2012 Honeywell Users Group Americas

Sustain.Ability. 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

Challenges
Automation - APC Retirements Demographics

Lower entry levels

Complexity

Environment

Mentoring

Global virtual teams

People Matter
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

Equipment 40%

Process 20%

People 40%

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

Competency Gap
Lecture

Learning Pyramid

Reading Audiovisual Demonstration

10% 20% 30%

Average Student Retention Rates

Discussion
50%

Practice doing
75%

Teach others
90%

Procedures, tests, techniques to be modeled

Competency

Competency Elements

Skills

Facts, concepts, principles, theoretical aptitude

Knowledge

Role expectations, confidence, cultural traits, motivation, values, perceptions, opinions

Behaviors

Time
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Source: National Training Laboratories, Bethel, Maine

Operator & Operations Productivity

Operator Capability
30

Borealis OCP
2007 Achieved

92,4%

25

2002 Achieved
20 Percent 1997 Achieved

62,2% Capacity 58,8%

1997 Achieved

15

58,8%

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0 Below Average Productivity Rating Average Above Average

15

25 Days from start up

35

45

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

Progress to Qualification
BEFORE Operator Competency Management
Currently it takes operators a long time to reach good performance levels Eventually performance drifts over time and competency gaps can occur

Qualification Training Optimal

On-the-Job Performance

Operator Performance Level

Currently operators show a lot of variability in performance over time

Good

QUALIFIED operator Poor

Performance curve is jagged with dips and bumps

Time

Progress to Qualification
AFTER Operator Competency Management
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

Qualification Training Optimal

On-the-Job Performance

Operator Performance Level

Good

QUALIFIED operator Poor

With competency management, variability is significantly reduced

Time

Competency Program Model

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3 Partner Approach
Needs analysis Instructional design Training simulators Workbooks Process Control training On-the-job operator performance Systems integration Program management
ASM Competency Model
monitoring

HPS

Process knowhow Process engineer training Process management Operations lesson s learnt Off the Shelf
training

Training Partner

Process Partner

Training knowhow Needs analysis Instructional design Documentation LMS and other CBT
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ASM Competency Model

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

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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: General
How to Assess

KPI Variation (TPTs)

Performance

Outcome

Task Completion (Checklists)

Task

Subjective (Instructor Ratings)

Objective (Competency Metrics)
*** not shown in storyboard ***

Competency

Specific

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Step 2: Define Competency Assessment Approach

GEORGE

Console Operator Level 1 +

All Users
+ Communicate Effectively + Maintain Situation Awareness

Definition Competency Model: All Users Competency: Maintain Situation Awareness Behavioral Indicator(s):
Add

+ + + + +

Console Operator Level 1 Console Operator Level 2 Console Operator Level 3 Supervisor Field Operator

TASKS

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

A variety of subjective rating scales will be supported

Define competency
assessment approach

Assessment Configuration Rating scale: 3-Region Anchored Scale 7-Point Likert Scale Assessment options: Scale 3-Region Anchored Binary scale (Yes, No) Multiple choice X Solicit trainee self-ratings Percentage scale Comments only X Allow for instructor observations 4-Point Observational 0
Needs Practice

Rating scale customization:

100

Trained

Un-Trained

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Step 16: Review trainee performance after exercise

GEORGE/ANNA

Trainee Performance report

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

TASKS

Review trainee
performance after exercise and provide feedback

Submit

Reset

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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

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