new nuclear projects across the country. Specifically, CGNPG
has already taken significant steps towards implementing new nuclear projects in Guangdong, Liaoning andFujian Provinces. The Taishan nuclear project site in western Guangdong has already been included in the
National Energy Proposed Program up to 2020. The Lufeng site in eastern Guangdong Province has also
passed the review by the State Electric Power Planning Institute as a priority candidate site. CGNPG has－ 40 －

JAEA-Review 2007-029

teamed up with the China Power Investment Corporation (CPIC), Liao Ning Provincial and Dalian
Municipal Governments to play a leading role in implementing the Hongyanhe Nuclear Power Station
project. CGNPG has also formed partnership with the China Datang Corporation (CDC) to exercise
controlling equity on the Ningde nuclear project in Fujian Province.
The Strategy of CGNPC. With nuclear power as the core business, coordinately develop clean conventional
power and other related business and build CGNPC a safe, clean and economic corporation group.

Long-term Targets. To form a base for multi nuclear power and conventional power development withinstalled capacity of 60m KW, of which nuclear power reach more than 34m kW and conventional power
reach 10m KW up to year of 2020.

1.3 CGNPC Human Resource Program
To keep pace with the national program of nuclear power development, CGNPC emancipated the mind andchanged the traditional concept in the human resources management, making new strategies centered onrecognizing talents, collecting talents, using the best of talents, and cherishing talents. To make and carry out
the human resource planning compatible with the group development target, we shall try to fulfill thefollowing aims: 1) coordination between human resource development and enterprise development; 2)
coordination and mutual promotion of multiple nuclear power sites in human resource; 3) coordination
between different affiliate companies. 4) Coordination between various human resource team building.
Human resource planning and the implementation concentrates on aspects of: 1) strengthen talent ability
construction with a view to coordinate total quantity increase and quality enhancement of human resource; 2)innovate talent training methods compliant with talent growth characteristics; 3) to forge ahead with careen
management, deepening human resource development.
To realized the above mentioned, CGNPC sets up the medium to long range human resource program,－ 41 －

JAEA-Review 2007-029

aiming to 1) establish and perfect talent training system centered on ability construction, and provide
conditions for individual careen development and realization of self-value; 2) establish scientific andsocialized talent evaluation mechanism directed by the personnel caliber and performance; 3) establish talent
selection mechanism favorable for fast growth and showing out of different talents with principles of
openness, competitiveness, and choosing the superiors, encouraging rational mobility of talent; 4) establish asystem of incentives and disincentives in line with the market economic system and in close connection withthe performance result.
To satisfy demand of talents for CGNPC development, we plan to build up a talent team for nuclear power
within 3-5 years, with sound structure, all kinds of professions, and high caliber, which supports coordinative
development of different talents and keep abreast with the group development.

The team will be allocatedin all levels including: company leaders, medium level management, technical work and ideologicaleducation, etc..
The goals of ‘5321’ in talent team construction up till 2010. According to the nuclear power project
outlining, a team undertaking important management and technical positions will be formed, composed of acontingent of 50 senior operation management persons, a contingent of 30 leading persons in technique, acontingent of 200 experts in management, and a contingent of 1500 experts in various fields.
The goals of ‘1654’ in talent team construction up till 2020. According to the nuclear power project
outlining, a team undertaking important management and technical positions will be formed, composed of acontingent of 100 senior operation management persons, a contingent of 60 leading persons in technique, acontingent of 500 experts in management, and a contingent of 4000 experts in various fields.

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1.3.3 Indonesia

Country Report from Indonesia
Recent Topics in Nuclear HRD and ANTEP
Karsono
Education and Training Center
National Nuclear Energy Agency - INDONESIAThe FNCA 2006 Workshop on Human Resources Development in the Nuclear Field
31 July-4 August 2006, Shen Zhen, China

1. Recent Topics in Nuclear HRD
1.1. Training Needs Analysis in Nuclear Safety
The TNA (Training Needs Analysis) in Nuclear Safety is an activity carried-out under the
IAEA Extra Budgetary Program, and was started in 2005. The objective of this activity is to conduct theassessment of competency and training needs for research reactor personnel according to the IAEA
guideline. The result can be used either by the reactor facility to propose annual training program or by
the Education and Training Center to set up the training program.
The assessment was conducted at the nuclear facilities operating the Triga Mark Research
Reactors at Bandung and Yogyakarta, and the facility operating the Multi Purpose Research Reactor at
Serpong. Population consisted of all personnel working at the three nuclear facilities in the fields ofreactor operations, reactor safety, and reactor maintenance. These personnel were further grouped
according to years of experience, those who have less than 15 years of experience (junior level) andthose who have 15 years or more (senior level).
The assessment of competency and training needs was carried-out in three phases, i.e. designof the competency-based questionnaire, distribution of the questionnaire to the respondents andcollection, and analysis of the data. A list of competency for research reactor was discussed and definedin the first phase. The IAEA competency framework questionnaire divides the competencies required byresearch reactor in four quadrants. Each quadrant is assigned a group of competencies that are coherent
and consistent within the context of each quadrant. The first quadrant includes competencies related to
the general knowledge, basic of radiation, nuclear safety and basic concept of nuclear reactor. The
second quadrant consists of competencies relevant to research reactor technology, reactor experimental
facility and operation of research reactor. Third quadrant comprises competencies related to theregulation system and quality management. The fourth quadrant covers competencies related to－ 47 －

JAEA-Review 2007-029

personal and interpersonal effectiveness, i.e. decision-making, communication, team work and project
management.
Totally, there are 62 competencies distributed over those four quadrants. Each competency is
assigned a competency level (high, medium, low, or not available) depending on whether thiscompetency is absolutely needed, needed, not really needed, or not needed to perform the task,
respectively.
Based on the returned questionnaires, for each group of personnel the competency gap was
calculated and analyzed. The result of the analysis will be used to determine training courses that areneeded to bridge the gap. It is recommended, however, that the personnel competency data collectedshould be further review and evaluated, and that some validation method should be applied to ensure thevalidity of the collected personnel competency level data. It is recommended also to apply similar
analysis to other facilities.

1.2. Training Courses Conducted by BATAN in 2006
The 2006 Training Program covers 30 trainings, ten of them are coaching and 2 trainings
designed for high school teacher and university student. Wide range of field of training that arecovered in 2006 program, includes nuclear safety, application of nuclear techniques, nuclear
instrumentation, information technolgy, and others. Although most of the trainings are provided
mainly for BATAN employees, training courses such as “Probabilistic Safety Assessment”

is openedalso for BAPETEN (Nuclear Energy Control Agency) employees, while “Application of Nuclear
Technique in Industry and Environment” is opened also for participant from outside BATAN, such as
BAPETEN employees and universities.
Among them there are trainings carried-out under the 2006 EBP (Extra Budgetary Programof the IAEA) and supported by the IAEA, i..e. training courses on “Probabilistic Safety Assessment”
and “Water Chemistry of Nuclear Reactor”. There are also BATAN-JAEA (Japan Atomic Energy
Agency) joint training courses in the 2006 program, i.e. joint training on “Application of Nuclear
Technique in Industry and Environment” and new joint training on “Nuclear and Radiological
Emergency Preparedness and Response”.
In addition, through the Education and Training Center, BATAN provides also training
courses for industry and medical personnel. It is expected that there will be 9 classes for RPOs and 5classes for radiographer in 2006.

