[PPT] - RECRUITING, SELECTING, TRAINING, AND PLACING OPERATORS A N INTEG RA PowerPoint Presentation

SLIDE 1

A N INTEG RA TED SYSTEM

RECRUITING, SELECTING, TRAINING, AND PLACING OPERATORS

NE RC Huma n Pe rfo rma nc e Co nfe re nc e 2013

SLIDE 2

BACKGROUND

Ove r the la st five ye a rs, T

VA ha s ma de impro ve me nts in o rg a niza tio n, pro c e sse s, e q uipme nt, a nd so ftwa re .

Ho we ve r, b y the F

a ll o f 2011, we re a lize d tha t we ha d hit a pla te a u.

We fe lt tha t a dditio na l impro ve me nts wo uld ha ve

to c o me fro m the huma n c o mpo ne nt o f

rg a niza tio na l pe rfo rma nc e .

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SLIDE 3

BACKGROUND

Dr. K

a ufma n a nd his te a m ha d b e e n wo rking with

ur nuc le a r o pe ra to rs sinc e 2004.
His o pe ra to r sc re e ning syste m ha d inc re a se d the

pe rc e nta g e o f c a ndida te s tha t ha d suc c e ssfully pa sse d the NRC e xa m a nd re c e ive d the ir

pe ra to r’ s lic e nse .
My tho ug ht wa s to a pply the sa me so rt o f disc ipline

to hiring tra nsmissio n syste m o pe ra to rs.

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SLIDE 4

OLD SYSTEM

Se pa ra te pro g ra ms fo r re c ruiting , se le c tio n, tra ining ,

a nd pla c e me nt (no inte g ra tio n)

L
ng le a d time s to fill va c a nc ie s
E

ve ry de pa rtme nt he a d o pe ra te d inde pe nde ntly — so me time s ste a ling e mplo ye e s fro m me

E

xpe rie nc e d c a ndida te s = hig h sa la ry c o st

T

ra ining wa s ine ffic ie nt — o ne tra ine e a t a time

No o rg a nize d c a re e r pla nning a nd de ve lo pme nt

pro c e ss

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SLIDE 5

NEW SYSTEM

Re c ruit fo r a who le c la ss — 4 to 6 tra ine e s a t o ne

time .

E

ntry le ve l po sitio n — AA de g re e in e le c tric a l te c hno lo g y o r e q uiva le nt e xpe rie nc e . So me ha nds

n e xpe rie nc e “will b e he lpful.”
F
r se le c tio n, ta rg e t pe o ple who , a fte r tra ining ,

ha ve the po te ntia l to mo ve into to a ny o f the ma in de sks a nd b e c o me a b o ve a ve ra g e pe rfo rme rs.

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SLIDE 6

BENEFITS OF NEW SYSTEM

Ha ving a po o l o f ne w e mplo ye e s re duc e s the le a d

time to fill va c a nc ie s.

We use o ur tra ining re so urc e s mo re e ffic ie ntly.
Sa la ry c o st is lo we r.
E

mplo ye e de ve lo pme nt a nd c a re e r pla nning use s dia g no stic da ta fro m the hiring pro c e ss.

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SLIDE 7

NE RC Huma n Pe rfo rma nc e Co nfe re nc e 2013 8

EMPLOYEE SELECTION

SLIDE 8

THEORY

1. Pe o ple a re the o nly a c tive pa rts o f a n
rg a niza tio n. All the o the r pa rts — fa c ilitie s,

c o mpute rs, tra nsmissio n line s — a re ine rt. T he y just sit the re until a pe rso n puts the m to use to c re a te va lue .

2. Be tte r pe o ple c re a te mo re va lue .

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SLIDE 9

BUSINESS CASE FOR HIRING BETTER PEOPLE

Pe o ple c o st a lo t: sa la rie s, b e ne fits, fa c ilitie s,

tra ining .

But the inc re me nta l c o st is sma ll fo r hiring a b o ve

a ve ra g e e mplo ye e s.

T

he impa c t fro m ha ving a b o ve a ve ra g e e mplo ye e s is impro ve d huma n pe rfo rma nc e fo r ye a rs to c o me .

F

e we r fa ilure s in tra ining

Quic ke r le a rning c urve
F

e we r e rro rs in o pe ra tio ns

I

mpro ve d o rg a niza tio na l pe rfo rma nc e

Mo re e mplo ye e s with the po te ntia l to mo ve up

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SLIDE 10

SELECTION PROCESS DEVELOPMENT

Ho w do yo u c re a te a se le c tio n pro c e ss tha t b ring s

in pe o ple who will b e c o me g o o d e mplo ye e s a nd e xc lude s pe o ple who will b e c o me po o r e mplo ye e s?

