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

4

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

era

tor

Pe

rfo

rman

ce L

eve

l Op

tim

al

Go

od

P

oo

r

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

tor

Pe

rfo

rman

ce L

eve

l Op

tim

al

Go

od

P

oo

r

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