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Every site has that one team they want on-shift for a difficult evolution. The “smart” ones, the “dream team.” They might not even be the old timers, but they could black-start the plant from memory. Wouldn’t it be nice to have that level of confidence in your entire group so you wouldn’t have to shuffle around evolutions or personnel to get the dream team on shift for start-up? It’s possible with the right qualification program.
What standards are required to have a successful qualification program; one that inherently develops “dream” operators, and eliminates a checklist of items that simply get signed off?
It is based on the specific job requirements.
The program must focus on the tasks that make up the job description and the skills and knowledge required to perform those tasks. It should not be trivial information and nice-to-know specifications. It should require the operator to understand and demonstrate what it takes to do their specific job.
It defines the qualification criteria.
Qualification should not be subjective. Each level of qualification must have an accessible list of criteria to be considered qualified. It may include knowledge checks, sketching systems from memory, and standing for an oral review board. Additionally, there should be a list of evolutions. This list should include a requirement to observe, then simulate, then perform under instruction.
It has an appropriate, specific foundation.
Absence of a proper foundation drives trainees to study what they think is important and to rely on “tribal knowledge.” A successful qualification program directs trainees to study accurate, approved documentation and current procedures, which in turn are developed from appropriate reference material. Outdated training material discounts the importance of qualification and drives the trainee to learn tribal knowledge. Outdated procedures may not reflect how the plant operates causing the team to figure out on their own how to make the plant work, inevitably leading to larger issues.
Trainee Qualification Assessments are standardized.
Every site has a person who got through qualification simply because they are a likeable character. Similarly, every site has someone who will sign off a trainee’s qualification card while saying, “you don’t need to know that.” This is how sites get “qualified” trainees who don’t know what they should.
After the trainee studies these foundational materials, they may attempt the checkout with an approved qualifier. This should be a list of trusted qualifiers; or it may just require “Shift Supervisor” or “qualified Outside Operator” signature.
As a supervisor, you want to feel comfortable putting a trainee on the job. Why not interview the trainee prior to certifying them? This is a perfect opportunity not only to check their knowledge, but also if knowledge is lacking, you can compare who “signed off” their card certifying their preparedness.
Take your qualification board a step further and take a tour with the trainee. Ask questions and focus on areas of your concern. Ask them to simulate routine evolutions like swapping filters. This will give you the opportunity to see how they were trained. Do they get out the procedure? Do they call the Control Room to get permission?
If the trainee is unsuccessful, provide feedback. If appropriate, give “look ups” and ask to see them again in a week to see if they took the initiative to find the correct answer.
The process is continuously reviewed and improved.
Following the qualification board, ask for trainee feedback. During qualification, what didn’t make sense and what really helped?
Employee feedback should be incorporated. If you cannot or will not, tell them why. Incorporated feedback inculcates buy-in to the training and qualification program. If the trainee sees their feedback incorporated, they believe the process works. This will reinforce the standard that the qualification program works and is the way to uphold the standard.
Perhaps once per year, incorporate items that are noted as trouble spots. Maybe there are too many packing leaks in the plant. This is a good time to add a qualification line item to observe, simulate, and perform a packing adjustment on a running pump.
One of the most important mantras I was ever told is “All change is disruptive” – even change for the better. Incorporating a qualification program will disrupt the status quo. In my experience, incorporating your seasoned operators and using their input is mandatory to get everyone’s buy in.
For the past 30 years, we have both assessed qualification programs and built others from the ground-up with System Descriptions, Operating Procedures, Task Evaluations, and full suites of Training Support Materials. Building from the ground up involves assessing the job and designing a task-based qualification program so that these materials are immediately recognized as key to the qualifier’s job.
With 30 years of experience, FCS specializes in developing custom qualification programs and training support materials. Download a sample of our offerings by completing the form on this page.
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