11th International Conference on CANDU® Maintenance and Nuclear Components - 2017 Oct. 01-04

Presented at:
11th International Conference on CANDU® Maintenance and Nuclear Components
2017 Oct. 01-04
Toronto, ON Canada
Session Title:
Staffing Challenges and Innovative Solutions

K. Smith (Bruce Power)


SUCCESSION PLANNING & ATTRACTING YOUNG PROFESSIONAL TO INDUSTRY Attracting and developing current and future leaders is critical to our success and to ensure long-term sustainable operational excellence. Bruce Power’s Talent Management program includes robust and executable succession plans as a key component, is the foundation for our employee attraction and development programs. But this has not always been the case. During a 2013 review of our processes it was identified that the development of future leaders and succession planning were seen more as “HR programs” and not an area of priority across the organization. This disconnect, and the fact that our metrics were not aligned with industry best practice, resulted in situations where internal candidates were not available to fill senior positions when organizational changes occurred. To address these gaps, Bruce Power undertook a set of initiatives, including benchmarking talent processes both within and outside the nuclear industry, a thorough review of positions to identify those considered critical to the organization and the establishment an overall Talent Management Review process which engaged leaders throughout the business and that was completed per annual plans. Today, Bruce Power’s Talent Management has been identified as world class and the program incorporates the review of talent of over 1500 professional and management employees. We have more than 250 unique succession plans, including plans for approximately 60 identified critical positions. In 2016, 94% of our critical position vacancies were filled through planned moves and currently 488 employees are named on one more succession plan. There is confidence in our program from across the business and a strong focus on comprehensive and diverse development plans for all leaders, including our younger employees who may aspire to progress into a leadership role. This business focus on emerging leaders assists in recruitment activities of young high potential professionals considering a nuclear industry career.

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