How to Improve Operator Training Throughput Using Screening & Selection
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This presentation discusses the different reasons for poor operator training throughput and solutions for improving results and ROI. Selection best practices are discussed as well as examples of effective screening assessments. You can visit GSE at gses.com or on Twitter @GSESystems. Thanks for viewing.
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How to Improve Operator Training Throughput Using Screening & Selection
- 1. How to Dramatically Improve Operator Training Throughput Utilizing Screening and Selection info@gses.com
- 2. 2 Better Screening/Selection ROI • Poor licensed operator throughput • Lack of ROs upgrading to SROs • Long-term retention • Poor performance during routine operations
- 3. 3 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
- 4. 4 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
- 5. 5 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
- 6. 6 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
- 7. 7 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.
- 8. 8 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
- 9. 9 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
- 10. 10 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
- 11. 11 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
- 12. 12 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
- 14. 14 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
- 18. 18 This Approach WORKS • Select International has been doing this in manufacturing since 1993 • Administered millions of assessments globally • 95% client retention rate
- 19. 19 Outcomes: Identifies Top Performers Percent of “VERY GOOD” or “OUTSTANDING” performance ratings
- 20. 20 Outcomes: Improves Performance % Performance Percen;les
- 21. 21 Outcomes: Reduces Turnover SELECT INT’L SYSTEM ORIGINAL SYSTEM
- 22. For more information: Go to: www.GSES.com Call: +1 800.638.7912 Email: info@gses.com Follow us on: Twitter @GSESystems Facebook.com/GSESystems