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Job Title: Probabilistic Risk Analysis (PRA) Engineer

Work Place Flexibility: Onsite

Legal Entity: Entergy Operations, Inc.-EOI

*This position will be filled as an Engineer I, II, III, Senior, Senior Lead based on the experience and qualification of the selected candidate. *

All nuclear sites or Echelon Headquarters may be considerd.

JOB SUMMARY/PURPOSE:

Probabilistic Risk Analysis (PRA) is responsible for risk assessment activities as a result of internal/external events. Design integrity of the risk assessments is maintained through effective configuration control of design output documents (i.e., specifications, calculations, drawings, test requirements, and procedures).

JOB DUTIES/RESPONSIBILITIES:

• Provides plant support in the area of probabilistic risk assessments (PRA).

• Develops and maintains the EN sites’ PRA models - Level 1 PRA (Performing system modeling, data analysis, human reliability analysis, fault tree modeling, quantification), Thermal Hydraulic analysis, and LERF determinations.

• Adapts/develops quantitative and qualitative risk assessments in the area of internal events PRA, Fire PRA, Seismic risk, Shutdown risk, Internal flooding, and related areas.

• Work on various PRA applications such as Maintenance Rule, MSPI, on-line risk management, risk-informed regulatory issues, licensing renewal, regulatory interfaces, etc. as requested.

• Develop PRA engineering products in accordance with regulatory and procedural guidelines.

• Review plant design modifications for impact on PRA models, documentation and products.

• Perform engineering calculations in the areas of PRA and risk based initiatives and SDP issues as requested

• Familiarization and use of relevant PRA computer software as needed.

MINIMUM REQUIREMENTS:

Minimum education required of the position:

• Minimum education required of the position B.S. Degree in Engineering or other closely related scientific discipline generally associated with power plant operations, or equivalent work experience (equivalent experience is defined as demonstrated success as an Engineer.)

• Desired: B.S. Degree in Nuclear Engineering or Mechanical Engineering

Minimum experience required of the position:

• Engineer II: 2+ years experience in nuclear power design, operations, or equivalent, depending upon engineering level.

• Engineer III : 4+ years experience in nuclear power design, operations, or equivalent, depending upon engineering level.

• Engineer Sr or Sr Lead : 6+ years experience in nuclear power design, operations, or equivalent, depending upon engineering level.

• Desired: 5+ years’ experience in PRA Engineering or Safety Analysis

Minimum knowledge, skills and abilities required of the position:

• Minimum knowledge, skills and abilities required of the position Technical proficiency in the assigned area.

• Technical understanding of nuclear generation principles and operation.

• Good communication, conflict management, and change management skills.

• Desired: Proficiency in computer codes CAFTA, EOOS, Phoenix, FRANX, PRAQUANT and MAAP

Any certificates, licenses, etc. required for the position

• Desired: SRO license or certification on a PWR or BWR.

Primary Location: Mississippi - Jackson Louisiana : St. Francisville || Arkansas : Russellville || Louisiana : Killona || Mississippi : Jackson || Mississippi : Port Gibson

Job Function : Nuclear

FLSA Status : Professional

Relocation Option: Level II

Union description/code : NON BARGAINING UNIT

Number of Openings : 2

Req ID: 116699

Travel Percentage : Up to 25%

An Equal Opportunity Employer, Minority/Female/Disability/Vets. Please clickhere (https://jobs.entergy.com/content/EEO/?locale=en_US) to view the EEO page, or see statements below.

EEO Statement: The Entergy System of Companies provides equal employment opportunities (EEO) to all employees and applicants for employment without regard to race, color, religion, sex, gender, sexual orientation, gender identity or expression, national origin, age, disability, genetic information, marital status, amnesty, or status as a protected veteran in accordance with applicable federal, state and local laws. The Entergy System of Companies complies with applicable state and local laws governing non-discrimination in employment in every location in which the company has facilities. This policy applies to all terms and conditions of employment including, but not limited to, recruiting, hiring, placement, promotion, termination, layoff, recall, transfer, leaves of absence, compensation, and training.

The Entergy System of Companies expressly prohibits any form of unlawful employee harassment based on race, color, religion, sex, gender, sexual orientation, gender identity or expression, national origin, age, genetic information, disability, or veteran status. Improper interference with the ability of the Entergy System of Company employees to perform their expected job duties is absolutely not tolerated.

Accessibility: Entergy provides reasonable accommodations for online applicants. Requests for a reasonable accommodation may be made orally or in writing by an applicant, employee, or third party on his or her behalf. If you are an individual with a disability and you are in need of an accommodation for the recruiting process please click here (humanr@entergy.com?subject=Accessibility) and provide your name, contact number, the accommodation requested and the requisition number that you are requesting the accommodation for. Employee Services will contact you regarding your request.

Additional Responsibilities: As a provider of essential services, Entergy expects its employees to be available to work additional hours, to work in alternate locations, and/or to perform additional duties in connection with storms, outages, emergencies, or other situations as deemed necessary by the company. Exempt employees may not be paid overtime associated with such duties.

Entergy Pay Transparency Policy Statement: The Entergy System of Companies (the Company) will not discharge or in any other manner discriminate against employees or applicants because they have inquired about, discussed, or disclosed their own pay or the pay of another employee or applicant. However, employees who have access to the compensation information of other employees or applicants as a part of their essential job functions cannot disclose the pay of other employees or applicants to individuals who do not otherwise have access to compensation information, unless the disclosure is (a) in response to a formal complaint or charge, (b) in furtherance of an investigation, proceeding, hearing, or action, including an investigation conducted by the employer, or (c) consistent with the Company’s legal duty to furnish information. 41 CFR 60-1.35(c). Equal Opportunity (https://www.dol.gov/agencies/ofccp/manual/fccm/2l-equal-opportunity-clauses-and-other-requirements/2l00-equal-opportunity) and Pay Transparency (https://www.dol.gov/sites/dolgov/files/OFCCP/pdf/pay-transp_%20English_formattedESQA508c.pdf) .

Pay Transparency Notice:

Pay Transparency Nondiscrimination Provision (dol.gov) (https://www.dol.gov/sites/dolgov/files/ofccp/pdf/pay-transp_%20English_formattedESQA508c.pdf)

The non-confidential portions of the affirmative action program for individuals with disabilities and protected veterans shall be available for inspection upon request by any employee or applicant for employment. Please contact HRCompliance@entergy.com to schedule a time to review the affirmative action plan during regular office hours.

WORKING CONDITIONS:

As a provider of essential services, Entergy expects its employees to be available to work additional hours, to work in alternate locations, and/or to perform additional duties in connection with storms, outages, emergencies, or other situations as deemed necessary by the company. Exempt employees may not be paid overtime associated with such duties.

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