1 g.shirkov, jinr scientific council, 19.01.2006 supplements to the programme of jinr’s scientific...

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G.Shirkov, JINR Scientific Council, 19.01.2006

SUPPLEMENTS TO THE PROGRAMME

OF JINR’s SCIENTIFIC RESEARCH AND DEVELOPMENT FOR 2004–2009

I. JINR Engineering and Technical Infrastructure

II. Young Staff at JINR

The aim is to provide:

- technical basement and conditions

- active and skilled personnel

for realization of the Scientific Programme

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I. JINR Engineering and Technical Infrastructure

Development of the engineering infrastructure is in progress in the framework of the basic facilities modernization programme. To ensure the operation of running facilities it becomes more and more important to replace the old and broken-down equipment. Many systems or their parts have grown out of date not only morally but also physically and are now in a dangerous condition.

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The purpose of this Supplement to the Programme of JINR’s Scientific Research and Development for 2003–2009 is to give a systematic analysis to the current state of the technical infrastructure and to propose main steps of the technical policy aimed at implementing of this Programme.

I. DEVELOPMENT OF THE ENGINEERING INFRASTRUCTURE OF BASIC

FACILITIES

II. JINR ENGINEERING INFRASTRUCTURE

1. Electric power

2. Heat supply

3. Water supply and sewerage

4. Nitrogen plant

5. Cooling systems

6. Telephone communication

III. SAFETY PROTECTION

I. Radiation and nuclear safety

II. Physical protection

III. Labour protection, industrial safety

IV. Fire safety

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A special item of the presented Progamme deals with

providing effective safety protection of JINR vital structures from

technogenic accidents and, in the current situation, possibly from

terrorist threats.

Lack of attention to the engineering and technical

maintenance of vitally important and potentially dangerous elements

of the JINR infrastructure may lead to serious consequences.

Accidents at JINR facilities or in engineering communication systems

may cause dramatic impact not only on the Institute, but also for all

the inhabitants and the environment of the town. Strict implementation

of all norms and regulations in all types of safety measures is very

important and include.

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II. Young Staff at JINR

The current demographic state of the Institute’s staff is complicated as evidenced by its high average age and by the personnel structure.

Some of the most capable and active specialists have gone abroad.

Many high-experienced specialists, especially among the engineering and technical staff and highly qualified workers are approaching retirement and in several years can leave the Institute without sharing their experience and skills with youth.

The Supplement “Young Staff at JINR” has the following aims:

• to bring up a new generation of highly skilled research staff;

• to attract active young scientists and specialists to work at JINR;

• to make for their further remaining at JINR as its staff members.

Problems:

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Personnel age structure in 1989 and in 2005

The average age of the JINR scientific staff has been stabilized and it is 51. There exists a positive tendency to attracting graduates to JINR. At the same time we are in evident want of youth at the age of 28 - 40. Such situation has been caused by a large number of youth leaving JINR due to complicated living and social conditions, housing and career problems.

Demographic Situation

0

200

400

600

800

1000

1200

17-2

0

21-2

5

26-3

0

31-3

5

36-4

0

41-4

5

46-5

0

51-5

5

56-6

0

61-6

5

66-7

0

71-7

5

76-8

0

81-8

4

85-1

00

2005

1989

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JINR has about 900 staff members at the age under 33: 534 - unfinished higher and higher education, 84 - specialized secondary education, 282 - general unfinished and general secondary education.

Distribution of young staff members (583 - 16%) by JINR scientific subdivisions

7741

7436

5885 84

1851

751

318

455

191

431

621

471

8960

0

100

200

300

400

500

600

700

800

900

VBLHE LIT FLNP BLTP LPP DLNP FLNR LRB UC

Young personnel total JINR personnel total

The middle age of a candidate of science (Ph.D.) is 56 and 65 for doctor degrees.Due to low motivation only a small number of JINR young specialists defend Ph. D. thesis.Only 14 candidates of science at the age under 33.

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Summary of Analysis of Demographic Situation

1. Social and living conditions of young scientists and specialists

Financial position of the majority of young scientists and specialists corresponds to the level of living wage. Now the average salary of JINR staff is lower then in Dubna and in Moscow region.

2. Low motivation

The opportunities of scientific and professional growth are not high enough.

Low perspectives of carrier growth due to high average age of administrative and scientific leaders at JINR.

As a result of low motivation only a small number of JINR young specialists defend Ph. D. thesis.

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Proposals1. Attracting of talent and active youth

The system for attracting youth to the Institute has been created, it works in general and should be improved. One of main JINR’s developed priorities is education:

JINR mainly recruits young specialists from graduates who receive their education in Dubna – at the JINR University Centre, Dubna University, at the Dubna branch of Moscow Institute of Radioenginiering, Electronic, and Automatics (MIREA), and some others regional Universities.

To attract youth to science, JINR’s efforts are going to be aimed at:

• realizing the idea of continuous education extending over the high school → higher education institution → a research centre;

• selecting teaching staff from the leading scientists; • and providing the material resources necessary for achieving these aims;

• traditional scientific conferences and schools for young scientists and specialists;

• outdoors seminars, lectures and excursions to JINR for students and teachers in Dubna and in regional schools and institutions;

• regular seminars and meetings for young scientists and specialists with the famous scientists and veterans of JINR.

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2. To Make for Young Staff Further Remaining at JINR

The analysis shows that at present making for young scientists and specialists further remaining at JINR as its staff members is the task of the main priority.

Improvement of Welfare standards and living conditions and social safeguards:

• clear prospects for salary rise depending on scientific and production achievements of a young specialist;• minimal guaranteed salary for young specialists;• creation of a system of personal bonuses and grants depending on

the results of scientific and professional activity of a young specialist;

• continue of awarding of Annual JINR Prizes for young scientists and specialists;

• possibility of purchasing an apartment.

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Housing problemThe following measures are proposed to be realized:

• Credit mechanism aimed at housing construction for youth at the expense of Federal and regional budgets, including as part of it the budget of Dubna “Science Town Development Programme”. At the present moment in Dubna exists a programme of “Housing Provision for Young and High Skilled Scientists and Specialists Working at Scientific Production Organization or Budgetary Sphere in Dubna”.

• Granting young specialists loans bearing no interest from the Institute budget and making JINR’s guarantied arrangements with banks about long-term cheap credits for young staff members.

• Effective exploitation of available JINR’s housing.

• Construction of hostels for small families to provide staff members, working at JINR, with apartments.

Professional growth

The most important one is an Institute staff policy aimed at advancement of the youth and dismissal of the staff members at the age above 65.

In addition:

Creation of Staff Reserve Program. Youth from JINR Staff Reserve is recommended for designation to all the leading positions at JINR.

Arranging special optional courses of improvement of professional skill on the basis of JINRs’ UC.

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1 g.shirkov, jinr scientific council, 19.01.2006 supplements to the programme of jinr’s scientific...

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