Building An Automation Professional Development Program
Upcoming SlideShare
Loading in...5
×
 

Building An Automation Professional Development Program

on

  • 895 views

 

Statistics

Views

Total Views
895
Views on SlideShare
864
Embed Views
31

Actions

Likes
1
Downloads
9
Comments
0

2 Embeds 31

http://automation.isa.org 30
http://translate.googleusercontent.com 1

Accessibility

Upload Details

Uploaded via as Adobe PDF

Usage Rights

© All Rights Reserved

Report content

Flagged as inappropriate Flag as inappropriate
Flag as inappropriate

Select your reason for flagging this presentation as inappropriate.

Cancel
  • Full Name Full Name Comment goes here.
    Are you sure you want to
    Your message goes here
    Processing…
Post Comment
Edit your comment

    Building An Automation Professional Development Program Building An Automation Professional Development Program Presentation Transcript

    • Copyright 2010 ISA. All Rights Reserved. Building an Automation Professional Development ProgramStandardsCertification Panel Organizer :Education & TrainingPublishing Andre Michel P. EngConferences & Exhibits Distributed with permission of author(s) by ISA 2010 Presented at ISA Automation Week 2010; http://www.isa.org
    • Copyright 2010 ISA. All Rights Reserved.Panel – Helen Beecroft• Helen Beecroft has over twenty-five years of experience in the development, design and implementation of electrical and process controls for application in the cement industry and a range of other industries. As Electrical and Automation Director for the Lafarge Corporate Technical Services, she is responsible for developing, managing, and directing major aspects of Lafarges North American electrical and automation initiatives. These include development and implementation of strategies, standards, capital and performance-based projects as well as providing leadership, mentoring, coaching to the electrical / automation community for plants and Corporate in North America and Latin America.• A graduate of Concordia University in Montreal, she earned her Bachelor of Science degree in Physics in 1983 and her MBA in 2009. She is an active ISA (Instrumentation, Systems, and Automation Society) member and has held several positions (Secretary, President, Past President) on the Board of the ISA Montreal SectionYour company at various times over the past twenty years. logo – no larger than 2”x3.5” may go here 2 Distributed with permission of author(s) by ISA 2010 Presented at ISA Automation Week 2010; http://www.isa.org
    • Copyright 2010 ISA. All Rights Reserved.Panel – Joyce Holmes• Joyce Holmes is a Senior Learning Consultant with ISA. During her ten years with ISA, she has worked, and continues to work with, individuals and organizations worldwide to develop and deliver technical training and certification programs designed to meet their specific needs and end goals. Prior to joining ISA, Joyce spent 16 years in manufacturing as a buyer, materials analyst, materials planner, and ICO coordinator. In addition, she has provided customer product support for technical, delivery, and warranty procedures. Joyce’s work experience spans several industries, including electronics with Trion, Inc.; furniture (healthcare, office, and laboratory) with Herman Miller; and automotive with Eaton Corporation. Before joining the manufacturing realm, Joyce worked in interior design as a retail office manager for three years. She earned her Bachelors of Science in Business Administration and Human Resources at Regis University in Denver, Colorado. Your company logo – no larger than 2”x3.5” may go here 3 Distributed with permission of author(s) by ISA 2010 Presented at ISA Automation Week 2010; http://www.isa.org