1.3. Human Resource Development Planning
Major problem currently facing Non Departemental Research Institutions in Indonesia,
including BATAN (the National Nuclear Energy Agency of Indonesia) is in the past lack of manpowerplanning combined with restrictions on recruitment. The composition of BATAN employee isdominated by employees in the 40-50 age group as a result of number of recruitment less thanretirement. Following the economic crisis that hit Indonesia in 1997, R & D is still relies heavily upon
government financial support. Since the central government is still facing structural financial problems,－ 48 －

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it is hardly to expect that budget allocated for R & D will be increased in coming years.
We also have to address the problem of lack of focus in R & D and lose of linkages between
S & T and other sectoral policies. In industrial policies, until 2020 Indonesia has chosen to focus onagro-based industries, transportation and manufacture. In accord with Medium Term Development
Plan), Strategic Vision of BATAN (2004-2009) has putted R & D & E on 6 fields: agricultural andfood, energy, health, ICT (Information and Communication Technology), industry & environment, andmanufacture. But, like many other developing countries, we cannot focus Nuclear S & T merely forthe development of S & T itself. The S & T policy is aimed at mastery as well as application of S & T
development which is oriented toward survival of the nation as well as wealth creation. The
dissemination of research results that can penetrate thoroughly in the world practices becomes one of
the success indicators within the policy impelemntation. Therefore, the main problem remains on how
the R & D priorites geared with the industrial development objectives.
To cope with the above problem, and considering also that BATAN has reorganized its
organization structure in early 2006, it is necessary to conduct reassement of the existing Manpower
Development Planning in order to sustain and improve the state of the art of its human resources.

2. Asian Nuclear Training and Education Program (ANTEP)
2.1. Survey Result for 2-nd Questionnaire
There are 4 (four) OJT (On the Job Training) Programs possibly contributed to ANTEP. The
target trainees of these programs are engineer, researcher, lecturer or instructor. We support laboratory
equipments and supply, and we also provide the required instructors or lecturers. These OJT programs
are as follows:•

Installation and Maintenance of Nuclear Spectroscopy and Its Application•

Microcontroller Application for Refurbishment of Nuclear Instrument in LabVIEW
Environment•

Research Reactor Operation•

Application of Nuclear Technique in Industry and Hydrology

Possible matching (?) between training programs offered and training needs of other countries:－ 49 －

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PROGRAMNEEDS

Installation & Maintenance of Nuclear Spectroscopy
and Its Application



none

Microcontroller Application for Fefurbishment of
Nuclear Instrument

none



Research Reactor Operation

none



Application of Nuclear Technique in Industry and

Hydrology

Environmental Applicationof Radiation & RI

There are 3 (three) Training Needs from Indonesia, with the target human resource areengineer, researcher, lecturer or instructor. The type of training requested are lecture, experiment(lab-work), or OJT. Financial support are needed. The training needs are as follows:•

Preparation, Construction, Operation and Maintenance of Nuclear Power Plant•

Decommissioning of Research Reactor•

Medical Application on Nuclear Medicine

Possible matching (?) between needs and training programs offered by other countries:
NEED

Preparation, Construction,

PROGRAM

Planning and Implementation of 1st
NPP Management (Korea)

O & M of NPPFeasibility Study on NPP Related Project(Korea)

Decommissioning of(Japan)of Research ReactorRadiopharmacochemistry (Australia)Mechanism and Application of Radiobiology
on Radiotheraphy of Cancer (Cina)

Medical application on
nuclear medicine

Treatment & Disposal of Rad. Waste

Medical & Biological Application of Rad. &RI (Japan)

2.2. Introduction to Training Programs
The title, specific themes, program type, organizer, objectives, technical description of the
program, and program detail of the 4 training programs are as follows:－ 50 －

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 Installation & Maintenance of Nuclear Spectroscopy and Its Application•

Radiation & Radio Isotop Application: facility operation & maintenance•

OJT type, organized by BATAN ETC•

Train the participants to install and maintain the nuclear instruments such as counting andspectroscopy system.

•

Installation and Maintenance: Installation of alpha, beta, and gamma counting system; highand low resolution gamma spectroscopy; X-ray spectroscopy; and QC/QA. Maintenance andtroubleshooting procedure.
Application: Thickness and level gauging; density and moisture gauging; neutron activation
analysis; and X-ray fluoresence analysis.

•

2-month training / 2 participants Microcontroller Application for Refurbishment of Nuclear Instrument in LabVIEW
Environment.
•

Radiation & Radio Isotop Application: facility operation & maintenance•

OJT type, organized by BATAN ETC•

Train the participants to program and assembly microcontroller as a high integrated
component in refurbishment of nuclear instrument and to program a user friendly software
using LabVIEW•

Topics include:- Assembly and program the microcontroller module.
- Program LabVIEW, human interface program on PC.
- Refurbish old nuclear instrument to be a PC based instruments•

3-month training / 2 participants

 Research Reactor Operation•

Research reactor operation and maintenance, and safety•

OJT type, organized by MPR Center, BATAN•

Train the participants to operate 30 MW MPR (Multi Purpose Reactor)•

Topics include:- Characteristics and operation design of MPR- Reactor proccess and cooling system- Instrumentation and Control- Auxiliary System•

2-month training / 2 participants Application of nuclear technique in Industry & Hydrology•

Radiation and isotope application in industry and hydrology•

OJT type, organized by Center for the Application of Isotopes and Radiation Technology,
BATAN－ 51 －

JAEA-Review 2007-029•

Train the participants to apply nuclear techniques in industry and hydrology•

Topics include:- Tracer technique: oil and gas industry, leakage of dam- Density and moisture gauging- Thickness and level gauging (column scanning).
- Radiography•

2-month training / 2 participants

2.3. Introduction to Training Needs
The title, specific themes, program type, target human resource, objectives, technicaldescription of the program, and program detail of the 4 training programs are as follows: Preparation, Construction, Operation and Maintenance of Nuclear Power Plant•

Nuclear power reactor operation and maintenance•

Lecture-Experiment/Lab-OJT type•

Target Human Resource: engineer, researcher, trainer•

To enhance the competency of participants, who will be assigned as NPP's managers,
engineers, and technicians, in terms of knowledge, skills and ability to operate and maintain
NPP, as well as able to manage the preparation and construction of NPP•

Emphasized on planning and implementation of NP project, plant O & M, reactor
instrumentation and control, reactor safety, and nuclear fuel and waste management•

6-month training / 3 participants Decommissioning of research reactor•

Research reactor: decommissioning•

Lecture-Experiment/Lab-OJT type•

Target Human Resource: engineer, researcher, trainer•

To provide the comprehensive knowledge and skill to the engineers and technicians, so thatthey will able to conduct decommisioning proccess of research reactor comply withinternational safety standards•

Emphasized on the following:- Ageing mechanism, identification & monitoring of ageing-sensitive component- Thermohydraulical analysis of core, irradiation devices, reactor waste- Prevention & mitigation, safety assessment, QA•

6-month training / 3 participants Medical Application on Nuclear Medicine•

Radiation and isotope application: medical applications•

Lecture-Experiment/Lab-OJT type•

Target Human Resource: engineer, researcher, trainer－ 52 －

JAEA-Review 2007-029•

To train the radiotherapist and nuclear medicine specialists and technicians in order tomaintain and/or upgrade their competency in operating the equipment, and develop theircapability to adapt emerging technologies in medical applications (PET, SPECT).

