WNU Graduation Policy

Successful completion of a World Nuclear University’s (WNU) programme and membership in the Alumni Network brings prestige and respect throughout the nuclear industry. Alumni are offered the opportunity for support throughout their career as a leader. As such, all those involved in WNU programmes and activities are expected to embody the industry's standards of excellence and display the behaviours and attitudes associated with them.

To join the ranks of our prestigious Alumni, each individual must demonstrate understanding and adherence to the programme culture, values and Policies; this includes, but is not limited to, upholding the WNU Culture Core Values, modelling the behaviours and attitudes associated with them and demonstrating development and knowledge acquisition in alignment with the programme aims and objectives.

All participants will start the programme with full eligibility to graduate; ineligibility may result if any given participant fails to demonstrate the following:

• 95% attendance in alignment with the World Nuclear University Attendance and Absence Policy
• Active participation and engagement with the programme sessions and related activities
• Performance aligned with the programme objectives, model and culture aims
• Adherence to the following policies (‘Sexual harassment and Sexual violence’, ‘Discrimination, Bullying and Harassment’, ‘Code of Conduct’, ‘Code of Ethics’, ‘Privacy Policy’ or the ‘COVID Policy’)**
• Understanding of and adherence to the behavioural expectations associated with the WNU Culture**

**This applies both during and outside of the scheduled programme hours and to any individual the participant might interact with during their participation, regardless of their involvement with the programme.

Your progress will be evaluated on an ongoing basis through a comprehensive set of resources that include inputs from self, peer, mentor (if applicable) and programme administrators (the Leadership and Capacity Development staff). Any concerns will be raised with the individuals involved at the earliest possible opportunity, and all interactions will be documented and dated by the Leadership and Capacity Development (L&CD) Team. Repeated breaches could result in a Behavioural Modification Request.

Violation of any of the WNU policies will immediately result in a Behavioural Modification Request. Additionally, the individuals responsible for said violation may be asked by the L&CD Team to withdraw from the programme immediately, depending on the severity of the incident. Not addressing the concerns raised in a Behavioural Modification Request and failing to demonstrate the agreed-upon modifications could result in ineligibility to graduate. The meeting request process is outlined in Appendix A of this policy.

Should there be any concerns regarding a participant’s eligibility to graduate, the participant can request a meeting with the L&CD Team and vice versa at the earliest opportunity to ensure that any areas of concern are highlighted, risk factors and context are understood and that an adequate strategy and support are in place to gain the desired graduation eligibility whilst maintaining the performance standards expected of a WNU programme graduate. The Behavioural Modification Request process is outlined in Appendix B of this policy.

Participants who are ineligible to graduate may be asked to leave the programme immediately. Should this happen to you, and you disagree with the decision, and have additional information to provide, you will have the opportunity to respond both in person and in writing, and appeal against the decision. The Appeal process and criteria are outlined in Appendix D of this policy.

The Core Values behind all WNU behavioural expectations are:

• Inclusion: Embracing global diversity and creating an inclusive environment where all voices are valued, recognizing that diverse perspectives enhance the effectiveness of leadership.
• Curiosity: Encouraging a thirst for continuous learning, exploration, and questioning assumptions. Fostering innovative and adaptive leadership.
• Accountability: Developing a sense of ownership, responsibility and integrity, answering for our actions and decisions, and understanding our areas for growth.
• Respect: Fostering an atmosphere where respect and acknowledgement of others’ individual value is fundamental, regardless of hierarchical position, role, or background.
• Empathy: Developing a deep awareness of the unique challenges faced by others, fostering compassionate and supportive leadership.

Specific behaviours and attitudes associated with the above values will vary according to the situation. We have outlined some key guidelines for everyone’s reference. Please note that these are not comprehensive.

• Arrive on time to each session and activity displaying respect for the time and resources invested by the speakers, mentors, peers, organizations, programme administrators and yourself.
• Actively participate and engage in programme sessions and activities, including those outside of your own area of expertise, knowledge or interest.
• Ensure your questions and interventions are relevant to the discussion topics and appropriately communicated.
• Avoid displaying disengagement by falling asleep in sessions, actively avoiding participating or hindering the participation of others.
• Avoid and challenge exclusionary behaviours and raise any concerns with the LC&D.
• Follow the instructions of the L&CD Team.

In the unlikely event that you are not eligible to graduate, the process to be followed will be:

• Official written notification from the L&CD Head of Department (Head of Department), along with details of the alleged contravention of graduation requirements, details of corrective action requested, timelines and dates.
• Agreement will be requested at each stage to ensure that opportunities are provided for appeal, and to engage in a dialogue where the infringement is not concerned with our formal policies on ‘Sexual harassment and Sexual violence’, ‘Discrimination, Bullying and Harassment’, ‘Code of Conduct’, ‘Code of Ethics’, ‘Privacy Policy’ or the ‘COVID Policy’.
• Where the infringement is concerned with the aforementioned policies, you may be asked to withdraw temporarily from the programme whilst proof is sought and agreement reached, for the safety and psychological welfare of all participants.
• Once an agreement is reached, your manager will be informed of your ineligibility to graduate from the programme. We will engage in a dialogue around further steps, depending on the individual circumstances of the ineligibility.

Compliance: All programme participants are subject to this policy. Compliance is agreed upon enrolment and acceptance on the programme.

Policy review and Modification: This policy is subject to periodic review and modification at the discretion of programme administrators. Any changes to the policy will be communicated to participants promptly.