    • Copyright 2010 ISA. All Rights Reserved.Panel – Nicholas Sands• Nick is currently a process control engineer working for DuPont’s Kevlar® and Nomex® businesses. In his 20 years with DuPont he has been a business process control leader, site process control leader, process control consultant, and plant control engineer in several different businesses. He has worked on or led the development of several corporate standards and best practices in the areas of automation competency, safety instrumented systems, alarm management, and process safety.• Nick has also been an ISA member for over 15 years, serving as ISA vice president of the Professional Development Department, Wilmington section president, Co-chair of Standards & Practices committee 18 working on Alarm Management, and a volunteer in the development of the Certified Automation Professional program.• He is a Certified Automation Professional and a licensed engineer in the state of Delaware. Nicks path to instrumentation and control started when he earned his BS in Chemical Engineering from Virginia Tech. When not working or reading, Nick and his wife Ruth run a recreational sled dog team. 4 Distributed with permission of author(s) by ISA 2010 Presented at ISA Automation Week 2010; http://www.isa.org
    • Copyright 2010 ISA. All Rights Reserved.Panel – Stephen Russell• Dr. Stephen A. Russell - Ph.D. in CHE - Advanced Process Control of Chemical Processes from Auburn University in 1997. Ten years with DuPont in advanced control, Six Sigma, and process control leadership positions. Joined Valero Energy as Corporate Director of Automation and Process Control in 2007. Responsibilities include development and implementation of standards and best practices, capital project and technology stewardship, budgeting and strategic planning, and development process control support capability for Valeros fleet of refineries. 5 Distributed with permission of author(s) by ISA 2010 Presented at ISA Automation Week 2010; http://www.isa.org
    • Copyright 2010 ISA. All Rights Reserved.Company program presentation (10 min)Lafarge• The Company – Explain what your company does• Your Professional Development Program – What does it cover – Typical curriculum – How does it work? Structure , access , tools used – Who do you work with ? (Suppliers worth noting) – What are you the most proud of ? (Highlights)• What works and what does not – Highlight of what you have learned during the implementation of those programs . Highlight on errors not to be done by our attendees 6 Distributed with permission of author(s) by ISA 2010 Presented at ISA Automation Week 2010; http://www.isa.org
    • Copyright 2010 ISA. All Rights Reserved.Company program presentation (10 min)DuPont• The Company – Founded in 1802, DuPont puts science to work by creating sustainable solutions essential to a better, safer, healthier life for people everywhere. Operating in approximately 80 countries, DuPont offers a wide range of innovative products and services for markets including agriculture, nutrition, electronics, communications, safety and protection, home and construction, transportation and apparel. – Approximately 400 control systems at over 200 sites. – A wide range of technologies and systems used. 7 Distributed with permission of author(s) by ISA 2010 Presented at ISA Automation Week 2010; http://www.isa.org
    • Copyright 2010 ISA. All Rights Reserved.Company program presentation (10 min)DuPont• Automation and Process Control Center of Competency – Network with a mission to lead continuous improvement and implementation of leveragable Automation and Process Control activities across DuPont Operations – Formed in 2004, but has precursors back to the 1970s.• Competency Assessment – Understand what skills and skill levels are needed. – Understand what skills and skill level gaps need to be closed.• Automation Census – Understands who is doing automation work. – Understand what demographic shifts we are facing. 8 Distributed with permission of author(s) by ISA 2010 Presented at ISA Automation Week 2010; http://www.isa.org
