Human Performance Supply Chain Focus Group

1. NO MARKING REQUIRED Human Performance Supply Chain Focus Group Decommissioning Directorate NO MARKING REQUIRED

2. NO MARKING REQUIRED Contents • Human Performance Scope • Human Performance Involvement • Human Performance Findings • End of Project Post Job Review Learning • Summary Decommissioning Directorate NO MARKING REQUIRED

3. NO MARKING REQUIRED Human Performance Scope • Purpose ? - independently assess the standard of Human Performance on the FGMSP Project. • Why ? - to help minimise the likelihood of error. - capture areas for improvement to aid future projects. • How ? - classroom human performance awareness. - by evaluating the quality and standards of pre job briefs and post job reviews. (Coaching and Mentoring). • End Result ? - to deliver safe, reliable, predictable operations. Decommissioning Directorate NO MARKING REQUIRED

4. NO MARKING REQUIRED Human Performance Involvement Human Performance Involvement • Facilitated Human Performance Awareness Sessions. • Rolled out STAR Training where required (communications training). • Carried out Human Factors Review. • Work teams carried out Task Work Individual Nature (TWIN) Analysis. • Coaching at Pre Job Briefs and Post Job Reviews. • All evidence then measured using a WANO Evaluation Tool for Human Performance into what an observer would expect to see in order to become world class. • Facilitated formal Post Job Review at the end of the project. Decommissioning Directorate NO MARKING REQUIRED

5. Error Traps - ‘TWIN’ Analysis NO MARKING REQUIRED TWIN – Error Traps TASK • Time Pressure • Irreversible Acts (no recovery options) • Vague Guidance (written or verbal) • Complexity (steps / high infor flow) WORK • Environmental Effects (noise, lighting, weather, body position) • Distractions / Interruptions • Confusing Displays • Peer Pressure INDIVIDUAL • Unfamiliar with task • Complacent • Illness / Personal Issues NATURE • Stress • Fatigue • Assumptions Decommissioning Directorate NO MARKING REQUIRED

6. NO MARKING REQUIRED Human Performance Positive Findings • Stakeholders fully engaged and adopted a positive attitude towards human performance. • Work team displayed positive attitudes at the trialling facility eg : suggested changes to the design to make equipment more workable. • Proactive approach into methodology using pictures / file for all stages of the task. • Work team established own TWIN Analysis for the task. • Informal post job reviews and pre job briefs carried out daily. Specialists highlighted how important and useful they found the daily post job reviews and pre job briefs. • Team embraced human performance process. Learning being captured daily. • Formal post job review held upon completion. Decommissioning Directorate NO MARKING REQUIRED

7. NO MARKING REQUIRED Human Performance - Areas for Improvement • Human Performance should be engaged sooner in the project planning. • Human Performance Sessions were fragmented. • It became apparent during HuP Awareness Sessions that some of those trained at the trialling facility were not those who were coming to site. • Communications / Radios not trialled at workface prior starting the task. • Conduct the task at the facility the same as what it will be on the actual work face. • Lack of condition reports raised in total for one particular project – encouragement was given. Decommissioning Directorate NO MARKING REQUIRED

8. NO MARKING REQUIRED End of Project Post Job Review Learning • Variables between site and trialling facility accurately simulate the actual task • Didn’t lift from Self Propelled Modular Transporter (SPMT) @ trialling facility as required on the site. • Wall characterisation • Scaffold build did not reflect design intent. • Unnecessary delays due to assumptions. • project interfaces (lay down area) • Working time arrangements to be clearly defined prior to start of on site tasks. • Equipment Gaps (Gaps in PMP) - Project could improve in relation to Building Supplies, water supplies, ie : identified 415 V, couldn’t confirm live, couldn’t gain access. LFE carry out assessment on Building Supplies. • Sellafield Limited must ‘walk the talk’ • Ensure familiarity for specialists / contractors Decommissioning Directorate NO MARKING REQUIRED

9. NO MARKING REQUIRED End of Project Post Job Review Positives • Work teams demonstrated competence throughout the task • Holding an ‘Away Day’ prior starting work • Set up was right, right people, right job • Good command and control at the work face • Effective process established and implemented regarding approach to escorts • Had the opportunity of a trialling facility • Trialling facility proved the method worked • Used video / animation to explain and demonstrate the job to NSC, ONR and doer’s proved a success • Had a PMP Champion • Risk Assessment involved key stakeholders Decommissioning Directorate NO MARKING REQUIRED

10. NO MARKING REQUIRED Summary To summarise the conclusions are : • Human Performance needs to be an integral part of the project from inception onwards. Leaders need to visibly promote this, set and communicate the standard. • We need to be more effective in sharing project learning across the organisation. To end on a positive : • Human Performance is becoming embedded within the project organisation, in particular the ‘frontline’ personnel. • FGSMP - Human Performance and Learning Team. • Manage Project Learning Plans • LFE Catergorisation • Workshops • Share and communicate • Most importantly, no accidents or injuries to the work team during project delivery. Decommissioning Directorate NO MARKING REQUIRED