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. The dismantling of nuclear facilities is a continuous process of changeencompassing the complete site. Thereby, the focus changes from a stable andstandardized operational phase to a situation characterized by constantchanges in the facility as well as in the facility organization. Thus,employees and managers are confronted with a markedly changed workingenvironment: processes and methods must be continuously re-evaluated andadapted, qualification requirements change or shift and new interfacesemerge. Furthermore, compared to the operational phase, the regulatory depthis reduced, decisions must be made faster and more flexible and the mode ofoperation changes from hierarchically organized routine standard operationalprocedures to an efficiency-orientated project-based mode of operation withlimited resources at the same time. To make dismantling efficient and safe,this change should be actively managed by a change project in terms of thehuman technology organization approach (MTO approach, Strohm and Ulich, 1999). Against this background, our BMBF-funded collaboration project (“Die Kompetenzen von Führungskräften undMitarbeiterInnen für den Rückbau stärken –Rückbaukompetenzen”; funding number 15S9426A) aims to identify thedismantling-related requirement changes and the associated competence shiftsas well as to develop and support the changed roles of managers and employeesby scientifically based training (Goldstein and Ford, 2002; IAEA,1998). Thereby, seminar-based training (knowledge-based anddemonstration-based, e.g., Sitzmann and Weinhardt, 2019) will be complementedby exercise-based and experience-based training (Cannon-Bowers and Bowers,2010) with multimodal mixed reality applications, which allow experience-basedlearning with the help of virtual reality-based representations (via data glasses,tablet or PC) and can be adapted to the individual usage and learning stylepreferences of the trainees. The training will be developed and implemented incooperation with our project partner GfS(Gesellschaft für Simulatorschulung mbH). After project completion,the GfS will provide the training to nuclear power plant operators and, ifnecessary, develop them so that a sustainable contribution to the preservationof the specialized knowledge in the nuclear energy sector is achieved. To identify the needs for dismantling-relevant training objectives andcompetencies in the first step, a document analysis (safety alerts and monthlyreports from our project partner PreussenElektra GmbH and over 500 reportableincidents from 28 nuclear power plants from 2012–2020), as well as10 expert interviews, were conducted. The document analysis was used toinvestigate the incidents for (1) differences between operational phase anddecommission, (2) differences in events between in-house and contractorpersonnel and to identify the incidents with the highest frequencies. The objective of the expert interviews was the qualitative context analysis aswell as the identification of dismantling-relevant competence fields. Theanalysis allowed us to identify nine dismantling-related competence fields foremployees and managers and a further three specifically for managers. These 12 competencefields will be discussed and defined in more detail in further interviews withapproximately 20 managers and 30 employees. Based on these findings, trainingobjectives will be formulated and training content designed. The presentation outlines the analysis described above as well as theidentified fields of competence and sketches the further procedure of thecollaborative project.

Training needs assessment: identification of competence fields for the dismantling of nuclear power plants