•Emphasized on: QA & QC on Brachytherapy and other radiotherapy equipment, Positron
Emission Tomography (PET), Radiopharmaceuticals•

2-month training / 3 participants

Reference
1. Education and Training Center, BATAN, Training Programs 2006, BATAN ETC, Indonesia.
2. Education and Training Center, BATAN, Training Needs Analysis: Multi-Purpose Research
Reactor Facility, BATAN ETC, Indonesia (2005).
3. Education and Training Center, BATAN, Training Needs Analysis: Triga Mark Research Reactor
Facility, BATAN ETC, Indonesia (2005).
4. Soedyartomo Soentono, The Strategic Planning Process in BATAN, The Outline of Present
Strategic Plan, and Planning for Sustainability, BATAN, Indonesia (2006).
5. Lukman Hakim, Future View of Human Resources Development in Non-Departemental ResearchInstitutions, The Workshop on Japan Returnees Network Building Organized by BPPT-JICA,
Indonesia (2005).

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1.3.4

Korea
Human Resources Development in the Nuclear Field in Korea
Eui-Jin Lee, Byung-Joo Min, Kyong-Won Han
Nuclear Training Center
Korea Atomic Energy Research Institute2006 FNCA Workshop on Human Resources Development in the Nuclear Field
31 July – 4 August 2006, Shen Zhen, China

1. Introduction
Nuclear energy has been the backbone behind Korea’s remarkable economic growth and its
welfare. As of 2006, 20 nuclear power plants are currently in operation and 8 nuclear power plants
are under construction. Korea is operating its own self-designed nuclear power plants such as the
KSNP, and APR 1400. APR 1400 had its inauguration in 2003 with the aim of its operation by 2011.
Korea is making strong efforts to develop future nuclear technologies. They are the SystemIntegrated Modular Advanced reactor (SMART), Korea Advanced Liquid Metal Reactor(KALIMER) and the Hydrogen Production Reactor. In parallel, KAERI is establishing an"Advanced Radiation Application Research Center" and a "High Power Proton Accelerator
Center".

The Advanced Radiation Technology Institute at Jeongeup was opened in

2005. Particularly, the site for a radioactive waste disposal was selected in November 2005 with theagreement of 85% of the resident population.

The site is located at Gyeongju city near the Wolsung

Nuclear Power Plants. The radioactive waste disposal buildings and facilities will be constructed by
the end of 2008.

2. Status of national policy of HRD in Korea
Qualified manpower is an essential for the successful implementation of a national long-term
nuclear development program as well as the associated R&D programs. Such manpower could only
be developed systematically under a well-established national policy and its’ strategy, which
addresses the demand for human resources, number of personnel and timing, and the education andtraining of such personnel. In 2004, there were about 21,000 nuclear power-related personnel invarious organizations in Korea such as design and architect engineering (A/E), construction andinstallation, manufacturing, operation and maintenance, research and development, nuclear fuel, andother services.

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Cultivating nuclear manpower in terms of quality and quantity is an essential key for the
successful implementation of a national nuclear energy development program. Therefore, humanresources development in the nuclear field is an important item for the promotion of the national
nuclear energy development activities until 2010.

The following are the issues and needs on humanresources development, which were identified in the national promotion plan on nuclear technology:(1) Support for nuclear education programs at universities:z

Providing fellowship programs and career opportunities;z

Updating the curriculum and a linkage of its curricula with the advanced technology suchas information technology, biotechnology, and nano-technology for the innovation oftechnology;zProviding a basic nuclear engineering education program for the mechanical engineering
department, electrical engineering department, chemical engineering department, etc.;z

Enlargement of intern job opportunities at nuclear industries and research institutes forstudents of the nuclear engineering department;zEnlargement of the specialized training courses with the collaboration of research
institutes, and industries.

(2) Maintain qualified nuclear personnel at the nuclear industries:z

Providing fringe benefits such as a house and education fees, a good working environment,
etc.;

z

Enhancement of the retraining programs such as in-house degree education courses,
overseas training courses, cyber education courses by using information andcommunication technology for an improvement of their specialty;z

Activation of exchange programs among industries, research institutes, and universities;z

Fostering nuclear education and training centers for the training of industry personnel.

(3) Encourage a global competitiveness of the nuclear manpower:z

Utilization of outstanding experts from overseas;z

Attracting students from developing countries;z

Supporting and fostering joint research projects with international organizations;z Supporting overseas training programs for young researchers and young students in masterand doctoral courses at universities.

3. Current issues regarding international cooperation for HRD in Korea
The Asian Network for Education in Nuclear technology was established in 2004 to assist
countries in developing human resources and scientific infrastructures through cooperation in
education, nuclear knowledge management and related research and training in nuclear technology
in the Asian region. During the last two years, the first Coordinating Committee Meeting in Kuala
Lumpur, Malaysia in 2004 and the second one in Hanoi, Vietnam in 2005 were organized by the
IAEA. A number of universities, research institutes, government agencies and other institutes
involved in nuclear education and training in the region have participated in this network. Currently
there are 28 participating institutions from 12 countries (Australia, China, India, Indonesia, Malaysia,－ 60 －

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Mongolia, Pakistan, Republic of Korea, Sri Lanka, Thailand, Philippines, and Vietnam) and 6
international and regional networks as collaborating members.