    • Copyright 2010 ISA. All Rights Reserved.Competency Assessment Process Control Competency - Skills Assessement S ap LE G O ll ki R S ll er ki td ag S h an td g M W gh r r er r r t ee ee ee ee ol lis ff ne W tr n in n n ta ia n gi gi gi gi ng ec S ff o n n n n C ta E E E E E Sp nt ss S ol ol ol ol ol re C ce tr tr tr tr tr r & ur ur on on on on on ro M C C Compass: Discovering the Direction for Development C C C C C P P TOT GAP SKILLS 1 1 1 1 1 1 1 1 1 1 1 1 1 1 Staffing 1 1 1 1 1 1 1 1 1 1 1 1 1 1 2 2 2 2 4 2 4 2 2 2 1 2 2 2 81 Instrument support 3 1 1 3 3 2 1 3.5 73.5 12 3 2 3 2 4 2 3 2 2 2 1 2 1.5 2 82.5 Ladder Diagram Programming 3 3 3 3 2 2 1 3 81 6 3 2 4 2 4 2 4 2 2 2 2 2 1.5 2 137.25 Function Block Programming 4.5 3 4 3 3 2 2 4 139.5 9 4 2 4 2 4 2 4 2 2 2 3 2 1.5 2 130 Structured T ext Programming 4 3 3 3 3 2 2 3 116 20 2 2 2 2 2 2 3 2 2 2 4 2 1.5 2 79.5 HMI Design 3 2 2 2 2 2 3 3.5 79.5 6 4 2 4 2 4 2 4 2 2 2 2.5 2 1.5 2 160 Control T heory 5 5 3 3 3 2 2 4 160 17.5 3 2 3 2 2 2 3 2 2 2 4 2 1.5 2 28.5 Multi Variate Analysis 1 4 2 1 1 2 2 1 23 6.5 2 2 4 2 4 2 3 2 2 2 4 2 3 2 128 Management of Change 4 1 3.5 3 3 2 1.5 3.5 110 20 2 2 4 2 3.5 2 4 2 2 2 2 2 3 2 106.75 Event Classification 3.5 1.5 2.5 2.5 3 2 1 2.5 87.5 19.3 2 2 4 2 4 2 4 2 2 2 2 2 3 2 124 Interlock Design 4 2 2 3 3 2 0 2.5 98 26 2 2 4 2 4 2 4 2 2 2 2 2 3 2 124 Interlock Testing and Maintenance 4 1 3.5 3 3 2 1 3.5 108 18 3 2 2 2 2 2 3 2 2 2 2 2 2 2 39 Model Predictive Control 1.5 5 1.5 1 2 2 1 3 38.25 5.25 3 2 3 2 3 2 3 2 2 2 1.5 2 2 2 96.25 Reactor Control 3.5 3 2.5 2.5 2.5 2 0.5 3 91 8.75 3 2 2 2 2 2 3 2 2 2 2 2 2 2 65 Dynamic Modeling 2.5 4 1 1 2 2 1 3 60 10 3 2 2 2 2 2 2 2 2 2 2 2 2 2 37.5 Steady State Modeling 1.5 4 1 1 1 2 1 2.5 33.75 6 4 2 4 2 4 2 4 2 2 2 2 2 1 2 155 Controller Tuning 5 4 3.5 3.5 3.5 2 1 3.5 155 12.5 3 2 4 2 4 2 4 2 2 2 2.5 2 3 2 130 Batch Automation 4 3 3.5 3 3.5 2 1 2.5 114 16 2 2 2 2 2 2 2 2 2 2 4.5 2 2 2 106 PCN Security 4 2 1 1 1 2 2.5 3 90 20 3 2 3 2 3 2 4 2 2 2 2 2 2 2 116 Project Management 4 4.5 2 2 3 2 1 3 110 16 Distributed with permission of author(s) by ISA 2010 Presented at ISA Automation Week 2010; http://www.isa.org
    • Copyright 2010 ISA. All Rights Reserved.Competency Gaps 0 5 10 15 20 25 30 Interlock Design Data Historian Reporting & Logging Structured Text Programming Management of Change PCN Security Event Classification Interlock Testing and Maintenance Control Theory Standard Query Language Programming Batch Automation Project Management Controller Tuning Instrument support Project Management Current Gap Visual Basic for Automation Programming Future Gap Dynamic Modeling Alarm Management Equipment Control Function Block Programming pH Control Reactor Control Burner & Boiler Control Industrial Networks Multi Variate Analysis Ladder Diagram Programming HMI Design Steady State Modeling Model Predictive Control Distributed with permission of author(s) by ISA 2010 Presented at ISA Automation Week 2010; http://www.isa.org
    • Copyright 2010 ISA. All Rights Reserved.Succession Planning Distributed with permission of author(s) by ISA 2010 Presented at ISA Automation Week 2010; http://www.isa.org
    • Copyright 2010 ISA. All Rights Reserved.Competency Summary Process Control Competency - Rollup Compass Setting the Direction for Development Competency Summary Actual Caution Good Current Percent Compentency 88% 75% 90% Future Percent Compentency 93% 70% 85% Current Percent Staffing 100% 75% 90% Organizational Summary Number Control Engineers 6 PM&C Engineers 1 Process Control Managers 1 Total Technical 7 Expertise Summary Name Control Theory Steve Wong Model Predictive Control Steve Wong Alarm Manangement Nick Sands Total Experts 2 Distributed with permission of author(s) by ISA 2010 Presented at ISA Automation Week 2010; http://www.isa.org
    • Copyright 2010 ISA. All Rights Reserved.Resource Allocation Resouce Allocation by Level Global Resource Allocation by SBU Regional Site DCSE DPC DTT ENGG P&IP Resource Allocation by Platform C&CT E&CR PM S&P DECT A&N Distributed with permission of author(s) by ISA 2010 Presented at ISA Automation Week 2010; http://www.isa.org
    • Copyright 2010 ISA. All Rights Reserved.Resources Resource by Dedication 75-100 50-75 25-50 Resource by Degree 10-25 ChE EE ME Control Engineer Resource by Role Other Control System Consultant DCS Technologist Instrument Consultant PM&C Consultant PM&C Specialist Process Control Consultant Distributed with permission of author(s) by ISA 2010 Presented at ISA Automation Week 2010; http://www.isa.org
