Ray Karol Collider-Accelerator Department ESSHQ Division Head August 19, 2009 Human Performance Initiative at Collider-Accelerator Department

2 Human Performance Initiative at C-AD  C-AD began a human performance initiative in November 2005 after 4 staff attended a Human Performance course by DOE (Shane Bush) in the summer of 2005  Fall ESSHQ Division held five 2-hour training sessions for all staff with other Department/Divisions also attending – very well received  Using the HP principles from INPO* and James Reason**, C-AD created OPMs to assist staff in implementing Human Performance principles: - Conducting Effective Pre-Job Briefings, Walk-Downs and Post-Job Reviews - Human Performance Tools for C-AD Staff - C-AD Criteria for Application of Disciplinary Action (just cause) * Institute of Nuclear Power Operations, Human Performance Fundamentals Course Reference, 2002 ** James Reason, Managing the Risks of Organizational Accidents, 1997

3 Human Performance Initiative at C-AD  August 2006 – C-AD, PE and BNL QA met with Rob Fisher to develop a plan for HPI training at BNL  December C-AD placed James Reason text on the C-AD ESSHQ website for our staff to read and reference and began mailing chapters to all C-AD staff on a weekly basis  Summer 2007 – C-AD hired Rob Fisher to train 50 Manager/Supervisors and 50 workers in Human Performance  Fall 2007 – BNL initiated lab-wide training using Rob Fisher.  Spring/Summer 2008 – C-AD sent 4 staff for Human Performance Advocate, 2 continued on to become certified trainers  September 2008 C-AD trainers begin teaching C-AD staff.  “How I Work Safely” Pocket Card distributed to all workers for the last few years  FY07 and FY08 - The C-AD Work Control Manager held 1-hour sessions for C-AD staff each FY focusing on human performance tools used for work planning

4 Human Performance Initiative at C-AD  FY09 - C-AD formed a Human Performance Committee – our 4 C- AD Advocates are members. Held two Quarterly meetings to date  C-AD has ~95% of staff trained  HP Training is currently “routine”  C-AD has two designated HP Trainers ~8 classes completed so far, 2 more scheduled in May 2009  C-AD HP web page since 2/09  Weekly 5-minute safety topic s have included human performance since 2006  Advocates now participate in all ORPs and Critique investigations

5 Human Performance Initiative at C-AD  One OPM per month since January 2009 is being reviewed by an Advocate or worker for clarity and correctness of procedure  Integrating HP principles into existing programs  Trying to develop a meaningful system to measure human performance improvement within present resources  Confounding factors make this hard to separate out  We have always looked at performance trends which are continually improving  Work Observations by C-AD management and DOE facility representative have noted use of HP principles  April One C-AD HPA attended the Just Culture Seminar  One C-AD HPA to attend Procedure Writing Course – June 2009

6 HPI Road Blocks  Need to allow current HP Trainers to conduct Supervisor and Manager courses  Need Knowledge-Based HP Course  C-AD Human Performance Committee Chair attended the Knowledge-Based course in Summer of 2007  C-AD attended the Recent Knowledge-Based Course  Expectation that this “special program” will yield measurable results  “Legacy” Latent Conditions that involve errors in the design of safety systems that protect from “rare events” exist

7 Forward-Looking Performance Indicator EXAMPLE PRACTICES: Safety Meetings ESRC/ASSRC/RSC WOSH Committee Disciplinary Rules Work Planning Manager Work Observations Management Review Assessments Critiques Security Committee Human Performance Training HPI Committee Power Walks …  Best safe companies have 25 to 40 practices  Practices may change/improve with time

8 Backward-Looking Performance Indicators – Long Term Trends

9 Potential Human Performance Indicators for C-AD  C-AD Human Performance Event-Free Day Indicators *  Average number of days between the last 6 events  Most number of days between events  Number of days since the most recent event  C-AD does Critiques, Illness/Injury Investigations and ORPs  These will be used as input, judging those that have HP causes  We already have a Quarterly Performance Indicator Report that tracks many of these indicators  ORPs Criteria is very similar to INPO criteria but much more extensive  One HPA is scheduled to discuss potential operations improvements related to human performance as one of the C-AD HP Committee assignments * INPO , Human Performance Key Performance Indicators, June 2008

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