In order to support the activities of

ANENT, KAERI has developed the ANENT Web-portal and its DB system, and is also developingits’ cyber platform under the Agency’s Contract Agreement Services.
The third Coordinating Committee Meeting will be held from 4 to 8 September 2006 at KAERI.
The Meeting is to be divided into two parts: the first three-day as Technical Session on Managing
Nuclear Knowledge and the last two-day as Coordination Committee Meeting between the ANENT
members. The main objectives of the Technical Session are to clarify the significance and methodsof nuclear knowledge maintenance and preservation and to promote better understanding of the
ANENT, and that of the Coordination Committee Meeting are to review ongoing activities during
2005-2006, and to discuss and develop a regional Project of Technical Cooperation for a final
adoption, implementation, and progress with the participation of the national Coordinators.
In the summer of 2007, the World Nuclear University (WNU) will conduct its third annual
Summer Institute, designed to develop and inspire future international leaders in the realm of nuclear
science and technology. The WNU is a partnership of the world’s leading institutions of nuclear
learning. WNU fellows from more than 30 countries are educated in a broad spectrum of nuclear
energy issues, engage in team-building and leadership exercises, and to become part of an expanding
global network of future leaders in the nuclear profession. In 2005, the first WNU Summer Institutewas held in the USA, and the 2006 Summer Institute was held in Sweden and France. The thirdWNU Summer Institute will be held in Dejeon, Korea in July-August 2007. Some 90 WNU fellows– selected from among the world’s leading nuclear students and young professionals – will
participate in a unique 6-week training experience featuring instruction from some of the world’s
foremost leaders in science, engineering and environment. Korea Atomic Energy Research Institute(KAERI) and Korea Hydro and Nuclear Power Company (KHNP) will host and organize thisSummer Institute. The following are the curricula of the WNU Summer Institute;z

Global Setting, including energy supply and demand, global warming and climate change,
nuclear technology in sustainable development, lessons in public acceptance, and key
political issues and trends.

zInternational Regimes, including safety, radiological protection, non-proliferatio andsecurity, waste management, transport, nuclear law, and global emissions control.

zTechnology Innovation, including next-generation reactors, advanced fuel cycle, hydrogenproduction, and desalination.

z

Nuclear industry Operation, including industrial economics, knowledge management, fuelmarket, comparative risk assessment, social ethics, and operational excellence.

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Qualification criteria for the WNU fellows are (1) master’s level or equivalent experience inscience or engineering, with knowledge of nuclear fundamentals; (2) demonstrated academic or
professional excellence; (3) proficiency in English, particularly oral communication; and (4)maximum age of 35, with exceptions on the basis of unusual merit.

The cost of participation will

be a tuition fee of 9,500 dollars plus travel to and from Daejeon, Korea. Participants fromgovernment and industry will be expected to cover their own expenses. Many applicants fromdeveloping countries should be eligible for IAEA assistance. Some applicants without a source offull funding may receive assistance from the Korean nuclear industries’ support. WNU Fellowship
application forms may be found on the WNU website (http://ww,world-nuclear-university.org), andshould be submitted to the WNU Coordinating Center by the November 2006.

4. Asian Nuclear Training and Education Program (ANENT) of the FNCA
FNCA has made great efforts to promote regional cooperation on human resources development in
Asia, particularly through providing MEXT Scientists Exchange Program for neighboring countries
as well as the implementation of FNCA Projects with the member states. These activities havecontributed to the sustainable development of nuclear science and technology in the Asian
region. Particularly, the Human Resources Development (HRD) project of the FNCA has been auseful mechanism to encourage the exchange of information, materials, and expertise on HRD
planning and implementation among the Member Countries. Korea supports the FNCA HRD
activities through exchanging information on its’ HRD policy including education and training, andexchanging its’ expertise in the related field.
With regards to specific FNCA training programs with cooperation of the member states, Korea
has experience in providing international training courses for the member countries under the IAEA
technical cooperation framework. At this moment, upon the request of the IAEA, KAERI is hosting
the IAEA regional training events to share its’ experiences on the development of nuclear scienceand technology with IAEA member states. RCA Regional Office (RCA RO), which was establishedin Korea in 2002 by the RCA Member States to enhance their activities, is providing RCA Postdoctoral Fellowship Program, an RCA-KAIST Nuclear Engineering Master’s Degree Course, and an
RCA-KOICA trainer’s training course on NDT at KAERI for the member states.
According to the basic concept of the Asian Nuclear Training and Education Program (ANTEP)
discussed at the 7th Coordinators Meeting held on March in Japan, the 2nd ANTEP survey of FNCA
member countries has been conducted. KAERI has experience in providing international training
programs through the IAEA Technical Cooperation Program and the Government bilateral
cooperation program. The following are the training topics provided under the IAEA technicalcooperation framework for the member states;zPlanning and implementation of a nuclear power project－ 62 －

JAEA-Review 2007-029

zFeasibility study on a nuclear power related projectz

Utilization of a research reactor.

Considering the budget of the ANTEP training courses suggested by the member countries, the
IAEA technical cooperation program would be one of the sources to support the implementation oftraining programs among the member countries. Other options to be considered for the
implementation of these training courses are to submit each country’s applications to their bilateral
nuclear cooperation committee or to secure sponsorship from the other international networks suchas ANSN, ANENT, WNU, etc.

Reference
1.

Nuclear White Book 2005, Ministry of Science and Technology, ROK

2.

2005 Nuclear Energy Yearbook, Korea Atomic Industry Forum, ROK

3.

2005 Survey of Nuclear Industries in Korea, Korea Atomic Industry Forum, ROK

4.

Record of the Seventh FNCA Coordinators Meeting, March 2006, Tokyo, Japan

5.

Information of Technical Meeting on ANENT, July 2006, IAEA

6.

Information of 2007 WNU Summer Institute, July 2006, WNU

7.

Eui-Jin Lee, Human Resources Development in the Nuclear Field, June 2006

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1.3.5

Malaysia
COUNTRY REPORT FOR MALAYSIA
Rapieh Aminuddin
FNCA HRD Workshop
31 July-4 August 2006
Shenzen City, China

CONTENT– RECENT TOPICS– SURVEY RESULTS OF 2ND ANTEP SURVEY– PRESENT STATUS OF HRD POLICY– THE WAY OF COLLABORATING WITH ANTEP– FINANCIAL CONTRIBUTION TO ANTEPRECENT TOPIC– NPP- 30% hike in petrol price and increase in electricity tariff has made the public realise thatalternative energy need to be considered and urge the government to do so. The government did not ruleout the possibility of introducing NPP in the future. However, specific measures have not been taken
this far as it is not timely yet to do so.
– The role of nuclear S&T in solving environmental problems is becoming more prominent to solve
problems in land slide management, land fill of waste disposal sites, waste incineration, dam leakage,
drinking water, environmental pollution and marine contamination.
– Application of nuclear technique in R&D and innovation in biotechnology, nanotechnology, ICT,
advanced materials, advanced manufacturing is becoming more significant– We had the honour of receiving the visit of Prof. Aritomi and a delegation led by Mr.

