Sylvain Pilon, Peter De Jonge, Martin Ross Operator Competency … · Sylvain Pilon, Peter De...
Transcript of Sylvain Pilon, Peter De Jonge, Martin Ross Operator Competency … · Sylvain Pilon, Peter De...
Sustain.Ability.
2012 Honeywell Users Group Americas
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Sylvain Pilon, Peter De Jonge, Martin Ross Operator Competency
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Operator Competency - Agenda
• Challenges - Why is there a need?
• Benefits – What are the rewards?
• Approach - How to take action?
• Focus on UniSim – How is UniSim integrated?
• Summary
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Challenges
Automation - APC Retirements Demographics
Lower entry levels Complexity
Global virtual teams
Environment
Mentoring
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People Matter
People
40%
Equipment
40%
Process
20%
People Impact on incidents:
• Procedural error (49%)
• Incorrect actions (22%)
• Work practices (17%)
• Installation (6%)
• Recognize problem (6%)
Equipment Impact on incidents:
• 76% operating outside of
range
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The Pull for Operator Competency
What customers have told us .……
• Help formalize my operator training program
• Provide a structured training program with
– Classroom lessons on process fundamentals & procedures
– Simulation exercises to reinforce classroom fundamentals
– Built in operator assessment and competency levels
– Easy installation, use & maintenance
• Simulators accelerate knowledge transfer
– Capture a lifetime of knowledge from experienced operators
– Transfer this knowledge to new operators with controlled,
repeatable curriculum in a fraction of the time
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Competency Gap
Competency Elements
Facts, concepts, principles, theoretical aptitude
Role expectations, confidence, cultural traits, motivation, values, perceptions, opinions
Skills
Knowledge
Behaviors
Time
Co
mp
eten
cy
Procedures, tests, techniques to be modeled
Learning Pyramid Lecture
Reading
Audiovisual
Demonstration
Discussion
Practice doing
Teach others
Average
Student
Retention
Rates
10%
20%
30%
50%
75%
90%
Source: National Training Laboratories, Bethel, Maine
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Operator & Operations Productivity
• Converting an operator from average or
below average productivity to above
average productivity can improve the
bottom line by approximately $250,000. American Petroleum Institute
• On spec. 3 days 10hrs, target 5 days
• New production target exceeded in 21
days, target 4 months
• Flaring losses 2000 Tonnes less than
before
• € 6 M, 1st year
0
5
10
15
20
25
30
Percen
t
Below
Average
Average Above
Average
Productivity Rating
Operator Capability
2007 Achieved
92,4%
2002 Achieved
62,2%
1997 Achieved
58,8%
15 25 35 45
Cap
acit
y
5
Days from start up
1997 Achieved
58,8%
Borealis OCP
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Progress to Qualification
Time
Op
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Pe
rfo
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l Op
tim
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Go
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Currently it takes operators a long time to reach good
performance levels
Currently operators show a lot of variability
in performance over time
Qualification Training On-the-Job Performance
QUALIFIED operator
Performance curve is jagged with ‘dips’ and ‘bumps’
Eventually performance drifts over time and
competency gaps can occur
BEFORE Operator Competency Management
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Progress to Qualification
Time
Qualification Training On-the-Job Performance
Op
era
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Pe
rfo
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tim
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Go
od
P
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With competency management, variability is significantly reduced
QUALIFIED operator
Qualification time can be significantly reduced
with higher performance levels
With competency management the overall operator
performance curve is smoother Performance levels can be
sustained over time
AFTER Operator Competency Management
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Competency Program Model
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3 Partner Approach
HPS
Process Partner Training Partner
• Process knowhow • Process engineer training • Process management
training • Operations lesson s learnt • Off the Shelf
• Training knowhow • Needs analysis • Instructional design • Documentation • LMS and other CBT
• Needs analysis • Instructional design • Training simulators • Workbooks • Process Control training • On-the-job operator performance
monitoring • Systems integration • Program management
ASM
Competency
Model
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• Based on HCS IP, http://www.applyhcs.com/ • IP from ASMC belongs to Honeywell • Leveraged knowledge in aerospace, military, and
nuclear • Extensive participation of ASMC members • Validation by bp, Total, and Sasol • Reviewed by XOM, Shell, and COP • Competencies not addressed by members
• Communications, situational awareness,
stress management • Controlled Scientific tests
• Classroom only • Simulator • No training
ASM Competency Model
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Competency Management inside UniSim
• UniSim integrates AMS competency model features: – ASMC Operator competency model integration
Formalizes competency structure for
assessments and libraries
– Comprehensive performance assessment
Outcomes (Trainee Performance Tables)
Tasks (Checklists)
Competency (Subjective Ratings)
– Scenario libraries mapped to competencies
Shipped with standard models
Generic libraries that can be customized
and save for reuse
With preconfigured assessments
– Operator performance dashboards
For operator feedback and coaching
As part of operator training record
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UniSim Concept Overview
• Operator performance can be decomposed into three
levels:
Competency Subjective (Instructor Ratings)
Objective (Competency Metrics) *** not shown in storyboard ***
Task Task Completion (Checklists)
Outcome
General
Specific
Perfo
rman
ce
How to Assess
KPI Variation (TPTs)
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• Define competency
assessment approach
GEORGE
TASKS
Step 2: Define Competency Assessment Approach
Console Operator Level 1
Competency Model:
Competency:
Behavioral Indicator(s):
All Users
Maintain Situation Awareness
Detects process changes by regularly reviewing operating displays
Understands causes of process changes and their likely impact on plant performance
Accurately predicts future plant status based on current process changes
Definition
Add
Assessment Configuration
Rating scale:
3-Region Anchored Scale
Assessment options:
Solicit trainee self-ratings
Allow for instructor observations
X
X
+
+
All Users
Console Operator Level 1
Console Operator Level 3
Supervisor
+ Console Operator Level 2
+ Field Operator
+
+
Rating scale customization:
Trained Un-Trained Needs
Practice
0 100 7-Point Likert Scale
3-Region Anchored Scale
Binary scale (Yes, No)
Multiple choice
Percentage scale
Comments only
4-Point Observational
…
• A variety of subjective rating scales will
be supported
+
+
Communicate Effectively
Maintain Situation Awareness
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• Review trainee
performance after
exercise and provide
feedback
TASKS
Step 16: Review trainee performance after exercise
GEORGE/ANNA
Trainee Performance report
Submit Reset
• Instructors use the performance dashboard to
provide feedback to the trainee
• The feedback provides the basis for coaching and
any recommended interventions
• Interventions can be any number of things such as:
• Repeat the exercise • Review related training modules/procedures • Complete an ad-hoc exercise • Complete a related exercise from the library
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Summary
80% of accidents may be attributed to the actions or
omissions of people, resulting $ bn of impact each year
The Three Partner Approach.
• Honeywell Process Solutions
–ASM; Simulation; Honeywell Automation; Automation College
• Process Partner
–Domain expert centered competency management products and
services
• Training Partners
–Complement the solution; Documentation; Foundation material; LMS