2009 Report to Government on National Research and

Retention of Skills
4.48 It has been brought <strong>to</strong> CoRWM’s attention that the radioactive waste
management side of the industry will face severe competition for its skilled staff
(CoRWM doc. 2677), not only from existing industries like hydrocarbons, water
and civil engineering but also from emerging activities such as nuclear new build
and carbon capture and sequestration. Also, a proportion of the R&D skilled staff
would be expected <strong>to</strong> move in<strong>to</strong> other roles in the nuclear industry and its
regula<strong>to</strong>rs, rather than remaining in R&D roles (CoRWM doc. 2630).
Conclusions on Skills
4.49 For nuclear skills in general, but R&D in particular, the picture in the UK has been
one of decline since the 1980s, largely a result of research labora<strong>to</strong>ry closures
but not helped by the "unfashionable" perception of careers in the nuclear
industry. By 2000, this was giving grounds for serious concern. It is therefore
encouraging that recently there have been significant improvements in the skills
and training area. These are partly a consequence of the setting up of NDA and
the "skills alliance" formed between Cogent and NSAN. They should be further
helped by the improving image of the industry, due partly <strong>to</strong> the media
association of the new build, energy gap and climate change issues.
Nevertheless, arrangements for providing R&D skills are not yet adequately
rebuilt for the future. The large number of organisations involved and the
complexity of the relations between them means the provision of R&D skills and
training in the UK is fragmented. Simplification of the responsibilities for ensuring
the UK has the requisite skills should therefore be seriously considered.
4.50 NDA appears <strong>to</strong> be making good progress within the area of its own remit but
nationally the wider scenario lacks strategic control. The inter-relationships
between the responsible organisations are extremely complex and it is far from
clear which take overall responsibility for providing leadership and co-ordination.
This applies both <strong>to</strong> the identification of skills requirements and the provision of
training. NSAN is an important initiative but has tended <strong>to</strong> focus on industry’s
more immediate needs. With Cogent, NSAN is now looking <strong>to</strong>wards skills
shortages <strong>to</strong> 2025 but these are still defined by current industry profiles. CoRWM
encourages NSAN <strong>to</strong> develop some pro-active initiatives rather than relying
entirely on employers’ perceived needs and <strong>to</strong> do so over a timescale of
decades.
4.51 In parallel with the depletion in R&D skills in the UK nuclear industry, the
provision of research skills via higher degrees was seen as very “fragile” until
recently. The establishment of the URAs by BNFL marked the beginning of a
considerable improvement in the nuclear area which has continued with the
funding by the Research Councils (mainly EPSRC) of nuclear-related research
and training consortia and other university-based programmes. However, there
appears <strong>to</strong> be an assumption in the industry that now the URAs are established
the higher level skills problem is solved (CoRWM doc. 2630). These research
centres require continued support <strong>to</strong> go on delivering skilled researchers in the
relevant areas and without it may be forced <strong>to</strong> further reduce their nuclear-related
activities. The commitment of the NDA <strong>to</strong> supporting research through its DRP,
CoRWM Document 2543, Oc<strong>to</strong>ber <strong>2009</strong> Page 77 of 151