[en] In France the nuclear industry employs 125000 people directly which represents 4% of the employment in the industrial sector. The cumulated added value of the enterprises working in the nuclear sector reached 12.3 billions euros in 2009 which represented 0.71% of the gross national product (GNP). During the construction phase of an EPR, 2700 jobs are created and during its service life 500 jobs. In fact if we cumulate direct jobs and indirect jobs (the jobs generated by the purchases realised outside the nuclear sector) and induced jobs (the jobs generated by all the expenses of the staff) we get 1650 jobs during its 80 year long service life. A similar assessment shows that the total number of people in France whose job depends on the nuclear industry was 410.000 in 2009. (A.C.)

[en] Nanotechnology’s effects on labor and employment have received little attention within research and debates on the social implications of nanotechnology. This article shows that, in spite of its incipient development, nanotechnology is unquestionably moving toward manufacturing, involving a still very small but increasing component of the labor force. Based on secondary data and the literature review, I compose a picture of the emerging jobs in nanotechnology and highlight four emerging trends in nanotechnology workers’ skills requirements. I show that, in addition to job creation, nanotechnology diffusion is likely to pose labor market changes that may be disruptive for some categories of workers.

[en] Nuclear industry, that is the third industry in France, is expected to enlist about 8000 people each year till 2020. This important recruitment is due to the renewal of the generation of the founders that is retiring now and because of important demands: EDF has launched the 'Grand carenage' program whose aim is the preparation for the life extension of 32 900 MW reactors. The upgrading of other nuclear installations belonging to CEA or Orano are also expected to take place in a near future. 80% of the recruitment concern engineers without any nuclear curriculum. In France only 2000 students are trained in nuclear curriculum which is not enough and nuclear industry is directly competing with other industries like space industry for recruitment which is difficult because nuclear industry has the distorted image of an industry getting old whose most challenges were already achieved. Nuclear industry presents 4 main assets: women are welcome, large opportunities to work abroad, continuous training along professional life is favored and taking part into the first challenge of mankind: fight against climate warming by building a post-carbon society. (A.C.)

[en] The Board of Governors of the International Atomic Energy Agency (IAEA), meeting this week in Vienna, appointed Dr. Mohamad ElBaradei for a second four-year term as Director General, with effect from the end of November when his first term expires. The appointment is subject to the approval of the IAEA General Conference

[en] A novel 3D method of sheet beam gun design has recently been developed. Second order ruled surfaces (SORS) can be used to define the geometry of the gun electrodes. The gun design process is made simpler if SORS are derived from analytical formulas. A proposed method is discussed and illustrated

No abstract available

[en] This report reviews past, current, and projected future labor market trends for health physicists through 2005. Information is provided on degrees granted, available supply of new graduates, employment, job openings for new graduates, and salaries. Job openings for new graduates are compared to the available supply of new graduates to assess relative job opportunities in the health physics labor market. The report is divided into three sections: trends during 1983-1993, trends during the mid-1990s, and projected trends for 1997 through 2005

[en] Purpose: In light of concerns about the job market, the American College of Radiology (ACR) studied the employment situation of 1997 radiation oncology graduates, and the status and plans of radiation oncology training programs. Methods and Materials: In April-May 1997, and in a December follow-up, the ACR surveyed all radiation oncology residency directors about the employment situation of their 1997 residency and fellowship graduates and about their programs. Ninety-four percent of those surveyed responded. We compared findings with surveys from 1995 and 1996. Differences were assessed with p ≤ 0.05 as the test of statistical significance. Results: By six months after graduation, 98% of residency graduates and all fellowship graduates were employed. Program directors reported approximately 95% of graduates had positions that reasonably matched their training and personal employment goals. Programs have reduced beginning residency slots by 22% over the past three years, and further reductions are planned. Many observers were disappointed with fill rates in the 1997 National Match, but by the December follow-up, 96% of beginning-year residency slots were filled. Conclusion: Unemployment continues to be low, and one 'softer' indicator, the job market perceptions of residency program directors, showed improvement

[en] Between 1983 and 1989, employment of nuclear engineers in the nuclear energy field increased almost 40 percent while the annual number of nuclear engineering degrees awarded decreased by almost one-fourth. There were, on average, more job openings for new graduates than there were new graduates available to fill the jobs during the 1980s. This trend reversed in the l990s as nuclear engineering employment in the nuclear energy field decreased from 11,500 in 1991 to 9,400 in 1995. During roughly the same period, the annual number of nuclear engineering degrees increased by 11 percent. As a result, from 1990 through 1995, the number of new graduate nuclear engineers available in the labor supply far exceeded the number of job openings for new graduates in the nuclear energy field. This oversupply of new graduates was particularly acute for 1993 through 1995. During 1996--1997, a relative improvement is expected in job opportunities in the nuclear energy field for new graduates; however, a large oversupply is still expected (almost twice as many graduates available for employment as there are job openings). For 1998 through 2000, some improvement is expected in the relative number of job opportunities for new graduates in the nuclear energy field. Nuclear engineering jobs in the nuclear energy field are expected to decrease only slightly (by less than 150) during this period. Also a 10--15% decrease in the annual number of degrees and available supply of new graduates is expected. Overall, an oversupply is expected (140 graduates available per 100 job openings for new graduates in the nuclear energy field), but this is still a substantial improvement over the current period. For 2001 through 2005, if enrollments and degrees continue to decline, the labor market for new graduates is expected to be approximately balanced. This assumes, however, that the number of degrees and the available supply of new graduates will decrease by 25% from 1995 levels

[en] Purpose: To determine the hiring activities of physician groups with respect to radiation oncologists. Methods and Materials: A survey was mailed to a stratified, random sample of 589 groups in the fall of 1997. A total of 448 surveys were returned from groups with more than one radiation oncologist or diagnostic radiologist. The response rate was 76%. Responses were weighted to represent the total population of approximately 3286 practices in the United States that have multiple radiation oncologists or diagnostic radiologists. Eighty-seven responding groups had radiation oncologists and are the basis of reported data. Findings were compared to results of similar, previous surveys. Results: In the 12 months prior to the survey, groups sought to hire 289 (SE = 76) radiation oncologists, about the same as in 1996 but well above 1994 and 1995. Almost all the 289 jobs were full-time positions; 70% were to fill expansion positions, 10% were replacements for physicians who had left the profession, and the remaining 20% were replacements for physicians who had moved to other radiation oncology positions. During the year, an additional 83 (SE = 36) positions were vacated that groups did not seek to refill. Private, nonacademic groups offered 26% of their full-time positions on a non-partnership-track basis. Seventy-one percent of available positions were in groups that preferred recently trained radiation oncologists to those with 10-20 years experience. Groups succeeded in hiring 220 (SE = 65) radiation oncologists, 76% of those sought. Conclusions: In 1997, the number of positions available apparently was approximately equal to the number needed, which is the number of graduates plus the number of experienced radiation oncologists moving to new jobs. However, because our sample was small, there might have been a considerable disparity