1. Collider-Accelerator Department EBIS Commissioning Accelerator Readiness Review (ARR) Work Planning Human Performance Ray Karol May 2010 EBIS ARR

2. C-AD Work Planning Follows requirements of BNL SBMS Subject Area, Work Planning and Control for Experiments and Operations – 2.28 C-A Procedure for Work Planning and Control for Operations 2.28C-A Procedure for Work Planning and Control for Operations – 2.29 C-A Procedure for Enhanced Work Planning for Experimenters 2.29C-A Procedure for Enhanced Work Planning for Experimenters – Work Planners take BNL training and C-AD training to become a C-AD work planner  Skill-of-worker  Procedures  Work Permit  (Weekly and daily work planning meetings)

3. C-AD Work Planning 1.Define the scope of work 2.Identify the hazards and risks 3.Implement controls and perform work within controls 4.Assess, communicate and provide feedback 5. Take action for improvement

4. C-AD Work Planning Work screening guidance tailored to work at C-AD – 2.42 Liaison Engineer and Physicist: Project Engineer and Physicist; Liaison Scientist: Roles and Responsibilities 2.42 Liaison Engineer and Physicist: Project Engineer and Physicist; Liaison Scientist: Roles and Responsibilities – 2.28.d Work Screening Guidance 2.28.dWork Screening Guidance – 2.28.h Screening Guide Card for Work Planning 2.28.h Screening Guide Card for Work Planning Completed EWPs are maintained by ESSHQ Division: – Reviewed by Assistant Work Control Manager by Tickler Card to maintain records up to date, extend EWPs and ensure proper closeout of EWP – including Feedback as applicable

5. C-AD Work Planning Work screening guidance tailored to work at C-AD – 2.28.d Work Screening Guidance 2.28.dWork Screening Guidance – 2.28.h Screening Guide Card for Work Planning 2.28.h Screening Guide Card for Work Planning Completed EWPs are maintained by ESSHQ Division: – Reviewed by Assistant Work Control Manager by Tickler Card to maintain records up to date, extend EWPs and ensure proper closeout of EWP – including Feedback as applicable

6. C-AD Human Performance Human Performance Tools for Work Planning – heavily based on INPO guidance – 2.28.i Conducting Effective Pre-Job Briefings, Walk- Downs, and Post-Job Previews 2.28.i Conducting Effective Pre-Job Briefings, Walk- Downs, and Post-Job Previews – 2.28.j Human Performance Tools for C-AD Staff 2.28.j Human Performance Tools for C-AD Staff Completed EWPs are maintained by ESSHQ Division: – Reviewed by Assistant Work Control Manager by Tickler Card to maintain records up to date, extend EWPs and ensure proper closeout of EWP – including Feedback as applicable

7. C-AD Human Performance Human Performance approach for Disciplinary Actions – uses “Just Cause” approach of INPO – 1.26 C-AD Standards for Disciplinary Action2.28.j Human Performance Tools for C-AD Staff 1.26 C-AD Standards for Disciplinary Actio2.28.j Human Performance Tools for C-AD Staff – 1.26.1C-AD Criteria for Application of Disciplinary Action 1.26.1C-AD Criteria for Application of Disciplinary Action

8. C-AD Human Performance C-AD began a human performance initiative in November 2005 Fall 2005 - 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

9. C-AD Human Performance 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 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

10. Forward Looking Indicators 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

11. Backward looking Indicators

12. Questions ?