    • Copyright 2010 ISA. All Rights Reserved.Resource Demographics Resource Demographics 8 7 6 5 Automation 4 3 Work 2 1 0 1< 1-5 6-10 11-15 16-20 21-25 26-30 31-35 36-40 >40 Years Distributed with permission of author(s) by ISA 2010 Presented at ISA Automation Week 2010; http://www.isa.org
    • Copyright 2010 ISA. All Rights Reserved.Company program presentation (10 min)DuPont• Automation Boot Camp – 2 week intensive program designed to accelerate skills by 1 year – Builds a network of individuals – Provides introduction to corporate experts – Provides grounding on corporate standards and best practices – Developed to reuse annually with anticipated wave of new hires• Automation Course Catalog – 20 courses offered by company experts – Teach key skills related to company standards or tools – Offered on demand – Developed base on Competency Assessment data• System Specific Training – Use vendor training – Long history of working with ISA on training 16 Distributed with permission of author(s) by ISA 2010 Presented at ISA Automation Week 2010; http://www.isa.org
    • Copyright 2010 ISA. All Rights Reserved.Company program presentation (10 min)DuPont 17 Distributed with permission of author(s) by ISA 2010 Presented at ISA Automation Week 2010; http://www.isa.org
    • Copyright 2010 ISA. All Rights Reserved.Company program presentation (10 min)DuPont• What works and what does not – People really feel important when you send them to training. – Training is not one size fits all. Experience varies. – Not yet successful driving CSE or CAP internally. – CCST has been easier to get funded. 18 Distributed with permission of author(s) by ISA 2010 Presented at ISA Automation Week 2010; http://www.isa.org
    • Copyright 2010 ISA. All Rights Reserved.Company program presentation (10 min)Valero• The Company – Largest independent refiner in NA – 14 refineries, plus one of the largest ethanol producers and gasoline retailers• Professional Development Program – Initially covered process technology and now extending to process control technology. – Typical curriculum – Introductory and advanced refining process technology, introductory SIS/BMS, introductory and advanced process analyzer technology, basic and advanced control systems technology, configuration, support, open systems, networking, and cyber security, basic and advanced multivariable control. 19 Distributed with permission of author(s) by ISA 2010 Presented at ISA Automation Week 2010; http://www.isa.org
    • Copyright 2010 ISA. All Rights Reserved.Valero – How does it work• Identified all necessary control relates skills and matched those to approved training resources.• Combination of in-house corporate training by company experts, in- house training by external experts, on site training, and external training – depends on the type of training and number of students.• Mix of corporately funded training for key common needs and site funded training for site specific needs.• It covers engineers and technicians at all sites, subject to approval by their management.• Evaluating increased use of webinars and CBT.• Each site working to develop a multi-year training plan for each person.• We also include conference attendance and presentations as part of the development program. 20 Distributed with permission of author(s) by ISA 2010 Presented at ISA Automation Week 2010; http://www.isa.org
    • Copyright 2010 ISA. All Rights Reserved.Valero• Who do you work with ? – ISA, control vendors and in house experts• What are you the most proud of ? – Comprehensive inventory of skills needed and matching to approved training classes, – Significantly increasing corporately funded training, – Convincing sites to conduct long term training plans, – Growing value for conference attendance, – Implementation of DCS test and training systems for sites. 21 Distributed with permission of author(s) by ISA 2010 Presented at ISA Automation Week 2010; http://www.isa.org
