Presented at China Petrochemical Focus 2013 in Shanghai and The International Refining and Petrochemical Conference (IRPC) in New Delhi, India. For more information, go to GSES.com, email info@gses.com, or call 800-638-7912. You can also follow GSE on Twitter @GSESystems and Facebook.com/GSESystems.

1. EnVision™
E-Learning & Universal Simulation
info@gses.com

2. Global Survey by the
Society of Petroleum Engineers
• More than 50% of oil and gas workers would consider leaving an
employer due to a lack of training and development
• 37% feel that a lack of training in previous roles has held them
back in their career
• 25% believe the current lack of training and development is
detrimental to their career
• 56% believe the employer should provide all or some training to
new hires
• Only 11% expect their employer to provide all of their training
2

3. Importance of Competency
•
The competence of the engineer and console operator is critical
to safe and reliable operation of a plant
•
Competence is indirectly related to the:
– Profitability of the plant
– Shareholder value
– Public perception of the company
•
A competent console operator can:
–
–
–
–
–
Troubleshoot, diagnose and recover from abnormal conditions
Maintain on-spec products
Minimize energy, utility and catalyst costs
Avoid hazardous situations
Minimize wear and tear on the plant
3

4. Competence Development & Assurance
(CDA)
•
Competence = Knowledge, skills & attitudes (behaviors)
(We cannot observe attitude, but we can observe behavior)
•
Competent Person: Has competence and demonstrates it
by applying it on the job
•
Competence Development (CD): A set of “fit-for-purpose”
learning activities to develop an employee’s competence
•
Competence Assurance (CA): Ensures that the employees have
required competence to perform at the required standard and
in an actual work situation
4

5. How It’s Done
• The most knowledgeable and experienced console
operator and engineer is also a mentor
• Like any DCS or software package, a mentor is also a highly
valued asset
• The mentor’s time should be optimized for knowledge
transfer
5

6. How It’s Done
Most companies use full-scope operator training simulators (OTS)
to teach new console operators and to improve the skills of
experienced staff members
6

7. How It’s Done
•
Most global petroleum plants have 10 to 20 major processes,
making it impossible to have custom OTS due to resource
constraints
– The DCS-based OTS time is limited typically by the hardware and the
number of instructors available
– Before trainees can use the OTS efficiently, they must have basic
knowledge of the DCS and process fundamentals, otherwise they are
wasting valuable simulator and instructor time
– Not suitable for field and maintenance operators, process technicians
and engineers
– Initial investment, operational, maintenance and lifecycle costs
7

8. How It’s Done
• How do you ensure:
– Valuable mentoring time is spent transferring critical
knowledge and experience?
– Optimal use of high-value assets such as OTS and other T&D
resources?
8

9. New Learning Strategies
Khan Academy pilots education tutorial at Cupertino and
Los Altos schools
Use technology to provide
more engagement and progress
with different learning stages
9

10. Learn “WHY” Before “HOW”
Tutorials
Learn process fundamentals with
self-paced tutorials
Simulations
Practice operations and
troubleshooting with generic
dynamic simulations
Any new knowledge not used within 72 hours is likely to be lost
10

11. A Unique Approach to Training
11

12. Simulation Alarm Summary
12

13. Simulation Instrument Details
13

14. Simulation Historical Trends
14

15. New Learning Strategies
•
Plant strategy should reserve the customized OTS for educating
high-value assets, mainly console operators, on significant learning
objectives such as:
− Detailed unit-specific startup
− Shutdown
− Emergency response
•
In a parallel effort, plants should also deploy universal simulations and
CBTs to teach process fundamentals and controls for all operators,
technicians and engineers
•
These types of training tools deliver 80% of the learning at
20% of the cost
•
These strategies will speed up training and reduce costs while
delivering a workforce that is fully competent
15

16. New Learning Strategies
Most companies accomplish unit-specific training through mentorship
programs using shift supervisors
•
However, using CBTs prior to placing students into mentoring
increases the effectiveness and the value of the relationship
•
The instructor/mentor can better engage their trainees/mentees
and use the simulator to teach process operations and
troubleshooting techniques
16

17. Results
Using a consistent training program and set of learning tools
across the organization:
– Creates better understanding of the process
– Builds confidence between operators and engineers
– Results in better communication and mutual respect for
one another
17

18. Results
Workers with enhanced competence are more confident,
effective and efficient, which results in:
•
•
•
•
Faster startups with less flaring
Fewer shutdowns with shorter durations
Reduced risk of equipment damage
Improved safety awareness
In the long term, the oil and gas industry will see financial
improvements to the bottom line.
18

19. Imagine. Empower. Improve
Thank You
19

20. For more information:
Go to:
www.GSES.com
Also follow us on:
Call:
+1 800.638.7912
Twitter @GSESystems
Email:
info@gses.com
Facebook.com/GSESystems