Appendix A: Meeting request process

Mentors, the L&CD Team, participants, and each fellow are tasked with governing themselves according to the WNU cultural principles and holding each other accountable. If you see or are subjected to any behaviour that contravenes these principles, please notify the L&CD Team as soon as possible. The method for these communications is left to the discretion of the impacted individual(s).

For the concern to be considered and addressed, it should follow the Situation, Behaviour, and Impact (SBI) Framework. The impacted individuals should clearly outline the situation (those involved, when, where and context), the behaviours that raised concern, and the impacts these behaviours had on the situation and those involved. Additional information, such as the frequency upon which the same or other individuals have displayed behaviours and the responses of those impacted, are welcomed. All concerns should be strictly based on behavioural language to avoid biases and assumptions.

Once the concern has been raised, the L&CD Team will contact the individual(s) displaying the behaviour(s) of concern in person to request some time to discuss the situation following the SBI Framework.

If this is the first time the individual has been subjected to a meeting request, and depending on the severity of the concerned behaviours, the L&CD Team and the individual will jointly identify whether there is any strategy that needs to be implemented. In the case of mentored programmes, mentors can be involved in this discussion should the L&CD Team consider this to be beneficial or necessary. A brief email record of the discussion documentation will be shared and agreed between the L&CD Team and the individual(s).

If this is the second time an individual has been subjected to a Meeting Request, regardless of whether the issue is repeated or if the behaviour is different, a Behavioural Modification Process will be followed. See Appendix B of this policy.

The intention of a Meeting Request is to give the individual(s) the opportunity to make participants aware of any areas of concern and share relevant information. The expected outcome of these interactions is to increase self-awareness, identify areas of risk and provide as comprehensive support as possible to every stakeholder involved.

Additionally, for mentored programmes, participants will have consistent touch points with their Mentors, other Mentors in the programme, and their peers to assess the cohort's performance. Participants may request additional meetings to reflect on their performance with the Mentors. The methods, frequency, and details will be discussed between the participant and the involved Mentors.

Appendix B: Behavioural Modification Request

A Behavioural Modification Request is a formal procedure to address repeated behavioural concerns impacting a participant's adherence to World Nuclear University Policies, culture and behavioural expectations.

A Behavioural Modification Request will be initiated when an individual has been subjected to a second Meeting Request. See Appendix A of this policy.

During this second recorded Meeting Request, the Leadership & Capacity Development staff will discuss the behaviours of concern with the participant, aim to understand the circumstances that lead to said behaviours and discuss desired behaviours and best practices to implement them.

The L&CD staff and participants will create a log detailing the interaction, including, but not limited to, observed behaviours, dates, reasons for behaviour, actions taken to rectify the incident, and communications with relevant parties. Additionally, the log should outline the desired modification and an agreed-upon time frame.

This log will serve as a record of the modification request and, where necessary, will form the basis for subsequent actions.

Throughout the process, clear communication will be maintained, with a dialogue to ensure that the participant is informed of the behavioural modification request, the reasons behind it, and the steps required for resolution.

The aim of the Behavioural Modification Request is to facilitate the participant's successful engagement in the programme by addressing underlying issues affecting attendance and participation. It underscores the programme's commitment to supporting participants in their learning journey while upholding the programme’s culture, standards and integrity.

Appendix C: Compliance Assessment

This assessment serves as a formal review process to evaluate the participant's compliance with the programme's attendance, behavioural expectations and eligibility to graduate. Through the Compliance Assessment, the programme reaffirms its commitment to supporting participants in their learning journey while upholding the programme's culture, standards and integrity.

A Compliance Assessment is triggered by two unaddressed behavioural modification requests within a World Nuclear University programme.

The assessment involves a thorough examination of the previously identified behaviours requiring modification, any actions taken to address them, and the outcomes achieved. Participants will be asked to engage in self-assessment to reflect on their progress and areas for improvement.

Additionally, the Compliance Assessment may include a discussion of peer and mentor reviews. These will provide valuable perspectives on the participant's behaviour and the effectiveness of implemented modifications.

The conclusion of the Compliance Assessment will inform the participant’s eligibility to graduate.

Appendix D: Appeals Process

Participants may submit appeals to a Compliance Assessment. Appeals must be submitted to the L&CD Team Head of Department (HoD), as the first point of contact, before the penultimate day of the programme and will be reviewed on a case-by-case basis.

The appeals process provides participants with the opportunity to solicit an exception to the attendance policy due to extenuating circumstances. Appeals must be submitted via email as a PDF document to the L&CD Team, with the HoD designated as the first point of contact.

The appeal document should include:

• Participant's general information (name, last name, organization and job role, mentors up until that point of the programme)
• Detailed information regarding each infringement and any extenuating circumstances
• Actions taken to correct the issues

The L&CD Team will review appeals on a case-by-case basis, considering the circumstances presented and the impact on the participant's ability to meet attendance requirements.

Appeals will only be assessed if they are submitted before the penultimate day of the programme at 10 h local time for programmes with a duration of 1 week or less. For programmes with a duration exceeding 1 week, appeals must be submitted the day before the penultimate day of the programme at 10 h local time.

The appeal outcome will be communicated to the participants within 12 hours of submission for programmes with a duration of 1 week or less and 72 hours of submission for programmes with a duration exceeding 1 week. The outcome will be communicated in person and via email.

This process ensures fairness and flexibility in addressing unforeseen challenges while upholding the integrity of the programme's culture and standards.