NO MARKING REQUIRED Human Performance Supply Chain Focus Group Decommissioning Directorate NO MARKING REQUIRED NO MARKING REQUIRED Contents • • • • • Human Performance Scope Human Performance Involvement Human Performance Findings End of Project Post Job Review Learning Summary Decommissioning Directorate NO MARKING REQUIRED 2 NO MARKING REQUIRED Human Performance Scope • Purpose ? independently assess the standard of Human Performance on the FGMSP Project. • Why ? to help minimise the likelihood of error. capture areas for improvement to aid future projects. • How ? classroom human performance awareness. by evaluating the quality and standards of pre job briefs and post job reviews. (Coaching and Mentoring). • End Result ? to deliver safe, reliable, predictable operations. Decommissioning Directorate NO MARKING REQUIRED 3 NO MARKING REQUIRED Human Performance Involvement Human Performance Involvement •Facilitated Human Performance Awareness Sessions. •Rolled out STAR Training where required (communications training). •Carried out Human Factors Review. •Work teams carried out Task Work Individual Nature (TWIN) Analysis. •Coaching at Pre Job Briefs and Post Job Reviews. •All evidence then measured using a WANO Evaluation Tool for Human Performance into what an observer would expect to see in order to become world class. •Facilitated formal Post Job Review at the end of the project. Decommissioning Directorate NO MARKING REQUIRED 4 NO MARKING REQUIRED TWIN – Error Traps TASK • Time Pressure • Irreversible Acts (no recovery options) • Vague Guidance (written or verbal) • Complexity (steps / high infor flow) WORK • Environmental Effects (noise, lighting, weather, body position) • Distractions / Interruptions • Confusing Displays • Peer Pressure INDIVIDUAL • Unfamiliar with task • Complacent • Illness / Personal Issues NATURE • Stress • Fatigue • Assumptions Decommissioning Directorate NO MARKING REQUIRED 5 NO MARKING REQUIRED Human Performance Positive Findings • Stakeholders fully engaged and adopted a positive attitude towards human performance. • Work team displayed positive attitudes at the trialling facility eg : suggested changes to the design to make equipment more workable. • Proactive approach into methodology using pictures / file for all stages of the task. • Work team established own TWIN Analysis for the task. • Informal post job reviews and pre job briefs carried out daily. Specialists highlighted how important and useful they found the daily post job reviews and pre job briefs. • Team embraced human performance process. Learning being captured daily. • Formal post job review held upon completion. Decommissioning Directorate NO MARKING REQUIRED 6 NO MARKING REQUIRED Human Performance - Areas for Improvement • Human Performance should be engaged sooner in the project planning. • Human Performance Sessions were fragmented. • It became apparent during HuP Awareness Sessions that some of those trained at the trialling facility were not those who were coming to site. • Communications / Radios not trialled at workface prior starting the task. • Conduct the task at the facility the same as what it will be on the actual work face. • Lack of condition reports raised in total for one particular project – encouragement was given. Decommissioning Directorate NO MARKING REQUIRED 7 NO MARKING REQUIRED End of Project Post Job Review Learning • Variables between site and trialling facility accurately simulate the actual task - Didn’t lift from Self Propelled Modular Transporter (SPMT) @ trialling facility as required on the site. - Wall characterisation • Scaffold build did not reflect design intent. • Unnecessary delays due to assumptions. – project interfaces (lay down area) • Working time arrangements to be clearly defined prior to start of on site tasks. • Equipment Gaps (Gaps in PMP) Project could improve in relation to Building Supplies, water supplies, ie : identified 415 V, couldn’t confirm live, couldn’t gain access. LFE carry out assessment on Building Supplies. • Sellafield Limited must ‘walk the talk’ – Ensure familiarity for specialists / contractors Decommissioning Directorate NO MARKING REQUIRED 8 NO MARKING REQUIRED End of Project Post Job Review Positives • Work teams demonstrated competence throughout the task – – – – • Holding an ‘Away Day’ prior starting work Set up was right, right people, right job Good command and control at the work face Effective process established and implemented regarding approach to escorts Had the opportunity of a trialling facility – Trialling facility proved the method worked – Used video / animation to explain and demonstrate the job to NSC, ONR and doer’s proved a success • Had a PMP Champion • Risk Assessment involved key stakeholders Decommissioning Directorate NO MARKING REQUIRED 9 NO MARKING REQUIRED Summary To summarise the conclusions are : • Human Performance needs to be an integral part of the project from inception onwards. Leaders need to visibly promote this, set and communicate the standard. • We need to be more effective in sharing project learning across the organisation. To end on a positive : • Human Performance is becoming embedded within the project organisation, in particular the ‘frontline’ personnel. • FGSMP - Human Performance and Learning Team. – Manage Project Learning Plans – LFE Catergorisation – Workshops – Share and communicate • Most importantly, no accidents or injuries to the work team during project delivery. Decommissioning Directorate NO MARKING REQUIRED 10