How to Dramatically Improve Operator Training Throughput Utilizing Screening and Selection

info@gses.com  

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Better Screening/Selection ROI

•  Poor licensed operator throughput •  Lack of ROs upgrading to SROs •  Long-term retention •  Poor performance during routine

operations

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RO and Instant SRO Throughput Issues

Classroom performance –  Poor academic performance

–  Excessive remediation

–  Lower motivation and commitment

Simulator performance –  Poor communication skills

–  Poor problem-solving skills

–  Poor decision making

–  Poor leadership/teamwork skills

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RO to SRO Upgrade Issue

•  Not motivated to advance in career •  Not motivated to accept responsibility for other people’s

performance •  Fear of responsibility •  Fear of academic rigor •  Comfortable pay to be a worker - Not much incentive to

become responsible for other workers •  Union to non-union (management) transition

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Retention Issue

•  Geographical location & proximity to family/friends •  Shift work and its impact on body and relationships •  Demands of outage work schedule and emergent issues

(overtime) •  Stress & boredom •  Not understanding the demands of the job until they are in

it

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Routine Work Performance

•  Error-prone •  Lack of focus on routine tasks and attention to detail •  Good crisis leadership but poor routine day-to-day

leadership skills •  Not self-motivated •  Bored •  Unwilling to embrace and internalize core work practices

–  Safety –  Procedural use and adherence –  Human performance improvement initiatives

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Enter the I/O Psychologist

My reaction: –  This industry is unique. –  Performance is a HIGH stakes endeavor. –  But, there are some things to learn from other

industries.

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Other Industries Struggle With the Same Challenges

More than 850,000 surgical cases per year –  8,800 deaths per year!

–  Focused on non-technical skills

–  Nearly 50% drop

0.6%

0.8%

1.0%

1.2%

1.4%

1.6%

1.8%

2009 2010 2011 2012

Adjusted Surgical

Mortality

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Why Do People Fail?

•  Is it because they were not trained appropriately? •  Is it because they do not possess the technical skills to be

effective? •  Or, are there other competencies at play that could be

captured pre-hire?

Multitasking Stress Tolerance

Positive Attitude Safety

Teamwork Motivational Fit

Attention to Detail Work Ethic

These  are  not  TRAINABLE  

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Let’s Think About Selection Best Practices

APPLICATION TOOLS Makes the application screening process seamless & efficient

SCREENING TOOLS Identify productive employees through the web-based screening tools

IN-DEPTH ASSESSMENTS Assessments to identify effective employees who demonstrate specific behaviors and possess key KSAOs

BEHAVIOR-BASED INTERVIEWING Interviews measuring motivational fit and other critical competencies with high level of consistency

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Example of a Selection System for Nuclear Operators

INPO Safety Competencies

Screening Assessment

In-Depth Assessment Interview

Personal Accountability

Questioning Attitude

Safety Communication

Decision Making

Respectful Attitude

Continuous Learning

Problem Identification and Resolution

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Screening Assessment

•  Short, predictive, low resource tool •  Eliminate least qualified 15-20% •  Unproctored, technology agnostic •  Measures risk factors:

–  Safety risk –  Quality risk –  Impulsivity risk –  Dependability risk

–  Attitude risk –  Absenteeism risk –  Turnover risk

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Screening Assessment

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In-Depth Assessment

•  45 minutes - 2 hours, depending on configuration •  Cuts 30%-50% of candidate pool •  Multi-method measurement strategy •  Measures key competencies:

•  Applied learning •  Positive attitude •  Quality focus •  Responsibility •  Teamwork •  Work pace

•  Continuous improvement •  Process monitoring (multitasking) •  Quantitative problem solving •  Safety orientation •  Work ethic •  Leadership potential

 

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In-Depth Assessment Examples

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In-Depth Assessment Examples

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In-Depth Assessment Examples

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This Approach WORKS

•  Select International has been doing this in manufacturing since 1993

•  Administered millions of assessments globally •  95% client retention rate

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Outcomes: Identifies Top Performers

Percent of “VERY GOOD” or “OUTSTANDING” performance ratings

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Outcomes: Improves Performance

%  Performance  Percen;les  

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Outcomes: Reduces Turnover

SELECT INT’L SYSTEM

ORIGINAL SYSTEM

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