VU Dang Ninh

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SURVEY RESULTS

A . R A D IA T IO N S A F E T Y A N D
R A D IO A C T IV E W A S T E
T itleD e s c r ip tio n

T y p e /N o /T im e

P la n n in g f o r
E s ta b lis h m e n t o f
R a d io a c tiv e W a s te
R e p o s ito r y

D e s ig n c o n c e p t,
s a f e ty a s s e s s m e n t,
Q A , S a f e ty A n a ly s is
u s in g A M B E R

L e c tu re , re s e a rc h ,O JT
2 p e rs o n s
1 -2 w e e k s

B. RADIATION AND ISOTOPE APPLICATION(AGRICULTURE AND MEDICINE)
TITLE

DESCRIPTION

TYPE/no/time

Application NT inagriculture

Basic

Lecture and experimentfollowed by OJT
10/year2 weeks

MedicalNuclear MedicineApplications-Nuclear Theory and practiceMedicine

Lecture, research, handson, expert services
5 per year
3-6 mths－ 71 －

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B. RADIATION AND ISOTOPE APPLICATIONIN INDUSTRYTITLE

DESCRIPTION

TYPE/NO/TIME

Development ofElectron Accelerator

Design andfabrication ofElectron Accelerator

Lecture, research,
OJT, experiment
3/yr
6-12 mths

Modelling and
Simulation in
Industrial
radiography

Using MCNP to
simulate radiography
under different
conditions

Lecture, experiment,
research andOJT2/yr
3-6mths

Industrial Process X
and Gamma
Tomography

Advancedmeasurement andimaging technology
for investigation andvisualisation

Lecture, experiment.
Research, OJT
2/yr
1-2 mths

B. RADIATION AND ISOTOPE APPLICATIONIN INDUSTRYTITLE

DESCRIPTION

TYPE/NO/TIMERadiotracer in Marine
Studies

Radionuclide analysis ofmarine-based samplesSampling, separationand measurement

Lecture, research,experiment
1 per year
3 mthsRadiation Shielding

Application of MNCP for
designing shielding
systemLecture, experiment
2/yr
3 mthsSANS forCharacterisation ofPolimer Blends andComposites

Using SANS to analyse
structure of polymer
blends

Lecture, experiment
10/year
2-4 weeks

EBM Operation andApplication

Knowledge
advancement in in EB
operation, maintenaceand handling equipment
for EB applications

Lecture, research, OJT
2/yr
3 mths－ 72 －

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C. RESEARCH REACTOR
TITLE

DESCRIPTION

TYPE/NO/TIME

Reactor Operationand MaintenanceResearch reactor
instrumentation,
control and coremanagement

Lecture, experiment,
OJT
2/yr
6 mths－ 73 －

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D&E. NUCLEAR POWER REACTOR AND
NUCLEAR ADMINISTRATIONTITLE

DESCRIPTION

TYPE/NO/TIME

Basic HRD for
Nuclear Power

Basic nuclear power
technology andcomputer codes forreactor modelling

Lecture, expt,
research, OJT
20
3-6 mths

Nuclear Power
Planning

Cmputer-basedenergy and NPP
planning andfinancial analysis

Expert services
1-4 weeks

SURVEY RESULTS- PROGRAMMESTITLEDESCRIPTION/FAC

TYPE/NO/TIME

Plant Mutagenesis Techniques infor Crop
mutagenesis
Improvement
Gamma greenhouse andrelated laboratories

Lectures,experiments, research
5/yr
6 mth

EB Services andOperation

Accelarator technology,
operation andmaintenance, safehandling
EBM

Lectures, hands-on
operation andmaintenance
2-3/yr2 weeks

Application ofElectron
Accelerator

Research in radiation
processing of hydrogel,polimer blends andcomposites

Research
1-2/yr6 months－ 74 －

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SURVEY RESULTS- PROGRAMMESTITLEDESCRIPTION/FAC

Nuclear Medicine Masters Program

TYPE/NO/TIME
Masters
2/yr
4 years

PRESENT STATUS OF HRD POLICY• Strong emphasis on HRD/HCD in 9th M’sia Plan- 1 of 5 major thrusts in development. 1 Chapter
dedicated to this• RM 500 million for HCD in S&T 2006-2010• At MOSTI– Post Graduate pre and in service– Post Doctoral– Attachment– Expert• At MINT– On-the-job Post Graduate– Training courses, seminars, workshops– In-house courses and expert– Fellowship
THE WAY OF COLLABORATING WITH ANTEP– Same as other FNCA HRD activities－ 75 －

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FINANCIAL CONTRIBUTION TO ANTEP• Under the 9th Malaysia Development Plan there is provision in the budget to support– Expert/instructors– Training and attachment of MINT staff– Fellows•

A small portion of this may be allocated to support ANTEP activity particularly to support MINT staff

in ANTEP HRD activity
CONCLUSION• HRD needs and contribution will vary slightly from year to year and hence program to fulfill theseneeds need to be implemented in a timely manner• Developing countries like Malaysia are mainly trained by the IAEA and Japan. In most cases we are at
the same level of development. The possibility of being able to provide training to other countries may
be quite limited.

• Financial constraint seems to be an obstacle. Every member country needs to look at this seriously
otherwise it is not possible to implement any program.

• How to position ANTEP?
– If we have our own funding would we use it for ANTEP activities. We may choose to use it for HRD
in advanced countries. Hence we need to position ANTEP so that it is a program that we want to use
our fund for. It should be cost effective, relevant to our needs, produce some unique benefit.
– There are relatively few countries in ANTEP and so it should be able to act and respond fast to theneeds of member countries– However member countries are divided into 3 categories in terms of development and identifying a
program that suits all is a problem and the challenge is to select a very a very focused theme to suitevery member country.

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1.3.6 Thailand

Present Status of Thailand Human Resource Development
In the Nuclear Field
Somporn Chongkum
Office of Atoms for Peace (OAP)
Thailand Institute of Nuclear Technology (TINT)
Bangkok, Thailand
1. Introduction
At present, science, technology and innovation are increasing its role in
Thailand’s social and economic sectors. Since Thailand possesses a limited numberof natural resources, productivity improvement via suitable technologies is essential.
However, domestic science and technology development has not supported
production section sufficiently due to insufficient science and technology, humanresources, and low investment in research work oriented toward producing knowledge
resource and applying to be appropriate technologies. As a result, Thai production
sectors have continuously relied on imported technologies.
The Ninth National Economic and Social Development Plan (2002-2006)
assigned high priority to Science and Technology as a strategy for increasing
production efficiency and being foundation of the thai society to enter a knowledgebase economy. Integrated to be a part of the Ninth Plan, the next 20 years National
Vision and Strategy of Science and Technology (2000-2020) was conducted to be thecountry’s thinking framework, and to enhance the Thai society to understand theimportance of science and technology for economic and social development.
Officially assigned to be the core organization undertaking and coordinating
the development of the country’s science and technology, the Ministry of Science andTechnology (MOST) plays its roles in laying out policies and plans to foster scientificand technological progress, enhancing the increasing of knowledge resource,
knowledge diffusion, and promoting the use of science, technology and innovation foreconomic benefits, improvements of the quality of life and social well being. MOST
consist of 11 organizations as following:
Government Organizations- Department of Science Service- Office of Atoms for Peace
State Enterprises- Thailand Institute of Science and Technology Research- National Science Museum
Public Agencies- National Science and Technology Development Agency- National Institute of Metrology- National Synchrotron Research Center- National Innovation Agency- National Astronomical Research InstitutePublic Organizations- Geo-Informatics and Space Technology Development Agency- Thailand Institute of Nuclear Technology－ 81 －

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2. Nuclear Science and Technology
The Ministry of Science and Technology of Thailand has launched thePrinciple Strategic Plan from 2004 to 2008. The Office of Atoms for Peace (OAP) of
Thailand has adopted this five-year plan to apply with its nuclear research anddevelopment policy. The Plan has been stated as two magnificent goals. Separately,each goal has been severed by two major strategies.

