Nuclear Africa Conference 2014 19 March 2014 Nathan E Sassman

1. Nuclear Africa Conference 2014 19 March 2014 Nathan E Sassman Director: Applied Research, Innovation & Collaboration

2. IRP 2010 -2030: Energy Mix 42% 23% 15%

3. NIASA EDUCATIONAL SUB-COMMITTEE REPORT ON SKILLS REQUIREMENTS FOR THE PROPOSED NUCLEAR BUILD PROGRAMME, March 2012 -Total HR Needs Per Annum- Engineers TotaL engineers required over next twenty years -2,230. Therefore, 110 engineers must graduate annually from university annual and join the nuclear build programme. Scientists and Professionals Total peak scientists required - 220. Therefore, 22 scientists must graduate annually from university and join the nuclear build programmeannually for 10 years. Includes physicists, chemists, environmentalists, quality auditors and quantity surveyors.

4. Options for the Establishment of a South African Wind Energy Centre (SAWEC) with Lessons Learnt from China and Germany (June 2011). • Taking the IRP 2010 wind capacity development scenario (2011 – 2030) as a basis, figures for training needs are on average per year as follows: • 668 engineers • 892 technicians • 1,127 skilled workers • 742 other staff (very diverse group) • .

5. NIASA EDUCATIONAL SUB-COMMITTEE REPORT ON SKILLS REQUIREMENTS FOR THE PROPOSED NUCLEAR BUILD PROGRAMME, March 2012 -Conclusions & Recommendations Conclusions: A likely risk to the build programme will be the shortage of skills, both capacity (skilled personnel) and capability (skilled at the right level). The throughput of Higher education institutions in South Africa is too low to address the needs for the new nuclear build programme. Universities are struggling to attract students into current nuclear programmes. This is mainly due to the absence of the nuclear new build programme. There are very few places that can offer a nuclear-related experiential work for artisans and technicians. The current work-place experience opportunities throughout the industry are not sufficient to cater for the expected need. The key assumption of this report is a programme of six reactors of 1,600 MW each. There are other possibilities that might also lead to a different number of reactors for the same output. This might affect of the outcomes of the human resource requirements. This report demonstrates that although a new build nuclear programme of the scale considered presents significant challenges in the supply and demand of skills for government, sectorial bodies, employers and education and training providers, the return on skills investment promises not just new jobs for a renewed nuclear industry, but also an industry with global growth opportunities for South African businesses and secured employment for its skilled workforce.

6. Energy Human Capital Development & Knowledge Generation Programme– Why? (@10mins) Vision To facilitate a broad-based national programme that will deliver on capacity building and research and development initiatives for and in partnership with the energy sector in South Africa

7. A bit of history • SANHARP initiated in response to human capital needs of Pebble Bed Modular Reactor in 2005 • Located at Necsa from 2003 to 2009 • Migrated to NRF in 2009 where located to date • In 2011 DST started to complement SANHARP with other energy HCD programmes- RSES, DSEE, Manus & MatSci, DSEE, KINGS • Focus shifted to include renewable energy • Now called Energy Human Capital Development & Knowledge Generation Programme (E-HCD&KG)

8. Energy Human Capital & Knowledge Generation Programme (E-HCD&KG)

9. E-HCD&KG Programme South Korea

10. Developmental Modalities

11. Funding levels

12. Undergraduate disciplines • RSES Postgraduate disciplines & degrees • Engineering, Natural Science, AgriScience, Management Science, Law, Economics, and other related and relevant discipline • BSc Hons, BSc Eng, BEng or MTech for master’s and MSc or MSc Eng for doctoral degrees.

13. Key achievements (@20mins) • 88% of beneficiaries from disadvantaged backgrounds & 63% are female – aligned to Ministerial Guidelines on Bursaries • “w.r.t. demographics, SANHARP outperforms other SET HCD pipeline programmes, e.g. those for astrophysics and space, i.t.o. high output of black and female undergraduates.” • From 2005 and 2013, SANHARP funded 345 students (180 graduated, 101 active)- 85% being undergraduates and 15% being post graduates. @ 18 unis. • Student completion rate is 71% -significantly higher than the national rate for contact universities of 45% (CHE Report 2013) • Since inception, Grade 12 pass rate is 100% with 100% passing with exemption (exception 1st year of programme @96%). • Learners pass rate for maths and science ranges from 70% to 100% • Provided high-end skills in the nuclear energy sector, both in the industry & at postgraduate level, and contributed to R&D through publications & technology development

14. Key achievements • Relevant programme- alignment to national policy- (e.g. DST’s 10 Year Innovation Plan; Human Resource Development Strategy; National R&D Strategy; Nuclear Energy Policy and Strategy (NEPS) for the Republic Of South Africa; The National Industrial Policy Framework (NIPF); National Skills Development Strategy; • High end, competitive bursary values- for government bursaries • Life skills is a critical interventions providing soft skills to disadvantaged students enabling them to cope in a new university environment. • EPC 2013- provide students with an opportunity to showcase their work, share knowledge, and network with each other and key role players within the industry. 360 delegates – 140 students, +85 researchers (RSA, Kenya & Beijing), 19 universities &12 sector organisations (with exhibitions), 600 Grade 10 learners, cross-cutting topics with excellent speakers –raised +R1M in sponsorship • Quality educator development workshops - and educators have derived great benefit from the workshops • Efficient utilisation of budget- bulk spent on core activities- bursaries & developmental activities

15. Key challenges & recommendations • Improvement of profile & strategic position – NRF & partners • Stagnant budget- R15M for past 5 years, student stipend remained same, eroded by inflation- decrease /cancellation of activities, laptops, books & rental by students negatively affected • Administrative efficiencies can be improved- e.g. need for additional human resources, information management - especially for student tracking, tracer studies • Increase size and scale of programme to meet needs of IRP –if SANHARP/E-HCD&KG is the preferred service provider for nuclear/energy HCD • Increase footprint of collaborative partners- e.g. public sector (DoE, DoBE and DHET) and industry partners, ranging from nuclear, energy and engineering associations, private sector, SOEs and OEMs, in funding the development model at both school and university levels, as well as creating opportunities for experiential learning • Debate on fragmentation & location – misplaced • Are we prefect? No- we can learn from programmes such as SAICA’s TEUP & TBF & others – regionalisation, support of students, etc

16. Key messages (25mins) • A bursary programme with a heart • Beyond the pilot- lets get serious! • Come on board- join the flagship

17. Minister of Energy, Honourable Dikobe Ben Martins, Mp, at the Energy Leaders Roundtable, Jhb 11 February 2014 “Government, business, labour, social organisations and all energy stakeholders must thus contribute to economic transformation. The private sector which accounts for seventy percent (70%) of the South African economy, must actively contribute to inclusive growth, investment, social development and economic transformation. The Department of Energy will play a pivotal role in mobilising and leveraging the participation of all stakeholders.”

18. Video (@25mins) VIDEO (if time allows)

19. www.nrf.ac.za nathans@nrf.ac.za Enkosi, Thank you, Re a leboga, Siyabonga, Dankie