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Our Experience with Triple Bar Existing Sites
Learn about how the Triple Bar Existing Sites has supported Magnox
Magnox (and Harwell/Winfrith before the integration of both organisations) was, and still is, a key player in driving standardisation and harmonisation of standards across the UK Nuclear industry.
They played a key part in supporting the development of the National Skills Academy for Nuclear to support this mission showing strong leadership from the outset to drive change that would provide benefits to them and their supply chain. A lot of the early issues around transferability and mobility arose from the “breakup” of BNFL into separate entities/operating businesses which provided a key challenge for the NDA when they were launched from 2005 onwards; for the supply chain in particular. Across the Magnox sites alone, each site had developed its own site induction programme, leading to challenge from supply chain companies in terms of inhibiting mobility and the need to repeat train across the same group of companies. Magnox therefore engaged in the development of the three industry training standards that underpin the Triple Bar programme today.
Magnox Vision
The Magnox L&D strategy was to drive efficiencies through common simplified processes across all its sites. An opportunity for simplified site access was identified which would directly address the challenge and request from contract organisation’s for simplified access arrangements.
The Process – What approach was taken?
The vision was led and driven by the senior executive at Magnox to support standardisation and cost reductions across the sites and their supply chain.
Phase 1 – Magnox aligned their own induction training versus the Basic Common Induction Industry Training Standard across all sites enabling unescorted access. The self-assessment was peer reviewed by NSAN using a process established with a national awarding body. This training was delivered at each of the sites during busy periods 1-2 times per week to 30-40 contractors and latterly when work eased due to funding, once every 2 weeks which led to delays in setting people to work, often leading to compensation claims.
Phase 2 – Magnox CEO signed up for the development of a common programme, later named Triple Bar, and drove the implementation through the business getting buy in from all interested parties within the business. This enabled supply chain to access training in advance of getting onto site through NSAN’s elearning portal. To gain unescorted access this training was supplemented with a short site brief to familiarise contractors to the site.
For their own staff and ASW’s Magnox deliver all training via eLearning through their own LMS system. This enables individuals to set to work very quickly, dependent on the task, for example, lawn maintenance. Further standardised induction training is provided to set contractors to work, managed through the Construction Office and dependent on the intrusive nature of the activities to be undertaken:
• Construction Manager Brief
• Competence Persons For employees of Magnox, further training is mandated aligned to a quality plan and includes areas such as security, first aid as well as guided reading in some areas; facilitated through a standardised induction pack and supported by a “buddy” system.
Outcome – What was achieved?
Magnox streamlined their site induction processes across all Magnox decommissioning sites; providing the supply chain with standardised and simplified unescorted site access across 10 of the 12 sites. Harwell and Winfrith came into the Magnox footprint post the initial implementation of the Triple Bar.
Magnox and Supply Chain Benefits
- Flexibility for contractors and employees to complete Triple Bar at a convenient time and location before arrival at site.
- Significant reduction in repeat induction training time for contractors and employees when visiting multiple licensed sites.
- Quicker access time to sites. During reduced work periods training occurred once per fortnight which caused issues for contractors who had to wait for this scheduled training presite access.
- Flexibility to induct people and allow unescorted access at any time.
- Flexibility for host brief to be completed by any staff member.
- Built in individual face to face contact during induction between visitors and hosts.
- Reduction in escort duties for licensed site staff.
- Elimination of ‘dead-time’ and delays waiting for training at sites.
- Reduction in time to contractors being set to work.
Tools available to members
Capability Model for the UK Nuclear Industry
This document has been developed to clearly articulate to Senior Representatives within the nuclear sector (Operators and Supply Chain) the various skills development tools and techniques (Capability Model) available for implementation by member organisations of NSAN and Cogent Skills.
Maturity Assessment Guide
To assist NSAN members with the implementation of the products within the Capability Model, a self –assessment ‘Maturity Assessment Tool’ has been developed for members to use to assess their progress against the Capability Model.
Systematic Approach to Training (SAT) Guide
To help organisations and individuals identify the appropriate products and services that meet their business needs, NSAN developed the ‘Capability Model for the UK Nuclear Industry – Good practice approach to training, accreditation and nuclear professionalism’.
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