Goal

Strategy

1. The uses of nuclear energy.

1.1 To increase the complete capabilityof directing, handling, inspecting
and controlling the uses of nuclear
energy in order to be safe
from all the risks caused by nuclear
and radiation.
1.2 To have the users of the nuclear
energy strictly guided by the safety
regulations.

2. To develop the excellence
In science and nuclear technology

2.1 To promote and progress bothnational and international research.

And let them as a part that supports thenation’s competitiveness.

Moreover, to increase the capability ofTechnological innovation, more patentregistrations must be facilitated as thenational intellectual treasures.

2.2 The service of nuclear technology’s
efficiency must be increased inboth the infrastructure and the
manpower.
After several year of planning for Sustainable National Nuclear Institution, there-organization of the Office of Atoms for Peace (OAP) took effect on April, 2006.
OAP will remain responsible for policy and strategic plan formulation on all nuclear
matters and radiation safety, and nuclear material regulatory authorities. A new
institute, the Thailand Institute of Nuclear Technology (TINT) will be responsible for
R&D, technology transfer and the application of services and products.

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3. Organization Structure
Thai Atomic Energy Commission

Ministry of Science and Technology

15 Sub-Committees
Office of Atoms for Peace
Thailand Institute of Nuclear Technology

Office of Atoms for Peace

•
•
•
•
•

OAP

Office of the Secretary
Bureau of Atomic Energy Administration
Bureau of Radiation Safety Regulation
Bureau of Nuclear Safety Regulation
Bureau of Technical Support for Safety Regulation

Thailand Institute of Nuclear Technology

•
•
•
•
•
•

Administrative Office
R & D Group
Nuclear Technology Operation Group
Nuclear Training Center
Business Development Unit
Service Centers－ 83 －TINT

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4. Human Resource Development
Human Resource Development (HRD) is an essential base for the sustainable
development of nuclear science and technology. Thailand is the country withradiation application and has a long term plan to construct nuclear power plant. The
HRD Strategy is primarily based on the national nuclear development program. The
constitution to HRD in the nuclear field through training, seminar, site visit, technicalmeeting and workshop, both local and abroad to improve their skills. The radiation
workers in the public and private sectors as well as academic institutes were trained todisseminate knowledge about and promote the applications of atomic energy fornational development.
The most important management for HRD are the effective HRD on selected
specific subjects to meet national needs and interest of the institute. During 20002006, the OAP has engaged in the following personnel development and co-operation
activities with various organizations for close coordinational and linkage withpotential users of technology developed by institutes. Effective collaboration with
relevant academic sector, more than 30 universities have the linkage with OAP andalso the nuclear societies and related associations.
4.1 UNIVERSITY
Nuclear and Radiology curricula are available in various universities inThailand Department of Radiology, Faculty of Medicine, Chulalongkorn University
consists of Diagnostic Radiology, Nuclear Medicine, and Radiation Oncology. It
provide undergraduate and postgraduate educational programmes. Fellowship is also
provided for those who would like to fresh up their knowledge.
Division of Nuclear Technology, Faculty of Engineering, Chulalongkorn
University offers educational programmes for graduate students both Master and Ph.D.
Department of Radiology, Faculty of Medicine, Chiangmai University consistsof 4 divisions including Diagnostic Radiology, Nuclear Medicine, Radiotherapy, andPediatric Radiology.
Department of Applied Physics and Radioisotope, Faculty of Science,
Kasetsart University offers educational programmes for under graduate and graduate
students.
In addition, Two major hospitals, Ramathibodi hospital and Siriraj hospital,
are under Department of Radiology, Faculty of Medicine, Mahidol University.
Nakarindhravirot University,
Khonkaen University and Prince of Songkhla
University.
Faculty of Science of more than 50 universities in Thailand offers educational
programmes for Nuclear Physics and Nuclear Chemistry.

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4.2 NUCLEAR SOCIETY AND RELATED ASSOCIATION- Nuclear Society of Thailand- Science Society of Thailand under the King’s Patronage- Nuclear Medicine Society of Thailand- Thai Society of Therapeutic Radiology and Oncology- Royal College of Radiologist of Thailand- Thailand Nondestructive Testing Association- Thailand Institute of Physics
4.3 INTERNATIONAL SCOPE
As a member state of the IAEA and FNCA, Thailand has received assistancethrough RCA and national projects for Human Resource Development in the form ofExpert Services, Fellowships, Training Courses and Scientific Visits. The remainder
was devoted for equipment, subcontracts etc. Area-of-activity wise, the largest shareof assistance was provided in Radiation Medicine and Health, followed by
Application of Isotopes and Radiation in Food and Agriculture. Smaller shares went
to nuclear and radiation safety and security, nuclear and Atomic Physics, generalatomic energy development, isotopes hydrology and applications of isotopes andradiation in industry, Biology and environmental studies and nuclear safety.
4.4 BILATERAL AGREEMENT
According to Annex ll (HRD) of Bilateral Agreement between OAP-JAEA thegovernment of Japan provides technical assistance in terms of experts and necessary
equipments to Thai Government to arrange the training courses annually. OAP is a
center to host the trainings The training programmes include Nuclear Technology andits diverse applications, Nuclear and Radiological Emergency Preparedness, andRadiation Safety Supervisor. In addition, through Annex l of the Agreement, thegovernment of Japan provide training course in the field in Research Reactor to Thai
personnel.
Within the framework of cooperation between the government of Thailand andthe Republic of Korea for atomic energy cooperation, it is agreed to establish thetechnical cooperation, information exchange and expert exchange so that the training
programme could be arranged accordingly.
- The Government of Japan by Ministry of Education, Culture,
Sports,Science and Technology (MEXT) initiated the exchange of scientists programme in
Nuclear Energy Fields.
- Japan International Cooperation Agency (JICA) provides training
programmes including nuclear fields for Thai scientists.
- Radiation Application Development Association (RADA) hosts
International Seminar on Nuclear Safety which contains 5 training programmes innuclear field namely operation and Maintenance of Nuclear Facilities Course,
Radiation Application Course, Safety Analysis, Dissemination of Nuclear Knowledge,
and Administrative Management Course.

