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THE DEMAND FOR CRITICAL SKILLS AT the u.s. nuclear regulatory commission
Mary Ellen Beach, Deputy DirectorOffice of Human ResourcesMay 15, 2006
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What is driving NRC’s demand for critical skills?Need to maintain technical skill base as
increasing numbers of employees retire Annual attrition, mainly due to retirements,
increased from 5% (2002) to 6% (2005)
Need to add staff and to develop technical skill base to address increasing workload (e.g., new reactor licensing, security)
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The NRC TodayAs of March 31, 2006, NRC had 3150 full-time
permanent staff membersNearly half of the current staff members are
over 50 Average age is 48
34% of the staff members are eligible to retire in the next 5 years
On average, staff members remain 4.3 years beyond the date they are eligible to retire
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Age Distribution of Permanent Employees
0
25
50
75
100
125
150
175
20 25 30 35 40 45 50 55 60 65 70 75 80
Age
Em
plo
ye
es
FY 2000 FY 2005 FY 2010
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Staff by Location
Headquarters223871%
Overseas1
0%
Region I2468%
Region II2287%
Region III2147%
Region IV1976%
TTC261%
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Staff by Education Level
Doctorate2438%
Master95530%
Non-Degreed60919%
First Prof (Law)772%
Bachelor126641%
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Staff by Occupation Type
Engineers/Scientists151749%
Managers/Supervisors39012%
Paraprofessional/Clerical44214%
Other Professionals82226%
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Critical Skills
Engineering
• Electrical
• Mechanical
• Structural
• Chemical
• Nuclear
Law
Health Physics Nuclear Safeguards
and Security Intelligence/Threat
Analysis Risk Assessment Information
Technology
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What are NRC’s critical hiring needs?Growing staff by more than 10% in FY2006
(~350 hires)Hiring both entry-level (Bachelors, Masters,
PhD, JD) AND experienced staff ~25% entry-level (recent graduates) ~75% experienced professionals from industry and
government
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What characterizes NRC’s college/ university recruitment program?Attending ~80 events annually Involving leaders and key program managers
Serving as recruitment “champions”
Targeting schools for specific skills needs and to increase diversity of applicant pool
Hosting “interview days”
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What strategies is NRC using to recruit and retain staff?
Recruitment Incentives Retention Allowances Relocation Incentives Student Loan Repayments Waivers of Dual Compensation
Limitations Early Replacement Hiring Compensation Incentives Awards, including for Referrals
Technical Training Career Training and
Development/KM Fellowships/Scholarships Student Employee Expenses Leadership Development Worklife Programs (health
care services, child care tuition assistance, employee assistance program)
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What will success look like? Right people, right skills, right place, right time
How will we get there? Involve top management, employees, and other
stakeholders Focus on critical skills needed to achieve results Use successful strategies and integrate new ones Build management and infrastructure capacity Evaluate progress and make improvements as
needed
