How Jacobs is tackling recruitment challenges by offering training for experienced engineers from other sectors.

“Jacobs New to Nuclear Academy is a very specific solution for a very specific circumstance. There’s no direct comparator in our business.”

Phillip Davies, 
Learning & Talent Development Manager, Jacobs

Introduction

Stu Vincent is an active member of NSAN’s Provider Network. He works for EDF Energy and others as a training development consultant. Phillip Davies is Learning & Talent Development Manager at Jacobs, as well as management coaching and training facilitation. All quotes are from Phil unless otherwise stated.

How did the collaboration begin?

With unemployment in the UK at an all-time low, engineering companies are struggling to recruit enough suitably qualified staff.

“We have to look outside of the usual frame. So, we’re going looking for talent in the non-experienced nuclear pools – that’s where this training programme comes in.”

Jacobs contacted NSAN for advice and support in training non-nuclear engineers to work in the sector. With NSAN’s support (led by Customer Relationship Manager Nicola Wallwork) a training offer was created for smaller groups, where the participants could develop a good relationship with the trainer and go far more ‘in-depth’.

“To really embed the learning our delegates need to be able to fully engage with
the facilitator, so we went with small cohorts – just 12 people, which is a key differentiator.”
Stu: “It’s not a lecture, its designed so there’s time with questions and checking knowledge – you can’t do that with big groups. We need to make sure learning is actually happening, which is different to some other models.”

It was important for Jacobs to create training that would have a lasting impact on their staff.

“It’s an investment. What we’ve created with NSAN is create something that’s aligned with how adults learn. When we survey the delegates a month after the programme finishes, there’s clear evidence they retain the information they need to and that it’s helping them in their work.”
How was the course carried out?

New to Nuclear content delivered by Stu for Jacobs is based on the ANIA Level 2 qualification (Award for Nuclear Industry Awareness), which is run by NSAN. The training is delivered online, with a typical ‘commitment’ of one day per week, 50 hours over 3 months.

Stu: “It’s designed so that they are with me for a period of time, then we get together and consolidate. We always consolidate and see what we retained from the previous session. Lots of quizzes and checks that we use to make sure people are learning what’s right for them.”

Jacobs wanted to ensure that participants were learning, rather than just passively listening.

More Information about GAIN

 

What worked well?

Feedback on the training has been uniformly positive from both participants and their line managers.

“We’re seeing previous delegates and their line managers recommend the course to others. We ask line managers whether gaps in knowledge they see prior to the course are being filled post-programme and it’s been a positive reply in every case.”

Evaluation feedback has helped to make the case within Jacobs to invest further.

We’ve now had approval for another four cohorts in 2023, so that will have been 7 in total (84 trainees). There is strong support to continue the Academy in Jacobs.

What has been learnt?

A success factor is that delivering the training to small groups of 12 helps participants to be more open and willing to discuss during classes, unlike in larger groups.

Stu: “Some of the questions and discussions we have are really engaging. I love it and I’m excited by the thought of it. It’s much more rewarding if people are engaging.”

Selection of candidates for this training is a key consideration as spaces are limited. During the training, other agencies deliver presentations to the participants.

“We have people from NSAN that teach as well, plus experts from the ONR (Office for Nuclear Regulation), Environment Agency, lots of other presenters as well. People are learning about expectations of the regulator, behaviours and demonstrating safety in the sector.”
What was the contribution of NSAN?

Jacobs were helped by NSAN to make the contacts to develop this training programme.

“We wouldn’t have had the resource to create a programme of such breadth without NSAN. This is exactly what they do well – responding to member organisations’ needs with a “can do” approach. Our partnership has worked brilliantly.“

Jacobs credit NSAN with helping them to develop their own bespoke training, specifically aimed at their needs.

“NSAN could have stayed at arm’s length and pointed us to their existing programmes, but that’s not how they operated. Instead, they were keen to adapt their programme to meet our specific needs and we now have Jacobs New to Nuclear Academy.”
Would this have happened anyway, without NSAN?

Jacobs felt that if they had not developed this course, then they would likely have developed their own training in-house which would have taken far longer.

Jacobs valued Stu highly as a facilitator and appreciated the depth of knowledge that it takes to deliver such a wide-ranging course.

“It’s a very particular skill set to cover all this range of material in such an effective way. Being able to teach detailed nuclear content to those completely unfamiliar with the topic in a way which is engaging and relevant is a real skill. Without Stu, the partnership wouldn’t be as good as it is.”

 

How can I Access this Support?

GAIN is a fully facilitated, cost-effective way to ensure graduates, apprentices or sector transitioning recruits joining your business obtain a comprehensive awareness of the nuclear industry, please contact your Relationship Manager for more information.

 

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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.

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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.

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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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