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5. HRD Demands in Nuclear Fields.
According to the re-organization of the Office of Atoms for Peace (OAP), theThailand Institute of Nuclear Technology was established since April 2006. The OAP
has authority to regulate the application of nuclear energy to ensure public safety and
the TINT is responsible for R & D ,technology
The needs for HRD in nuclear fields as following:
Field A. Radiation Safety and Radioactive Waste- Emergency Preparedness- Waste Management- Decommissioning
Field B. Radiation and Isotope Application
Accelerator Technology & Medical Applications- Medical Applications- Accelerator Technology- Facility Operation & Maintenance
Field C. Research Reactor- Efficient Utilization of Research Reactor
Field D. Nuclear Power Reactor
Reactor Safety- Reactor Design & Engineering- Reactor Operation & Maintenance- Nuclear Safety
Filed E. Nuclear Administration- Energy Strategy- Safety Regulation & Licensing
6. The Way of Collaborating with ANTEP in Thailand
Since Asian Nuclear Training and Education Program (ANTEP) indicates a
network system with a cooperative coordination function that enables and effective
utilization of existing nuclear training and education resources of the (FNCA) member
countries.
OAP and TINT can be cooperated as ANTEP network in Thailand for training
and education activities among the member countries. Thailand can offer on the job
training (OJT), for the IAEA and RCA follows and also for the FNCA member
countries as follows:－ 86 －

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1. Research Reactor Utilizationa) Neutron Activation Analysisb) Isotope Productionc) Radioimmunoassay
2. Secondary Standard Dosimetry Lab (SSDL)
3. Low Level Counting Lab
4. Sterile Insect Technique (SIT)
5. Food Irradiation
6. Plant Mutation
7. Ion Beam Accelerator at Chiangmai University
8. 1Gev Synchrontron at Suranaree Technical University
9. Nuclear Medicine and Therapy at University Hospitals----------------------------------------------------------------------------------------------FNCA 2006 Workshop on HRD / Shen Zhen, CHINA / 31 Jul. – 4 Aug. 2006.

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1.3.7 Philippines
Status of Available Human Resources, Recent HRD Topics in the Nuclear Field,
Needs and Programs for ANTEPCountry Report for the Philippines
Corazon C. Bernido and Estelita G. Cabalfin
Philippine Nuclear Research Institute2006 FNCA Workshop on Human Resources Development in the Nuclear Field
31 July – 4 August 2006, Shen Zhen, China
1. Status of National HRD Policy and Available Human Resources in the Nuclear Field
The Medium-Term Philippine Development Plan (2005-2010) has as one of its thrusts
the mobilizing of knowledge to increase productivity; improvement of the country’s humancapital is one of the priority strategies. The priority activities include empowering workers
with new technologies and knowledge, and enhancing middle-level and tertiary level
education with emphasis on Science and Technology, Engineering, ICT, medical, health,math and English courses. To implement this, the Department of Science and Technology
with the Philippine Nuclear Research Institute as one of the agencies under it, places
importance and focus on human resources development in Science and Technology, with theprovision of appropriately designed and focused entrepreneurial, skills and technology
training programs.
Human Resources for Non-power Nuclear Applications
With the government’s decision to mothball the Bataan Nuclear Power Plant (BNPP1) in 1986, the focus of nuclear-related activities in the country shifted to non-power
applications, as well as regulatory activities pertaining to these applications. These non-power
applications are in the fields of research (food and agriculture, human health, environment,etc.), medicine, industry, environment. As of December 2005, the country has 313 licensed
users of radioactive materials (not including X-ray machines). Of these, 53.4% are industrial
users, 26.5% are medical users, 13.4% are commercial companies, 6.7% in research. The
Philippine Nuclear Research Institute (PNRI) provides training in nuclear S&T, radioisotope
techniques, radiation safety, to radioisotope users, medical practitioners, researchers, scienceeducators, engineers and technicians from government and private institutions. On the average,
300 to 400 from outside PNRI are trained annually. The PNRI has a personnel complement of
243, 73% of whom are technical and who possess training (non-nuclear power) in nuclear
regulations, nuclear and radiation safety, and the different nuclear techniques and applications.
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Available Human Resources for Nuclear Power
Almost all of the human resources with expertise in nuclear power have retired. There
are at present only two nuclear engineers (M.S. Nuclear Engineering) at the PNRI andpossibly the whole country, a third one still pursuing graduate studies abroad. In the past, all
the human resources with training in nuclear power generation and regulations wereconcentrated at the PNRI (formerly the Philippine Atomic Energy Commission), and the
National Power Corporation (NAPOCOR) which built the nuclear power plant. One or two
with training in nuclear power may still be at the NAPOCOR, and at most ten at the PNRI
have training in nuclear power and research reactor technology, as well as quality
assurance/quality control in the construction of nuclear power plants. Also at the PNRI, four
have expertise in uranium exploration, three in uranium processing, and two have someexpertise in the siting of nuclear power plants.
2. Recent HRD Topics in the Nuclear Field
The following are the recent HRD topics in the nuclear field wherein training
activities are being availed of:a) With the emphasis worldwide on nuclear security, more personnel have undergone
training in design basis threat, and security for nuclear facilities and radioisotope
sources.
b) With the ageing of human resources in the nuclear field, there is a recognized
importance for preserving nuclear knowledge. One of the tools for preserving andsharing nuclear knowledge is Knowledge Management (KM) which is also a newarea for training.
c) There is also a recognized importance in establishing management systems for
operating organizations of research reactors and other nuclear facilities, and nuclear
research institutes. The PNRI is trying to develop expertise in the development andimplementation of an integrated management system for the whole institute.
d) The research reactor at the PNRI will undergo decommissioning, and the Philippines’
research reactor PRR-1 has been chosen by the IAEA as a demonstration reactor for
training in research reactor decommissioning.
e) Radiation and nuclear techniques have many applications in nanotechnology such as
in nanomaterials and nanocomposites, and this is an area wherein PNRI would like totrain its young researchers.
3. Needs and Programs for ANTEPShown in Table 1 are the HRD needs, and in Table 2 the programs to be offered by
the Philippines for the Asian Nuclear Training and Education Program (ANTEP).
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4. Financial Support for Foreign Training Programs Such As ANTEP
Because of the Philippine government’s economic austerity measures, there are noavailable funds for academic scholarships, fellowships, or training outside the country in the
nuclear field. Participation in international training courses, workshops, on-the-job training or
academic programmes are usually done through sponsorship by the International Atomic
Energy Agency, or sponsorship by donor countries. In these training activities, 62% areavailed of by personnel from the Philippine Nuclear Research Institute (PNRI) , and 38% by
personnel from other agencies, institutions outside of PNRI. Figure 1 shows the relative
contributions of the IAEA and other sources in sponsoring training activities (not including
academic degrees) outside the Philippines. Recently, the Philippines has availed of training
activities sponsored by the United States and Australia in the area of security of nuclear
installations and radioactive sources. Examples are the “Training Course on the Interdiction of
Weapons of Mass Destruction” held in the USA, and “Regional Workshop on Search,
Location, Identification, Securing and Disposition of Orphan Radioactive Sources” held inAustralia.
The only academic programs that are availed of are: (a) “Post Graduate Educational
Course on Radiation Protection and Safety of Radiation Sources” held in Malaysia andsponsored by the IAEA; (b) MS. or Ph.D. in Nuclear Engineering held in Korea, sponsoredby the RCA Regional Office in Korea; (c) Sandwich academic program in which the M.S. or
Ph.D. is done at a Philippine university, while the laboratory experiments for the thesis aredone through OJT sponsored by the IAEA, MEXT or Ronpakku of Japan.

