Addressing the Gap

While the IAEA has a structured approach to supporting recruitment, training, and development, there is currently a gap in institutional support for staff transitioning out of the organization. This programme aims to fill that gap by offering psychological support and coaching to help staff navigate this critical phase. The programme is open to paying members of WiN IAEA (male or female) who have received notice of their final contract.

STEP 1: Pilot Programme under WiN IAEA

The pilot programme is expected to last one year and involve 10–15 staff members on final contracts. It consists of the following steps:

  1. Needs and Expectations Survey: Staff enrolled in the programme will complete a brief questionnaire to assess their needs and expectations.
  2. Coaching and Support: To help staff process contract non-extension, rebuild confidence, and approach their next career move with a positive outlook and practical skills. This will be achieved through:
    • Regular, free coaching sessions with experienced coaches or managers willing to volunteer. It is worth noting that the existing mentoring programme is already used by staff seeking career development support, including during transitions. Coaches will help staff address the emotional impact of contract non-extension, structure their job search as a project, and plan their next career steps with confidence and enhanced resources.
    • Online resources, including the IAEA HR Career Management Initiative, which offers career masterclasses and seminars, as well as other helpful materials such as videos and links. The Initiative also includes optional individual career coaching sessions.
    • Leveraging the WiN IAEA network and broader IAEA networks to facilitate connections with potential employers.
    • Exploring partnerships with HR companies to provide coaching support and additional networking opportunities. These sessions may be offered subject to staff covering the associated costs.
  3. Impact Evaluation: The same questionnaire will be completed at the end of the programme to assess its impact and gather feedback for improvement.

STEP 2: Proposal for HR to Take Over the Programme

Upon successful completion of the pilot, the programme may be proposed to IAEA HR for adoption under the organization’s broader career development framework. HR could manage the programme as part of its career development initiatives, potentially including talking points for managers engaging with staff on final contracts. Coaching support could be outsourced to an HR company with strong ties to the nuclear sector, or continue to rely on volunteer coaches. A cost-sharing model—where staff contribute to or fully cover the costs under an HR-managed framework contract—may also be explored.

Expected Results

  • Staff Well-being and Development: Enhanced support for staff during a critical transition phase, promoting overall well-being and continued career growth.
  • Improved IAEA Reputation: Demonstrating the organization’s commitment to nurturing and supporting talent—even during the transition out of the IAEA.
  • Improved Team Environment: By reframing contract non-extension as an opportunity for growth and offering concrete support, staff will be better equipped to adapt to the rotation policy, contributing to a more positive team dynamic.

WiN IAEA SURF Programme Team

  • Marta Ferrari, Programme Lead
  • Marguerite Leonardi, Programme Coordinator
  • Marzia Baldassari, Certified Coach
  • Thea Charaktinou, Certified Coach
  • Ria Attia, Networking Lead
  • Anne Starz, Programme Advisor
  • Sophie Ramirez, Communication Lead