Human Resources Development for Sudan Nuclear Power Programme Presented by Prof. F.I.Habbani

1. Human Resources Development for Sudan Nuclear Power Programme Presented by Prof. F.I.Habbani Technical Committee For Sudan NPP Ministry of Energy and Mining

2. Country Profile • Area: 2.5 million square kilometers • Population: 40 millions • Capital: Khartoum • Current installed electrical generation capacity: 2.5 GW

4. Major Features of Sudan Nuclear Power Programme (SNPP) • According to Sudan Energy Plan an addition of 4400 MW from Nuclear generation should be introduced between the years 2020 and 2030. • The size of first Nuclear unit will be 600 MW and it is planned to be commissioned in the year 2020.

5. Sudan Power Plan Forecast with Nuclear Option

6. Objectives of HRD Strategy: • To develop and maintain national human resources to successfully manage, operate, maintain, and regulate nuclear power facilities. • To provide the decision makers with the necessary requirements on human resources. • To identify and evaluate the required competencies during the different phases of the project.

7. CURRENT CAPABILITIES The current institutional capabilities of organizations related to the NPP include: Universities, Sudan Atomic Energy Commission (SAEC), Radiation Protection Technical Committee (RPTC), National Electricity Corporation (NEC) and the General Directorate of Energy Affairs (GDEA).

8. Universities in Sudan • There are more than forty universities established by public and private sectors • Universities deliver undergraduate and postgraduate studies in different disciplines, including science, engineering and other supportive fields such as computer sciences, physics, chemistry and geological sciences.

9. (cont.) Universities in Sudan • Nuclear Physics courses are taught in several of the national universities. • Undergraduate programme in nuclear engineering started in 2009 at Sudan University for Science and Technology • Sudan has lately witnessed a great increase of graduates in Science, Engineering & Technology. • Courses leading to Master degree in Radiation Protection, Medical Physics and Nuclear Science and Technology at Sudan Academy of Sciences (SAS).

10. Statistics on university students in engineering and science • Registered undergraduate students in governmental universities in engineering and science in the year 2007-8 is 43,980

11. Capabilities of four major stakeholders of Sudan nuclear power programme • These stakeholders are: • National Electricity Corporation • Sudan Atomic Energy Commission • Radiation Protection Technical Committee • General Directorate for Energy Affairs in the Ministry of Energy and Mining

12. National Electricity Corporation (NEC) • The NEC has a General Directorate for Human Resources training & development. • The NEC has a Regional Training Centre (RTC) for managerial & technical training, equipped with simulators & high level trainers. • The RTC runs a comprehensive training programme.

13. Capabilities of the National Electricity Corporation

14. Capabilities of Sudan Atomic Energy Commission (SAEC) SAECruns (under SAS) Master programmes on: • Radiation Protection. • Medical Physics • Nuclear Science & Technology. The SAEC also runstraining courses and on- job training in the various nuclear related fields, mostly with IAEA support. The SAEC has a well established NDT Training Centre.

15. Capabilities of Sudan Atomic Energy Commission (SAEC) • SAEC is planning to establish two research reactors: 30 kW and 5MW during the next 5 years. • The research reactors are expected to play an important role in the training of human resources for the NPP.

16. Capabilities of Sudan Atomic Energy Commission

17. Staffing of the Technical Committee for Radiation Protection

18. General Directorate for Energy Affairs (GDEA) • The GDEA, Ministry of Energy & Mining, is responsible for designing the human resources management system for the various aspects of the NPP. • Main areas include: organization development, manpower planning, employees selection & recruitment and HR training & development.

19. Approach to be followed for developing human resources • The approach is based on the following steps: • Setting up the strategic direction. • Designing the human resource management system. • Planning the total workforce. • Generating the required human resources. • Investing in human resource development and performance. • Assessing and sustaining organizational competence and performance.

20. Investigations to determine the needed human resources • The investigations will consider: • Organization development. • Manpower planning. • Employee selection and recruitment. • Training development. • Management development • Performance appraisal. • Employee rewards.

21. Human Resources Plan of Activities • Year 1: Recruitment & training of staff for the implementation of the NPP (NEPIO). • Years 1- 3: Human resources needed will be surveyed. • Year 2: Design of HR Management System. • Years 2-3: Planning of the Total NPP Workforce. • Years 2 -12: generating required HR for all stages of the NPP, up to commissioning & operation.Thus, needed human resources will be assured.

22. International Cooperation • Sudan is exclusively committed to the peaceful applications of nuclear energy. • Sudan will satisfy the necessary legal framework for the successful implementation of its NPP. • Sudan looks forward to the cooperation of the international community, particularly with IAEA for the successful implementation of its HRD programmes.

23. THANK YOU FOR YOUR ATTENTION