Learning and Development at Westinghouse Electric Europe
Westinghouse Electric Company strives to be the
global provider of choice for clean, safe, reliable nuclear
energy. As the nuclear energy market has grown and the demand
for nuclear energy has increased, our need for a trained global
workforce has increased as well. With more than 5,000
employees hired over the last 5 years, we have challenged ourselves
to reassess how we transfer knowledge and technical skills from
experienced employees to new hires. The ever evolving market
demands of the nuclear industry require a strategic approach that
will standardize the training process and provide employees who can
meet the day-to-day performance demands while also reflecting our
corporate culture. Armed with exceptional technical and leadership
skills, these qualified professionals will meet the demands of our
industry and exceed the needs of our customers.
The Westinghouse University
With the large influx of new employees, a
recommendation was made to develop a strategic learning architecture
that would better prepare these employees for the challenges that
lie ahead. The strategic training architecture was called
Westinghouse University. It was launched in the spring of 2010 and
supports all employees, including current and future Westinghouse
leaders, and select customers, partners and suppliers. It
Defines the training strategy for the enterprise
Leverages common training services across product lines
Standardizes training processes
Improves the effectiveness of enterprise-wide training
Reduces the cost to revenue ratio
Improves service levels to stakeholders
As Westinghouse University attempts to integrate
training activities business wide from across our business and
locations around the world, it is important to identify a way to
organize, expand and deliver this content. Similar to an academic
university, Westinghouse University has organized the training and
development content into separate "colleges." Each college focuses
on a specific content area (e.g., project management) to provide
access to all related courses and development activities. This
approach works to break down existing departmental boundaries, and
allows existing programs to be leveraged to avoid expensive
duplication of training and development across our
Westinghouse University consists of four major
components: administration, colleges, operations, and training
councils. Each component plays an important role in keeping the
university closely aligned with the business. The University’s
administration is composed of the Board of Directors, the Executive
Director and staff as well as the Learning Office. The members
of the Westinghouse University Board of Directors are appointed by
the Westinghouse Executive Staff. The Board is multi-disciplinary
and represents a cross-section of the global company including two
permanent members and eight rotating members. The board is chaired
by the Senior Vice President of Human Resources.
Westinghouse University is divided into seven
colleges (Behavioral, Business, Leadership, Manufacturing, Nuclear,
Project Management and Technical,). Each college is led by a “Dean”
and a group of subject matter experts (SMEs) from across the
product lines and geographic regions.
In addition, a learning consultant from the
university supports each college and provides expertise in
performance consulting and learning program development. Together
this team identifies all the existing courses to be included in the
online global course catalog, provides oversight for identification
of course content requirements, identifies and prioritizes knowledge
gaps and coordinates future course development within their area of
As part of the Westinghouse University launch, a
new infrastructure was created that includes an Operations Team that
was assembled from resources across the business. The Westinghouse
University Operations Team, along with local training resources,
provides learning and development support services that enable high
quality program design and delivery in a timely and cost effective
manner to support both individual employee needs and the business
requirements. In addition, this team supports the
administration of training related activities such as course
catalogs, schedules and registration through the documentation of
completed training events.
Our commercial Westinghouse Training and Operational Services can help customers achieve their goal of having a well-trained staff, which is essential for the safe and effective operation of a power plant. By using a blended student-centered learning system, which Westinghouse calls NucLearning, each student is an active participant in the learning process.
Westinghouse Training and Operational Services offers the following trainings:
Introductory Pressurized Water Reactor (PWR) and Boiling Water Reactor (BWR) Courses
Senior Reactor Operator (SRO) Equivalency Certification Program
Reactor Engineering Programs
Refueling Tool Maintenance Programs
Safety and Accident Management Programs
Analogue Instrumentation and Control System Courses
Digital Instrumentation and Control System Courses
Distributed Process System Courses
Boiling Water Reactor Instrumentation and Control Courses
New Plant Training (AP 1000)
Westinghouse's programs use a combination of multimedia presentation tools, online learning, hands-on training equipment, simulation, training mock-ups, and challenging learning activities to place the student at the center of the learning process. The Westinghouse Training and Operational Services staff includes adult educators, certified Senior Reactor Operator Instructors, expert I&C trainers, engineers, and training support specialists. The Westinghouse instructors use the latest student-centered learning and online education methods. Courses are delivered at the customer's site, at the Westinghouse training facilities or online.