    • Copyright 2010 ISA. All Rights Reserved.Valero – What works and what does not.• Training should follow a long term plan based on a gap assessment versus needed skills by role.• Training plan is not one size fits all – mix of a site based, off site, internal, external, etc. based on the type of training needed, etc.• Difficult to make progress when the site organizational structure, roles, and responsibilities are not consistent site to site.• It must monitor the quality of training being provided with feedback sessions and continuous improve the training to meet the needs.• Having an offline test and development control system for training and other purposes is very helpful.• Sites cannot adequately strategically address staffing and training needs within the constraints of annual budgets, etc. – needs to be a corporate priority with a long term view. 22 Distributed with permission of author(s) by ISA 2010 Presented at ISA Automation Week 2010; http://www.isa.org
    • Copyright 2010 ISA. All Rights Reserved.Valero – What works and what does not.• Internships are a good way to attract new talent.• You have to build in advancement and progression in the competency in order to keep folks in the competency as a career – just adding more of the same as they progress is going to drive many to leave for other roles. 23 Distributed with permission of author(s) by ISA 2010 Presented at ISA Automation Week 2010; http://www.isa.org
    • Copyright 2010 ISA. All Rights Reserved.Company program presentation (10 min)ISA – Joyce take an example of one of yourclient• The Company – Explain what your company does• Your Professional Development Program – What does it cover – Typical curriculum – How does it work? Structure , access , tools used – Who do you work with ? (Suppliers worth noting) – What are you the most proud of ? (Highlights)• What works and what does not – Highlight of what you have learned during the implementation of those programs . Highlight on errors not to be done by our attendees 24 Distributed with permission of author(s) by ISA 2010 Presented at ISA Automation Week 2010; http://www.isa.org
    • Copyright 2010 ISA. All Rights Reserved.Questions• Guys, please insert here any question you think will be of interest for the moderator (or me) to ask the panel.• Andre’s thoughts – We don’t have any program at all . Where do you recommend to start? – We have quite a good program for operation and maintenance general activities but nothing for automation . Any recommendations? – Which method do you think is the most efficient for learning automation ? Books , Teachers . Hands on , videos, Elearning – Is it better to organize courses on site or to send our employees to training facilities? – What is the most Cost effective method to learn. What do you recommend for small and medium companies ? 25 Distributed with permission of author(s) by ISA 2010 Presented at ISA Automation Week 2010; http://www.isa.org
    • Copyright 2010 ISA. All Rights Reserved.Questions• Andre’s thoughts – What are the benefits of a PD program? Why not just have training when issue arise – What do you think of outsourcing complex task so there is no need for training . – Do you think a Professional Development organization is required for a company? – Stephen , you talk about establishing the competency of your staff . Are you using or been influence by ISA work on the automation federation on developing the automation competency model? 26 Distributed with permission of author(s) by ISA 2010 Presented at ISA Automation Week 2010; http://www.isa.org
    • Copyright 2010 ISA. All Rights Reserved.• Stephen Thoughts – Does your company view control and instrumentation expertise as a core competency? – Are you training internally or externally? – Are you moving to standardize roles, responsibilities, skill sets, training, etc. – Does your company have a strategic, company wide staffing plan for control and instrumentation, or is it still approached site by site, year by year? – What are doing to attract and retain young engineers and technicians into the field? – What steps are you taking to capture the knowledge in retiring workers that has not yet been documented? – How does your company view training simulators and other technologies as part of the soluiton? 27 Distributed with permission of author(s) by ISA 2010 Presented at ISA Automation Week 2010; http://www.isa.org