How to Improve Operator Training Throughput Using Screening & Selection
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Transcript of How to Improve Operator Training Throughput Using Screening & Selection
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How to Dramatically Improve Operator Training Throughput Utilizing Screening and Selection
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Better Screening/Selection ROI
• Poor licensed operator throughput • Lack of ROs upgrading to SROs • Long-term retention • Poor performance during routine
operations
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RO and Instant SRO Throughput Issues
Classroom performance – Poor academic performance
– Excessive remediation
– Lower motivation and commitment
Simulator performance – Poor communication skills
– Poor problem-solving skills
– Poor decision making
– Poor leadership/teamwork skills
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RO to SRO Upgrade Issue
• Not motivated to advance in career • Not motivated to accept responsibility for other people’s
performance • Fear of responsibility • Fear of academic rigor • Comfortable pay to be a worker - Not much incentive to
become responsible for other workers • Union to non-union (management) transition
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Retention Issue
• Geographical location & proximity to family/friends • Shift work and its impact on body and relationships • Demands of outage work schedule and emergent issues
(overtime) • Stress & boredom • Not understanding the demands of the job until they are in
it
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Routine Work Performance
• Error-prone • Lack of focus on routine tasks and attention to detail • Good crisis leadership but poor routine day-to-day
leadership skills • Not self-motivated • Bored • Unwilling to embrace and internalize core work practices
– Safety – Procedural use and adherence – Human performance improvement initiatives
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Enter the I/O Psychologist
My reaction: – This industry is unique. – Performance is a HIGH stakes endeavor. – But, there are some things to learn from other
industries.
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Other Industries Struggle With the Same Challenges
More than 850,000 surgical cases per year – 8,800 deaths per year!
– Focused on non-technical skills
– Nearly 50% drop
0.6%
0.8%
1.0%
1.2%
1.4%
1.6%
1.8%
2009 2010 2011 2012
Adjusted Surgical
Mortality
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Why Do People Fail?
• Is it because they were not trained appropriately? • Is it because they do not possess the technical skills to be
effective? • Or, are there other competencies at play that could be
captured pre-hire?
Multitasking Stress Tolerance
Positive Attitude Safety
Teamwork Motivational Fit
Attention to Detail Work Ethic
These are not TRAINABLE
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Let’s Think About Selection Best Practices
APPLICATION TOOLS Makes the application screening process seamless & efficient
SCREENING TOOLS Identify productive employees through the web-based screening tools
IN-DEPTH ASSESSMENTS Assessments to identify effective employees who demonstrate specific behaviors and possess key KSAOs
BEHAVIOR-BASED INTERVIEWING Interviews measuring motivational fit and other critical competencies with high level of consistency
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Example of a Selection System for Nuclear Operators
INPO Safety Competencies
Screening Assessment
In-Depth Assessment Interview
Personal Accountability
Questioning Attitude
Safety Communication
Decision Making
Respectful Attitude
Continuous Learning
Problem Identification and Resolution
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Screening Assessment
• Short, predictive, low resource tool • Eliminate least qualified 15-20% • Unproctored, technology agnostic • Measures risk factors:
– Safety risk – Quality risk – Impulsivity risk – Dependability risk
– Attitude risk – Absenteeism risk – Turnover risk
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Screening Assessment
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In-Depth Assessment
• 45 minutes - 2 hours, depending on configuration • Cuts 30%-50% of candidate pool • Multi-method measurement strategy • Measures key competencies:
• Applied learning • Positive attitude • Quality focus • Responsibility • Teamwork • Work pace
• Continuous improvement • Process monitoring (multitasking) • Quantitative problem solving • Safety orientation • Work ethic • Leadership potential
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In-Depth Assessment Examples
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In-Depth Assessment Examples
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In-Depth Assessment Examples
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This Approach WORKS
• Select International has been doing this in manufacturing since 1993
• Administered millions of assessments globally • 95% client retention rate
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Outcomes: Identifies Top Performers
Percent of “VERY GOOD” or “OUTSTANDING” performance ratings
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Outcomes: Improves Performance
% Performance Percen;les
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Outcomes: Reduces Turnover
SELECT INT’L SYSTEM
ORIGINAL SYSTEM
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