European Trainee Program
At Westinghouse we are proud to give our employees
the opportunity to work and act globally. The European Trainee
Program, for example, gives high potential graduates a chance to
participate in different projects and work with the latest
technologies around the world. The program started as a Swedish
initiative but quickly turned out to be a very successful program
The 18-month Westinghouse European Trainee Program
is a unique way to become acquainted with our global company.
The program provides participants with broad knowledge of the
business of Westinghouse and supports this process with theoretical
and practical training. After 12 months spent in the country of
hire, participants begin a six-month assignment in one of our
locations abroad where internal education programs are alternated
with ever increasing responsibilities within various sectors of the
In addition, all European Westinghouse locations
have their own country specific learning and development
initiatives. In France for example, Westinghouse developed a
work/study partnership called “Apprentissage” with the local nuclear
field professional school “IRUP”. Young professionals gain practical
training and experience with Westinghouse France during paid
professional internships that can last from one to three
years. Internship experience reflects the operational field
including nuclear industry, manufacturing and technical areas and is
closely followed by an experienced tutor in their professional
progression. In conjunction with the part-time work experience and
part-time learning programs, interns undertake a graduating
qualification leading either to Bachelor’s Degree of “Nuclear
technician” or Master’s Degree of Nuclear Engineer. Internships are
available in all Westinghouse European locations. Westinghouse
is pleased to be able to hire on a permanent contract most
candidates who have completed the program successfully. The
wide variety of opportunities that our interns experience
during their internship helps prepare them for the career path of
In the United Kingdom, Westinghouse and its
recently acquired business partner Springfields Fuels Ltd, are
recognized as leaders in training and development. Amongst its own
graduate development program, engineering apprentice, as well as
business administration apprentice schemes, Springfields Fuels
offers engineering apprentice training for outside organizations.
Through these development initiatives, employees gain National
Vocational Qualifications (NVQs) and thereby obtain a nationally
recognized qualification. In addition, Westinghouse supports its
employees in gaining accreditation with relevant professional
associations for their field of expertise, as well as in obtaining
formal business-related qualifications, degrees, MBAs, etc.
For more information about Westinghouse Electric
Company and current employment opportunities, please visit http://www.westinghousenuclear.com/ Information on
customer training can be found at http://www.training.westinghousenuclear.com/.
With 15,000 employees worldwide, Westinghouse
Electric Company LLC, a group company of Toshiba Corporation (TKY:
6502), is the world's pioneering nuclear energy company and is a
leading supplier of nuclear plant products and technologies to
utilities throughout the world. In 1957, Westinghouse
supplied the world's first PWR in the Western Pennsylvania town of
Shippingport. Today, Westinghouse technology is the basis for
approximately one-half of the world's operating nuclear plants,
including 60 percent of those in the United States and 40 percent
Christof Paulischta, Manager EMEA, Learning & Development.
European Trainee Program
…. meet Antoine Cristini, Project Engineer, Westinghouse France
What is the European Trainee Program all about?
This is a program where high potential engineers
and graduates have an opportunity to discover the company in 3
different assignments. It allows them to quickly progress in their
career within Westinghouse and to become the manager of tomorrow.
This includes 1 year in their home country and 6 months abroad at a
Westinghouse location of their choice.
How does the selection process for this program work?
Engineers with less than 3 to 4 years of experience can submit
their CV to Westinghouse. I, for example, worked for 3 years as a
project manager, before being invited by Westinghouse to take part
in the program.
So what were your assignments like?
I started in the quality department in France, in
order to set-up all the processes of Westinghouse Electric France.
My second assignment was in Germany, where I led the Human
Performance Program for Field Services in Europe. My Third
assignment is now in Nivelles (Belgium), where I am leading
the Human Performance Program for Installation and Modification
Services, as well as Field Services.
How did it go for you?
It was really beneficial to be part of a
multicultural European trainee group, to share experiences,
knowledge and it was a wonderful networking opportunity. As
you move through various countries, you really get the global vision
of Westinghouse. In addition, as a graduate of the trainee
program, I now get a recognised Project Manager qualification.
What is in store for you next?
I am now coming to the end of my program and I will
become a Project Manager in Field Services at one of our customer's sites in