2009 Report to Government on National Research and

4.30 The NDA also operates a graduate recruitment scheme, which covers a wide
range of disciplines and involves over 20 companies. The scheme currently
attracts over 1,000 applicants a year, of which, about 10 are recruited annually
(CoRWM doc. 2373). During the three-year scheme, the recruits receive two
years of post-graduate training and are placed with SLCs and supply chain
companies on a rotational basis <strong>to</strong> gain practical and industrial experience. This
is an excellent scheme and, although relatively new, appears <strong>to</strong> be working well
(CoRWM doc. 2373). There is, however, some concern that without any
guarantee of, or commitment <strong>to</strong>, employment upon completion (as was the case
with the first cohort recruited) these people could subsequently be lost <strong>to</strong> nonnuclear
careers (CoRWM doc. 2630).
4.31 NDA is a partner with the University of Manchester in the Dal<strong>to</strong>n Cumbria Facility.
Although small (3 academic posts), this aims <strong>to</strong> undertake nuclear-related
research and provide research training and post-graduate level education in
radiation sciences and in decommissioning engineering.
The National Nuclear Labora<strong>to</strong>ry
4.32 NNL has a specific responsibility <strong>to</strong> maintain the critical skills required <strong>to</strong> support
civil nuclear R&D. Arising from a skills review in which 72 essential areas were
identified, it now maintains an R&D skills risk register. A key function of this
register is <strong>to</strong> suggest actions <strong>to</strong> mitigate the risks, such as initiating recruitment
before a skills gap appears. The NNL governance process will enable it <strong>to</strong> raise
skills issues and this should ensure that skills are not lost by chance.
4.33 One of NNL’s concerns is that NDA’s tendering process has led <strong>to</strong> the need for
nuclear skills <strong>to</strong> become spread across a much larger number of organisations
than previously, with potential problems in maintaining appropriate technical
standards.
4.34 In the view of NNL (CoRWM doc. 2630), in order <strong>to</strong> deliver its commitment on
training, NNL needs <strong>to</strong> ensure that it has access <strong>to</strong> a wide range of R&D skills. It
plans <strong>to</strong> pursue a growth strategy that increases staff numbers.
Relevant Non-Nuclear Skills
4.35 A substantial range of non-nuclear skills will be required for the successful
implementation of the MRWS programme, particularly in the geological, materials
and engineering sciences. It is beyond the scope of this report <strong>to</strong> assess the level
of skills provision in these areas, as each is a substantial sec<strong>to</strong>r in its own right.
Consequently, text here is limited <strong>to</strong> comment on the geosciences sec<strong>to</strong>r where
serious concerns have been directly expressed <strong>to</strong> CoRWM through bilateral
meetings (CoRWM docs. 2455, 2456). It is noted, however, that it has also been
drawn <strong>to</strong> CoRWM’s attention that fewer than ten UK universities have “full
capability” first degree courses in materials science, despite the demand for
graduates (CoRWM doc. 2630).
4.36 At present, there are 25 university departments teaching first degrees in
geological sciences or environmental geosciences in the UK. The universities
listed in Box 5 produce about 1,000 graduates a year, with around half staying in
earth-sciences-related employment. Of these, many are recruited by overseas
CoRWM Document 2543, Oc<strong>to</strong>ber <strong>2009</strong> Page 73 of 151