T

hre e ste ps

De fine jo b re q uire me nts
Ob ta in va lid to o ls to me a sure a pplic a nts a g a inst the jo b

re q uire me nts

Ma ke e vide nc e -b a se d de c isio ns

NE RC Huma n Pe rfo rma nc e Co nfe re nc e 2013 11

SLIDE 11

REQUIREMENTS

Re q uire me nts = K

no wle dg e , skills, a ptitude s, a nd mo tiva tio n tha t pe o ple ne e d to pe rfo rm we ll.

Co mmo n c o re o f re q uire me nts fo r five ma jo r jo b s
E

.g ., Re a ding c o mpre he nsio n — a b le to re a d, inte rpre t, a nd a pply NE RC sta nda rds a nd o pe ra ting pro c e dure s.

A fe w de sk-spe c ific re q uire me nts, e .g . writing a b ility

NE RC Huma n Pe rfo rma nc e Co nfe re nc e 2013 12

SLIDE 12

REQUIREMENTS

Co nc e ptua l Ab ility
Ba sic skills — re a ding , ma th, a b stra c t re a so ning
E

le c tric a l a ptitude — a b le to unde rsta nd b a sic e le c tric a l c o nc e pts, sc he ma tic s, flo ws, sig na ls, a nd se q ue nc e s

Mo tiva tio n
Co mmitme nt
Re silie nc e
I

nte rpe rso na l Skills

E

ffe c tive c o mmunic a tio n, writte n a nd o ra l

E

a sy to wo rk with

NE RC Huma n Pe rfo rma nc e Co nfe re nc e 2013 13

SLIDE 13

SELECTION MEASUREMENTS

Co g nitive a b ility te sts
Re a ding c o mpre he nsio n
Writing a b ility
Ma th
E

le c tric a l kno wle dg e a nd a ptitude

Ab stra c t re a so ning
Pe rso na lity te st
Vo c a tio na l inte re st te st
Ope ra to r simula tio n
Struc ture d inte rvie w

NE RC Huma n Pe rfo rma nc e Co nfe re nc e 2013 14

SLIDE 14

SELECTION PLAN

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SLIDE 15

PILOT STUDY

Be fo re using the me a sure s, we e va lua te d the m o n

a n e xisting g ro up o f 27 tra nsmissio n syste m

pe ra to rs.
T

his a llo we d us to se e wha t wo rke d a nd wha t didn’ t.

Ga ve us a b e nc hma rk to se t c ut o ff sc o re s.
Pro vide d va lidity e vide nc e fo r the se le c tio n pro c e ss.

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SLIDE 16

VALIDATION

Va lida tio n: E

vide nc e tha t sho ws the a c c ura c y o f the me a sure me nts use d in se le c tio n.

Co mpa re sc o re s fro m the se le c tio n pro c e ss with jo b

pe rfo rma nc e .

F
r jo b pe rfo rma nc e , Do ug a nd his ma na g e rs ra te d

the o pe ra to rs o n pe rfo rma nc e a nd po te ntia l.

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SLIDE 17

CORRELATION WITH PERFORMANCE

NE RC Huma n Pe rfo rma nc e Co nfe re nc e 2013 18

SLIDE 18

CUT SCORE

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SLIDE 19

CONCLUSIONS

Pre dic ting huma n pe rfo rma nc e is no t a n e xa c t

sc ie nc e , b ut o ur a c c ura c y wa s pre tty g o o d.

Using a c ut sc o re o f 7, we wo uld ha ve se le c te d 91%
f the c a ndida te s who we re to p pe rfo rme rs (10 o f

11).

75% o f the middle pe rfo rme rs (6 o f 8).
And we wo uld ha ve re je c te d 62.5% o f the

c a ndida te s who we re b o tto m pe rfo rme rs (5 o f 8).

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SLIDE 20

CONCLUSIONS

Assuming g o o d q ua lity a pplic a nts, using the

a sse ssme nt pro c e ss wo uld

I

nc re a se the numb e r o f g o o d pe rfo rme rs

Re duc e the numb e r o f b a d pe rfo rme rs.
Ove r time , the ra tio o f g o o d pe rfo rme rs to b a d

pe rfo rme rs wo uld inc re a se , a nd

Org a niza tio na l pe rfo rma nc e will impro ve : fe we r

e rro rs, b e tte r re spo nse to e me rg e nc ie s, lo we r

pe ra ting c o sts

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SLIDE 21

THE ASSESSMENT PROCESS

T wo ste ps

Pre -sc re e n. Qua lifie d a pplic a nts ta ke a pe rso na lity te st a nd

a vo c a tio na l inte re st te st o nline

Co mpa re pro file to e xisting T

Op’ s

Sc re e ns o ut pe o ple who se pe rso na lity a nd wo rk pre fe re nc e s

a re no t a g o o d ma tc h.