SPONSORSHIP OF FOREIGN
TRAINING ACTIVITIES

JAPAN
12%

Others
8%
IAEA
JAPAN
IAEA
80%

OthersFigure 1. Sponsorship of Foreign Training Activities－ 94 －

－ 95 －OJT/
6 months

IAEA or
MEXT

To obtain knowledge andtechniques in radioisotope
production using cyclotronRadioisotope Production Using
Cyclotron/
Isotope production
Radioisotope production
using cyclotron

Researchers/
1 per year

IAEA orMEXT
OJT/
6 months
Engineers
1 per year

To train engineers in theoperation and maintenance of acyclotron

To obtain knowledge &techniques needed for operationand maintenance of a cyclotron

Cyclotron Technology/
Facility operation & maintenanceCyclotron technology

To train researchers inradioisotope production using
cyclotron

MEXT,
Monbusho or
Ronpakku
Sandwich program leading to
MS degree/
2 years

Researchers
1 per year

To train researchers in theapplications of electron accelerator in radiation processing

IAEA orMEXT
OJT/
6 months

Engineers
1 per year

To train engineers in theoperation & maintenance of anelectron accelerator

To obtain knowledge &techniques needed for operationand maintenance of electron
accelerator

To obtain knowledge andtechniques in radiation
processing using electron
accelerator

Financial
SupportType ofTraining/
DurationTarget/No. to be Trained

Objectives

Technical
Description

Electron Accelerator Technology Application/
Industrial applications
Accelerator technology

Electron Accelerator
Technology/
Accelerator Technology
Facility operation& maintenance

Title/
Specific Themes

FIELD: RADIATION AND ISOTOPE APPLICATION

Table 1. HRD Needs for ANTEPJAEA-Review 2007-029

To acquire practical training
and experience in the use of
nuclear techniques for researchin nanotechnology

Nanotechnology/
Nuclear applications in
nanotechnology－ 96 －FIELD: NUCLEAR ADMINISTRATION
To train policy makers, who
To obtain knowledge andwould be capable of analyzing
techniques needed for nuclear
the feasibility of nuclear power
power planning.
in the country.

Nuclear power planning/
Energy strategy

To provide a pool of nuclear
engineers in preparation for the
re-introduction of nuclear
energy in the country in about
2030

To train young engineers innuclear engineering (MS/PhD
program)

Nuclear Engineering/
M.S. or Ph.D. in Nuclear
Engineering

Engineers,
Policy makers/
1 per year

Engineers
1 person every
two years

Researchers/
1 per year

Lectures, visits
to power
plants, use ofcomputer codes/ one month

MS or
PhD Program

OJT
3 months

OJT
3 months

Engineers, trainers
1 per year

To have a sufficient pool of
Non-Destructive Testing (NDT)
trainors who will be certified as
Level-3 in specific NDTtechniques

To develop the capability of
doing research in the field of
nanotechnology with the use of
nuclear techniques

Type ofTraining/
DurationTarget/No. to be Trained

Objectives

FIELD: NUCLEAR POWER REACTOR

To acquire practical training &experience in Non-Destructive
Testing techniques, Level-3 in
Ultrasonic Testing, Radiographic Testing, Eddy Current
Testing, Surface Methods

Technical
Description

Non-Destructive Testing
Level-3 Training
Industrial applications

Title/
Specific Themes

IAEA or
MEXT

Monbusho,Ronpakku,
KAIST thru
RCARO

IAEA,
MEXT orother sources

IAEA or
MEXT

Financial
Support

JAEA-Review 2007-029

Nuclear power planning/
Public communication

Title/
Specific Themes

To gain additional knowledge& techniques in nuclear
education / information on
nuclear technology

Technical
Description
The trained personnel willconduct public education /information program, which
will improve public opinion &perception about theapplications of nuclear
technology.

Objectives

Type ofTraining/
DurationOJT (withvisits to nuclear
power plants)

Target/No. to be Trained
Teachers/
information
officers
1 per year

MEXT or
RADA

Financial
Support

JAEA-Review 2007-029－ 97 －

Lectures and experiments

Lectures and experiments

To train researchers in thefield of receptor binding
assay for saxitoxin, to solve
the problem of red tide.
To train researchers in thefield of polymerization ofcarrageenan

OJT(receptor
binding assay
for saxitoxin)

OJT(polymerization ofcarrageenan)

OJT on Receptor
Binding Assay/
Environmental
applications;
Receptor binding
assay
OJT onPolymerization of
Carrageenan/
Industrial applications

Technical
Description
Lectures on radiation
protection and related
topics.
Experiments using HPGe,
survey meters, Na(I)
detectors & otherequipment
Lectures and experimentswith fruitflies and sterilization using Co-60 irradiation
facility

To train researchers in thefield of sterile insect
techniqueTo train radioisotope users,
radiation safety officers,
instructors in the field ofradiation protection throughlectures, and laboratory
experiments

Objectives

OJT,
Experiments

ProgramType
Lectures,experiments

OJT on Sterile
Insect Technique/
Agricultural
applications

Title/
Specific Themes
Radiation Safety /Radiation
protection

TargetRequired Tech.
Trainees
BackgroundEngineers, B.S. in science
Trainers,
or engineering,Researchers with some experience inroutine work or
research using
radiation
Researchers B.S. in biology
or agriculture,with someexperience inentomology
Researchers B.S. in science(Chemistry),
with someexperience inhandling radioactive materials
Researchers B.S. in science(Chemistry) withsome experience
with radioactive
materials

Organizer: Philippine Nuclear Research InstituteLanguage: English
No conferment of university degrees
Air fare, accommodation, daily allowance to be shouldered by participant (no training fee will be collected)

Table 2. Training Programs Offered for ANTEP－ 98 －

2-3 months
Quezon City,
Philippines
1-2 persons

2-3 months
Quezon City,
Philippines
1-2 persons

2-3 months
Quezon City,
Philippines
1 to 2 persons

Program
Details
4-5 weeks
Quezon City,
Philippines
10 persons

JAEA-Review 2007-029

JAEA-Review 2007-029－ 99 －

JAEA-Review 2007-029－ 100 －

JAEA-Review 2007-029－ 101 －

JAEA-Review 2007-029－ 102 －

JAEA-Review 2007-029－ 103 －

JAEA-Review 2007-029－ 104 －

JAEA-Review 2007-029－ 105 －

JAEA-Review 2007-029－ 106 －

JAEA-Review 2007-029－ 107 －