Human Performance

Fisher IT, Inc. Human Performance Related Course Descriptions

Employee Awareness (8 hours)

  • Understand the basic concepts of human error prevention; including, modes of performance, traps, and triggers.
  • Recognize and describe the Top 10 error traps or precursors.
  • Using modes of performance (skills, rules, knowledge), predict when an error is most likely to occur.
  • Develop a means to recognize individual error traps that are present at work and off-the job.

Employee Traps, Triggers & Tools

  • Recognize error triggers and how they impact performance
  • Recognize the various types of error prevention tools and when to apply them to help reduce and prevent errors from occurring.
  • Practice applying prevention tools that can be used at work and off-the job.
  • Practice applying prevention tools that can be used at work and off-the job.Increase our understanding of human performance fundamentals.
  • Increase our understanding of error reduction tools and how to apply them.
  • Increase our capability to reduce the errors that affect site events.
  • Increase our capability to recognize error traps, error-likely situations and error precursors.
  • Improve our capability to communicate human performance issues with supervision and management.

Supervisors Performance Improvement (10-12 hours depending on customization)

  • Worker Module elements
  • Planning & Scheduling
  • Pre-Job Briefs
  • Field Observations
  • Accountability
  • Post-Job Briefs
  • Coaching

Course designed to:

  • Understand the supervisor’s role in error-prevention.
  • Understand the tools for becoming a better supervisor in managing error prevention.
  • Recognize when and how to use error-prevention tools to manage error-likely situations.
  • Improve observation capability for traps and triggers and capability to prevent incidents.
  • Improve incident analysis capability by incorporating HP fundamentals

Managers Implementing Human Performance Strategies (8 hours)

  • Portions of Worker and Supervisor modules
  • Effective Written Guidance
  • Clear Expectations
  • Training & Development
  • Self-Assessment
  • Monitoring & Trending
  • Managing Change

Course designed to:

  • Understand the leader’s role in human performance deployment.
  • Recognize the components of a model deployment plan.
  • Understand the top five errors that can reduce the effectiveness of a human performance deployment effort.

Human Performance Advocate (4 days – see additional material)

  • HP fundamentals and techniques
  • Modules 1-4 at least 3 questions deep
  • HP implementation specifics
  • Role as facilitators and facilitation strategies
  • The role of SME
  • Team dynamics and dealing with conflict
  • Field Observation improvements resulting from HP Problem Solving and cause analysis improvements resulting from HP

Basic Problem Solving Techniques (4 hours)

It is no longer economical to have only a few highly skilled analysts that the organization depends upon to solve all the problems. With a graded approach to problem solving, the workers and supervisors work together as a team to resolve the majority of the issues that arise each and every day. This improves not only the processes, but the knowledge within the craft as well. This class teaches the fundamental problem solving skills needed to effectively resolve those problems. This class is for all employees to attend. Topics covered in the class include:

  • Defining the Problem
  • Data Collection and Verification
  • Identifying Possible Causes of the Problem
  • Testing for Causation
  • Determining a Solution
  • Brainstorming Techniques

Observation Training for Managers & Supervisors (4 hours if already trained in HPI)

  • Improve the capability of managers and supervisors to:
    • Observe performance
    • Coach performance &
    • Document performance
  • Improve the fundamental knowledge of the site management team regarding the effect of observation on overall site performance

Help achieve the following long term desired outcomes:

  • Supervisors & Managers are routinely present during [risk significant] work activities
  • The work force is open to critical feedback and actively seeks feedback from supervisors and peers
  • Co-worker coaching is readily observable
  • Expectations are clearly understood by the work force as observed by routine use of error reduction tools
  • Workers and supervisors are rewarded for demonstrating appropriate behaviors
  • Shortcuts to circumvent the use of appropriate behaviors to satisfy production needs are not tolerated by station leadership

Procedure Writer Error Reduction (3 days) – Performed by Global Procedure Services

  • Familiarize procedure writers with human performance fundamentals and the impact procedures have on performance
  • Familiarize procedure writers with the common error traps that procedures place in the way of event or incident free field performance
  • Provide procedure writers a standardized writers guide on which to base error free procedures
  • Provide procedure writers a flow for procedure development that takes the potential error traps into consideration
  • Practice using the knowledge on procedures the writers are currently working on

Procedure Error Reduction for Managers (4-hours)

This course is designed to increase management understanding of:

  • How human performance fundamentals interrelate with field procedure errors;
  • Deviation potential (why people don’t do what procedures say);
  • The relationship between error traps, deviation potential, and procedure use & adherence;
  • How to identify and avoid the procedure related traps and drivers; and
  • Methods to deal with identified procedure related issues.

The manager will be able to:

  • Discuss how human performance fundamentals applies to procedures;
  • Discuss the concepts of procedure error traps, including describing the top five procedure error traps;
  • Describe deviation potential and the components that describe why people deviate from requirements;
  • Implement strategies to deal with identified procedure error traps and drivers.

Quarterly Manager Workshop Sessions (4-hours each)

These session are done in 2 sessions (½ of managers in the morning and ½ in the afternoon – OR ½ one day and ½ the next day). The intent of these sessions are to focus on the fundamentals of the subject area and how these fundamentals can be used to gain immediate performance improvement. These sessions have a standardized content with flexible discussion areas that relate specifically to your facility. The courses are bought as a ‘packet’ and do not have to be done quarterly (they can be done over a week if needed). The quarterly sessions can be done in any order and are:

Q1 – Human Performance 202 – Back to basics – Refresher on the more important aspects of human performance fundamentals that impact overall improvement.

Q2 – Corrective Action Program – Using the characteristics of CAP to drive internal improvement.

Q3 – Observation Improvements – Increasing the manager’s capability to identify and deal with potential human performance issues before they become issues.

Q4 – Procedure Error Reduction for Managers (See above synopsis) – Improving the manager’s capability to identify and manage error reduction opportunities that are developed into the procedures and drive field errors.