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Human Performance
Supply Chain Focus Group
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Contents
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Human Performance Scope
Human Performance Involvement
Human Performance Findings
End of Project Post Job Review Learning
Summary
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Human Performance Scope
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Purpose ?
independently assess the standard of Human Performance on
the FGMSP Project.
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Why ?
to help minimise the likelihood of error.
capture areas for improvement to aid future projects.
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How ?
classroom human performance awareness.
by evaluating the quality and standards of pre job briefs and
post job reviews. (Coaching and Mentoring).
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End Result ?
to deliver safe, reliable, predictable operations.
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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.
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TWIN – Error Traps
TASK
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Time Pressure
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Irreversible Acts (no recovery options)
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Vague Guidance (written or verbal)
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Complexity (steps / high infor flow)
WORK
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Environmental Effects (noise, lighting, weather, body position)
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Distractions / Interruptions
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Confusing Displays
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Peer Pressure
INDIVIDUAL
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Unfamiliar with task
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Complacent
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Illness / Personal Issues
NATURE
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Stress
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Fatigue
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Assumptions
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Human Performance Positive Findings
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Stakeholders fully engaged and adopted a positive attitude towards human
performance.
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Work team displayed positive attitudes at the trialling facility
eg : suggested changes to the design to make equipment more workable.
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Proactive approach into methodology using pictures / file for all stages of the task.
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Work team established own TWIN Analysis for the task.
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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.
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Team embraced human performance process. Learning being captured daily.
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Formal post job review held upon completion.
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Human Performance - Areas for Improvement
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Human Performance should be engaged sooner in the project planning.
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Human Performance Sessions were fragmented.
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It became apparent during HuP Awareness Sessions that some of those trained at the
trialling facility were not those who were coming to site.
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Communications / Radios not trialled at workface prior starting the task.
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Conduct the task at the facility the same as what it will be on the actual work face.
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Lack of condition reports raised in total for one particular project – encouragement
was given.
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End of Project Post Job Review Learning
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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
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Scaffold build did not reflect design intent.
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Unnecessary delays due to assumptions.
– project interfaces (lay down area)
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Working time arrangements to be clearly defined prior to start of on site tasks.
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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.
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Sellafield Limited must ‘walk the talk’
– Ensure familiarity for specialists / contractors
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End of Project Post Job Review Positives
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Work teams demonstrated competence throughout the task
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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
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Had a PMP Champion
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Risk Assessment involved key stakeholders
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Summary
To summarise the conclusions are :
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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.
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We need to be more effective in sharing project learning across the organisation.
To end on a positive :
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Human Performance is becoming embedded within the project organisation, in particular the ‘frontline’
personnel.
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FGSMP - Human Performance and Learning Team.
– Manage Project Learning Plans
– LFE Catergorisation
– Workshops
– Share and communicate
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Most importantly, no accidents or injuries to the work team during project delivery.
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