LES ACTIVITÉS NUCLÉAIRES : RAYONNEMENTS IONISANTS ET RISQUES POUR LA SANTÉ ET L’ENVIRONNEMENT in NPPs. For each of the inspectors concerned, the accreditation decision is based on the match between the skills acquired – both within and outside ASNR – and those specified in the professional baseline requirements. As of 31 December 2025, ASNR employed 367 nuclear safety or radiation protection inspectors holding at least one qualification. In terms of training in 2025, 9,135 days of training were given to ASNR staff in a wide variety of areas. Lastly, through a proactive policy of opening up its scientific and technical output, in particular by depositing its publications in the HAL-ASNR open archive or publishing specialist works, the University also has the major ambition of developing a culture of safety and radiation protection among all members of society (industry, healthcare professionals, voluntary organisations, etc.). Social dialogue Setting up social dialogue at ASNR is a major challenge because of the structural differences that existed between the social dialogue procedures in place at ASN, which were governed by public law, and those in place at IRSN, which were governed by private law. The Act of 21 May 2024 stipulates that, until the ASNR Social Administration Committee is set up, which will be no later than 31 March 2026, the ASN Social Administration Committee and the IRSN Social and Economic Committee will continue to operate and perform their respective duties for public employees and employees, under the chairmanship of the ASNR representative. However, at their own request or at the request of the ASNR Chairman, the committees may meet jointly, in accordance with their respective powers, to deal with matters common to all staff. During 2025, the joint ASNR committee met nine times. The work of the joint committee covered a range of issues relating to ASNR operations: budget, staffing, plans for organisational changes in cross-functional areas, applicable ethical framework, psychosocial risk prevention policy, single risk prevention document, recruitment policy, etc. As regards the conduct of social dialogue after 31 March 2026, the provisions of Decree 2025-1381 of 26 December 2025 relating to social dialogue bodies and collective bargaining within the Authority for Nuclear Safety and Radiation Protection shall apply. These specify the powers and composition of ASNR's Social Administrative Committee (CSA), which must be set up by 31 March 2026 at the latest. They define the procedures for appointing staff representatives and for the procedures, means and resources of the Committee. In addition to the staff representation body, there is another area of social dialogue centred on collective bargaining. A timetable for negotiations mandated by Article 12 of the Act obliges ASNR to negotiate a new set of agreements for staff subject to the Labour Code, and to harmonise the working conditions of all staff in compliance with the statutes. To address this, a procedural agreement was negotiated and unanimously signed by management and the social partners, setting out a timetable for negotiations between 2025 and 2027. Professional ethics The ethical rules governing ASNR Commissioners, staff, public servants and experts, as set out in several legislative and regulatory texts since 2011, are brought together in the two appendices to ASNR's internal rules of procedure adopted in January 2025: the first contains the provisions relating to the professional conduct of Commissioners and staff, and the second contains the provisions relating to external assessments carried out at ASNR's request, for example in the context of the GPEs (see point 1.6.1). With the aim of preventing conflicts of interest, the rules in force at ASNR more specifically include the following declaration obligations: ∙Public Declaration of Interests (DPI) set out in Article L. 1451-1 (derived from Act 2011-2012 of 29 December 2011 on reinforcing the safety of medicines and healthcare products) and Articles R. 1451‑1 of the Public Health Code; ∙Declarations of Interests and assets to the High Authority for Transparency in Public Life (HATVP) derived from Act 2013-907 of 11 October 2013 on Transparency in Public Life; ∙"Civil Service" Declaration of Interests for public officials provided for in Article L. 122-2 of the General Civil Service Code; ∙management by the Director General of its financial instruments under conditions that preclude any right of inspection on their part, pursuant to Article L. 122-19 of the General Civil Service Code and Decree 2017-547 of 13 April 2017. In addition, a procedure for receiving and processing internal whistleblowing reports has been put in place pursuant to the “Sapin 2” Act 2016-1691 of 9 December 2016, as amended by Act 2022-401 of 21 March 2022 and Decree 2022-1284 of 3 October 2022. It enables employees to raise an internal ethics alert and also to report information about a crime, a threat or harm to the general interest or a breach of a rule of law of which they have personal knowledge or which has been brought to their attention in the course of their professional activities. Lastly, the professional ethics coordinator, in office until the inaugural meeting of the Ethics and Professional Conduct Committee (held on 11 December 2025), was called upon in 91 individual cases during 2025: ∙8 opinions on hiring; ∙21 opinions on continuation of a career; ∙49 opinions on related activities; ∙13 opinions on professional behaviour. Internal management of ASNR ASNR's internal management is based on a number of forums for exchange, steering and coordination. The high-level governance of ASNR's departments is structured around fortnightly meetings of the Executive Committee and the Management Committee. These high-level coordination bodies are supplemented by the establishment of committees covering the various activities of ASNR. These "intermediate level" internal bodies enable, for a given area or activity, the planning, coordination and consolidation of operational management, as well as the sharing of a strategic vision. The purpose of these committees is to provide a subsidiaritybased means of arbitration, to facilitate information flow and make resolutions collectively. At a strategic level, they are responsible for drawing up an annual roadmap to structure ASNR's activities within the committee’s remit. Quarterly meetings are also held between the departments and the regional divisions, to ensure cross-functionality between the national and local levels. These bodies, supplemented by the many existing cross-functional structures, help to strengthen the safety culture among staff by sharing experience and defining coherent common positions. In 2025, the structure and organisation of these coordination bodies were defined, and the first meetings were held. This structure will need to be adjusted and consolidated in 2026, based on Operational Experience Feedback (OEF) from ASNR's first months of operation. 2025 also provided an opportunity for the various committees to draw up their initial roadmaps, which are intended to structure ASNR's activities in 2026. The integrated management system ASNR's Integrated Management System (IMS) is designed to combine ASNR management, human resources, and strategic, technical and financial planning within a single integrated approach. One of the aims of this integration is to reduce redundancies. The IMS also exists to ensure that the activities carried out by ASNR are compliant, particularly with regulations, and to encourage continuous improvement in the practices implemented at ASNR. 128 ASNR Report on the state of nuclear safety and radiation protection in France in 2025
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