Asse ssme nt c e nte r. Six ho ur a sse ssme nt using a ll the

me a sure s: two o nline te sts, five writte n te st, a n inte rvie w, a nd a n o pe ra to r simula tio n

Applic a nts e va lua te d in re la tio n to pilo t g ro up
1 = sig nific a ntly b e lo w a ve ra g e , 2 = b e lo w a ve ra g e , 3 = a b o ve

a ve ra g e , 4 = sig nific a ntly a b o ve a ve ra g e .

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SLIDE 22

DATA HANDLING

Pro c e ss yie lds 64 sc o re s fo r e a c h c a ndida te
Da ta is e nte re d into a spre a dshe e t
Ra w sc o re s a re c o nve rte d to sta nda rd sc o re s
Sta nda rd sc o re s a re c o mb ine d into sc o re s fo r the

re q uire me nts.

F

ina l re po rt

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SLIDE 23

EVIDENCE BASED DECISIONS

Ca ndida te s e va lua te d a g a inst a ll the

c o mpe te nc ie s.

Ma na g e rs g e t a writte n re po rt tha t ra nks the

c a ndida te s, hig hlig hts stre ng ths a nd we a kne sse s, a nd g ive s re c o mme nda tio ns fo r se le c tio n.

Ma na g e rs disc uss the re sults, a nd, c o nside ring a ll

the e vide nc e , ma ke o ffe rs to the c a ndida te s the y think mo st like ly to suc c e e d.

NE RC Huma n Pe rfo rma nc e Co nfe re nc e 2013 24

SLIDE 24

HR AND EEO ISSUES

So me HR de pa rtme nts do n’ t like writte n te sts
L

a c k o f kno wle dg e a b o ut ho w we ll te sts wo rk

F

e a r o f a n E E O c o mpla int

F

a c ts

Writte n te sts a re de mo nstra b ly the b e st to o ls we ha ve fo r

pre dic ting jo b pe rfo rma nc e .

Writte n te sts a re no t ille g a l; in fa c t, the y a re e a sie r to de fe nd

tha n le ss we ll de ve lo pe d pro c e dure s like inte rvie ws.

Co mpla ints a b o ut se le c tio n pro c e sse s a re ra re .
Co urts g ive de fe re nc e to e mplo ye rs a s lo ng a s the re is

e vide nc e to suppo rt the se le c tio n pro c e ss.

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SLIDE 25

NE RC Huma n Pe rfo rma nc e Co nfe re nc e 2013 26

TRAINING AND CAREER DEVELOPMENT

SLIDE 26

TRAINING

Orig ina l ide a wa s to tra in o n a ll de sks a t the sta rt,

b ut to o a mb itio us

F
c us no w: T

ra in syste m o pe ra to rs plus g ive a n unde rsta nding o f wha t the o the r de sks do .

Our g o a ls
De ve lo p pro fic ie nt tra nsmissio n syste m o pe ra to rs
I

nc re a se o pe ra tio na l c o nsiste nc y

Pro vide a b ro a de r b a se o f e xpe rie nc e a nd a ppre c ia tio n fo r

wha t the o the r de sks do .

Cre a te a b e tte r fo unda tio n fo r pro mo tio n fro m within
Cre a te c a re e r la dde rs fo r the T

Op's

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SLIDE 27

RESULTS

T

ra ine r c o mme nt: “Re a lly sha rp g ro up.”

T

he tra ine e s pa sse d a ll o f the ir tra ining e xa mina tio ns.

T

he tra ine e s a ll pa sse d the NE RC c e rtific a tio n e xa m

n the first try.
Be fo re , we use d OJT

to fill in the kno wle dg e g a ps fro m tra ining .

No w o ur g o a l is tha t o pe ra to rs kno w e ve rything

the y a re suppo se d to kno w whe n the y le a ve tra ining . OJT will b e to le a rn to a pply the ir c la ssro o m kno wle dg e to o pe ra tio ns.

NE RC Huma n Pe rfo rma nc e Co nfe re nc e 2013 28

SLIDE 28

JOB PLACEMENT

I

nitia lly, o ur g o a l wa s to ro ta te tra ine e s thro ug h e a c h func tio n; a nd, fo llo wing tra ining , pla c e the m in the jo b fo r whic h the y we re b e st suite d.

No w, we wa nt to tra in e ve ryo ne o n the T

Op jo b a nd the n, a fte r so me e xpe rie nc e , ro ta te the m thro ug h the diffe re nt func tio ns a s the ir ta le nts a nd a mb itio n pe rmit.

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