Honeywell Operator Competency

2012 Honeywell Users Group Americas
Sustain.Ability. Sylvain Pilon, Peter De Jonge, Martin Ross Operator Competency

1
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
6
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%
10
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
10
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
11
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
12
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
13
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
14
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
15
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
16
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
17

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What challenges are discussed regarding operator competency?

What challenges are discussed regarding operator competency?

What are some benefits of operator competency mentioned?

What are some benefits of operator competency mentioned?

2012 Honeywell Users Group Americas

Sustain.Ability. Sylvain Pilon, Peter De Jonge, Martin Ross Operator Competency

Operator Competency - Agenda

Lower entry levels

Global virtual teams

The Pull for Operator Competency

Simulators accelerate knowledge transfer

Reading Audiovisual Demonstration

10% 20% 30%

Average Student Retention Rates

Procedures, tests, techniques to be modeled

Facts, concepts, principles, theoretical aptitude

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

Source: National Training Laboratories, Bethel, Maine

Operator & Operations Productivity

62,2% Capacity 58,8%

0 Below Average Productivity Rating Average Above Average

25 Days from start up

Qualification Training Optimal

Operator Performance Level

Currently operators show a lot of variability in performance over time

QUALIFIED operator Poor

Performance curve is jagged with dips and bumps

Performance levels can be sustained over time

Qualification Training Optimal

Operator Performance Level

QUALIFIED operator Poor

With competency management, variability is significantly reduced

Competency Program Model

ASM Competency Model

Competency Management inside UniSim

Comprehensive performance assessment

Scenario libraries mapped to competencies

Operator performance dashboards

UniSim Concept Overview

KPI Variation (TPTs)

Task Completion (Checklists)

Subjective (Instructor Ratings)

Step 2: Define Competency Assessment Approach

Console Operator Level 1 +

A variety of subjective rating scales will be supported

Rating scale customization:

Step 16: Review trainee performance after exercise

Trainee Performance report

Instructors use the performance dashboard to provide feedback to the trainee

The Three Partner Approach.

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