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ROTATIONAL TRAINING ASSIGNMENTS IN THE ATOMIC ENERGY INDUSTRY R. E. CURTIS General Electric Company, Richland, Washington
A TWINING program for four-year level grndllnh in scientific and engineering courses wns initiated in
8. To proviclc a drpnrtment-\vide pool of mnnpmver to fulfill new or sudrlen requirements.
1. T o explore and develop the interests of the young
ance. Traits or chnracteriatics which nre rnted are as follows: industry, j u d p r n t , nnnlyticnl ahility, depcndnhility, initintivr, rrent,ive nbility, pemvrrnnce, husincss ronsriousnesq, lrndemhip, personality, and loyalty. T11e.w: ratings nrr discuwcd with the grndunte in n frirnrlly progresqive mnnner so thnt he mav be a~vnrcof the trnitq \rhich shm~ldhe hrlpful in his nrlvnnre ns wrll n s thosr whirll Ilr should enrlrnvor to improvr. lnformnl cont.ncb are made with the grnduntes on the joh hy the training-progrnm supervision in addition t o the formnl contncts prrvio~~aly mentioned. Also, contncts nrr mnclr with supemision to nnsure that the mignmcnt rrsponsihilitirs nrr mnintninwl a t a lrvel to fully utilize thr grx111ntr's rnpncity to do useful work. An effort is mndr to nns~rrrall the graduate's questions n9 . rompl~telyas posqihlr nt all timen and every effort
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4. 5. 6.
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grndunte fnsh from the collrge and unirersity ntmosphere and to nssist the grmlunt~in the trnnsition to the industrial environmrnt. T o cst.nhlish a firm hnsis for permnnrnt, plneement of the graduntrs in the operating, drsign, and tlevelnprnent divisions a t the 1I:~nfodlVorks. To fill positions with men who nrr hoth q~lnlifid and intrrcstd in n pnrticulnr s9rimmcnt. T o show thr grnduntea Ima. t h r hnsic concepts I m r n d in collrgr arc applied in this industry. To provide t h r inrentire and menns for nrlvnncement. To mnintnin a more effective work progmm and more nati.&ed employres. To give the new grnduate n better comprehension and undrrstnnding of the rnt,ire operntion.
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is mnde to make him feel that he fully belongs to the division to \vhirh he is migned. At the conclusion of the several migmnents, every eRort is made to plnce the graduate in the type of work for whir11 he expresses his strongest preference. Generally, this work preference directly correlates nit11 the work performance ratings. Cnrefr~llong-range forecasting of the manpower needs of the operating, senice, design, and development divisions is rrquired, so thnt the needs of thew divisions may be ndequntely filled a t the conrlusion of an individ11n1'straining period and to inmre each man an oppor-
JOURNAL
OF CHEMICAh EDUCATION
tunity. T o m i s t the divisions in selecting graduates from the training program, complete personnel m o d s , including personal data, education, wnrk performance rntings, internst preference, and reconl~of interviews are maintained. In nrmmary, this program is designed to further develop graduates whose abilities, interests, and effcctirene% will form a strong n ~ ~ r l r uins the future orgnnization. Perhaps the most important result is thnt rnch nexr- p d ~ ~ acan t e feel that his own choice,and performance largely determine whnt his first responsihlr posttraining position n-ill he.
