Sus tain.ability. Robert de Roos Operator Competency 2012 Honeywell Users Group Asia Pacific
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 2
Challenges Automation - APC Retirements Demographics Lower entry levels Complexity Environment Mentoring Global virtual teams 3
Simulation Benefits for plant Commissioning Procedure Development Design verification Control system verification Loop tuning HAZOP Studies Start up and shut down evaluation Operator Training Advanced control ESD Testing before start up 4
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 Process 20% Equipment 40% People 40% 5
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 6
7 Operator Training Simulation
Competency Gap Learning Pyramid Lecture Reading Audiovisual Demonstration Discussion Practice doing Teach others 10% 20% 30% 50% 75% 90% Average Student Retention Rates Competency Time Competency Elements Skills Knowledge Behaviors Procedures, tests, techniques to be modeled Facts, concepts, principles, theoretical aptitude Role expectations, confidence, cultural traits, motivation, values, perceptions, opinions 8 Source: National Training Laboratories, Bethel, Maine
Operator & Operations Productivity Operator Capability Borealis OCP 30 2007 Achieved 92,4% 25 Percent 20 15 10 Capacity 1997 Achieved 58,8% 2002 Achieved 62,2% 1997 Achieved 58,8% 5 0 Below Average Average Productivity Rating Above Average 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 5 15 25 35 45 Days from start up 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 AUD 8.8 M, 1 st year 9
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 Operator Performance Level Poor Good Optimal Qualification Training Currently operators show a lot of variability in performance over time On-the-Job Performance QUALIFIED operator Performance curve is jagged with dips and bumps Time 10
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 Operator Performance Level Optimal Good Qualification Training On-the-Job Performance QUALIFIED operator Poor With competency management, variability is significantly reduced Time 11
Competency Program Model 12
3 Partner Approach Needs analysis Instructional design Training simulators Workbooks Process Control training On-the-job operator performance monitoring Systems integration Program management Honeywell ASM Competency Model 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 computer training Training Partner Process Partner 13
ASM Competency Model Based on Human Centered Solutions 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 14
Competency Management inside UniSim UniSim Operate R 430 will integrate ASM 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 With preconfigured assessments Operator performance dashboards For operator feedback and coaching As part of operator training record 15
UniSim Concept Overview Operator performance can be decomposed into three levels: How to Assess General KPI Variation (TPTs) Outcome Performance Task Completion (Checklists) Task Subjective (Instructor Ratings) Competency Objective (Competency Metrics) *** not shown in storyboard *** Specific 16
Step 2: Define Competency Assessment Approach GEORGE Console Operator Level 1 + All Users Definition + Communicate Effectively + Maintain Situation Awareness Competency Model: + Console Operator Level 1 All Users TASKS + Console Operator Level 2 + Console Operator Level 3 + Supervisor + Field Operator Competency: Maintain Situation Awareness Add Behavioral Indicator(s): Detects process changes by regularly reviewing operating displays A variety of subjective rating scales will be supported Define competency assessment approach Understands causes of process changes and their likely impact on plant performance Accurately predicts future plant status based on current process changes Assessment Configuration Rating scale: Rating scale customization: 3-Region Anchored Scale 7-Point Likert Scale Assessment 3-Region Anchored options: Scale Binary scale (Yes, No) Multiple choice X Percentage Solicit scale trainee self-ratings Comments only X 4-Point Allow Observational for instructor observations 0 100 Trained Needs Practice Un-Trained 17
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 TASKS Review trainee performance after exercise and provide feedback 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 Submit Reset 18
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 19