Staffing and Cooperation in Higher Education Institutions for Personnel Preparation at NNEGC "ENERGOATOM

1. The need for staff at NNEGC "ENERGOATOM" and the cooperation of the company with higher education institutions in terms of preparing personnel Vladyslav Yanishevky, Deputy Director for Staff and Social Issues 27-31May 2018

2. The state enterprise National Atomic Energy Generating Company ‘Energoatom’ was established in October 1996. The company is the operator of all acting nuclear power plants in Ukraine. Our goal: • increase production • improve safety • improve the supply of electricity to the economy of Ukraine and the population 6000 MВт 2835 MВт 3000 MВт 2000 MВт

3. Rivne NPP KYIV RIVNE Main office NNEGC “ENERGOATOM” Khmelnitsky NPP KHMELNITSKY ZAPORIZHZHYA South Ukraine NPP Zaporizhzhya NPP List of terms: Types of reactors MYKOLAYV WWER-1000 WWER-440 Nuclear Power Industry of Ukraine

4. Interaction of the DCS with the company's divisions andthird-party organizations in staffing and training Мinistry of Education Мinistry of Energy NNGEC Energoatom Directorate for Personnel and Social Policy Educational institutions(universities,schools, vocational schools) Separated Subdivisions (NPPs) training centers Local authorities Employment agencies

5. Human Resources Our company pays close attention to the selection and filling vacancies with the staff of necessary qualifications. The human resources of the “Energoatom” are the main guarantor of ensuring the necessary level of nuclear, radiation and environmental safety of Ukraine, reliable and accident-free operation of enterprises of the nuclear power complex.

6. The recruitment process at Energoatom includes: • evaluation of human resources • estimation the need for staff • planning of personnel • identification of sources for recruiting personnel • planning training of highly qualified employees in higher education institutions

7. Staff of NNEGC «Energoatom»

8. The need for employees atEnergoatom

9. Staffing Sources of personnel: Internal • personnel reserve from existing employees; • employee rotation Advantage: • Possibility of planning • Career development • Staff motivation • Reduction of costs for personnel training • Quick filling of vacancies • Reduction of employee turnover • Retention of qualified staff • Keeping the stability of staff

10. Staffing of company’s subdivisions Sources of staffing: External: • staff transfer from related and other energy enterprises • employment agencies • young specialists • servicemen dismissed from the Armed Forces • employing people from the public

11. Systematic approach to personnel training • Professional orientation in schools of NPPs satellite cities • Pre-university preparation of school leavers • Making agreements with universities • Practical training for students at NPPs sites • Energoatom scholarships • ‘The best teacher of the year’ award • Spring school • Summer nuclear school • Involvement of the company’s specialists into lecturing at universities • Booking of vacancies • Accounting and analysis of the employment of young specialists

12. Agreement about cooperation • with National Technical University of Ukraine “Kyiv Polytechnic Institute” • with Odessa National Polytechnic University • withLviv Polytechnic National University • with Vinnytsia National Technical University  • with Taras Shevchenko National University of Kyiv • with National Technical University "Kharkiv Polytechnic Institute"

13. Personal scholarship of Energoatom Scholarship distribution between universities:

14. Energoatom ‘The best teacher of the year’ award

15. Practical training Starting from the third year of studies, university students have training at NPPs: • practical • pre-diploma It encourages: mastering modern methods of work Details of the technological process The total number of students who had practice at Energoatom is

16. The most popular university specializations • nuclear energy (61%) • automation & computer-integrated technologies (21%) • electrical energy, electrical machinery • electrical mechanics (13%) • energy consumption systems (3%) • nuclear physics (2%)

17. Employment of young specialists at Energoatom in 2016

18. Adaptation of young specialists at Energoatom’s subdivisions • Mentoring • Training, re-training, improving and maintaining employee qualification at the expense of the company • Participation in international youth conferences, scientific competitions, seminars and meetings on nuclear energy • Holding professional mastery competitions among young specialists followed by monetary rewards • Holding youth industry sports competitions in NPPs satellite cities • Participation in international sports competitions and tournaments

19. Energoatom monitors internal employment and analyses industrial potential of university graduates From 2006 to 2016 Energoatom employed 1475 university graduates, of which: • 42 % (621 university graduates) – work in operating personnel positions • 2 % (35 university graduates) – work in authorized (licensed) positions • 7% (106 university graduates) – work in managerial positions; • 14 % (208 university graduates) – are in staff reserve for top positions.

20. Summer nuclear school Summer nuclear school is one of the instruments for training students to become qualified staff for Energoatom in future. It encourages: • consolidation of partner relationships between nuclear higher education universities and the company; • improvement students’ knowledge; • promotion of academic standards of nuclear education; • nuclear industry popularization.

21. THANK YOU FOR YOUR ATTENTION