Worker competence in Britain’s - opito.com · approach to training, development and ... DIF...
Transcript of Worker competence in Britain’s - opito.com · approach to training, development and ... DIF...
The Quest for Competence –
Worker competence in Britain’s
Railways, past present and
future
John Abbott
31 July 2014
My personal journey
Joined British Rail 1981
British Rail Engineering Ltd 1984 - 86
British Railways Board 1987 - 91
Trainload Freight 1991 - 93
Railtrack 1993 - 2002
Network Rail 2002 - 07
RSSB 2007 - present
UIC 2005 - present
Parliamentary Transport Safety
Commissioner
2013 – present
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The GB Railway Structure – part 2
Passenger
19 Franchise operators 4 Open access operators 5 Charter train operators
Freight
6 freight operators
Infrastructure
2 Infrastructure managers + 2 more under construction
Supply Chain
3500 regular suppliers 3 rolling stock leasing
companies 150 main contractors
Workforce
215,000 full time equivalent workers
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Some interesting facts
• GB railway (excluding Northern Ireland) is second
largest in EU
• Fastest growing railway in EU, +62% since 1998
• 1.66bn passenger journeys in 2013 – highest since
1920s (excluding 1939-45)
• Safest railway in EU
• Highest customer satisfaction rating in EU (1.3bn
described as good or satisfactory)
• Freight +88% since 2002
• Subsidy £4bn in 2013, tax paid £3.9bn in 2013
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RSSB
We are
• Not for profit
• Member owned and funded
• Overseen by member board
• Run by the industry, for the industry
And we do this by:
Understanding
Risk Guiding
Standards
Managing research and innovation
System collaboration and improvement
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Development of the railway workforce
Training and qualifications
• Apprenticeships
• Training
• Rules examinations
• Professional institutions
Accommodation/Conditions
• Workers housing
• New towns – railway
towns
• Concept of the railway
family
Self Improvement
• Paid holidays
• Night Classes
• First Aid movement
Grade Structure
• Promotional Structure
• Largely based on the
army
• Reward for service
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Railway Accidents in 19th Century
Common types of railway accidents in 19th Century
Boiler Explosions
Train Collisions
Derailments
Fires Structural Failures
Rolling Stock Defects
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Prevention of train collisions – evolution of signalling
• Time interval
• Policeman with flag
• Signals and telegraph
• Block system and bells
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• Signal Interlocking
• Colour lights
• RETB
• ATP
• ERTMS
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Prevention of train collisions – evolution of
signalling part 2
Early 20th Century approach to competence
• Functional
– Operations
– Traction and rolling stock
– Plant
– Electrification
– Signalling and telegraph/telecoms
– Structures
– PW
Very different models
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Engineering v Operations
• Operations
– Rules based, start at the bottom and on the job via
supervisors (eg. train drivers)
• Engineering
- Apprenticeships
- Grade progression with qualifications
- Institutions (eg.IRSE, Locomotive Engineers, PWI)
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British Railways in 1948
• Inherited railways with very different
approaches, culture and performance
• Huge organisations and workforce
• Mixed bag of assets
• Differences of policy opinions amongst senior
leaders
• Heavily unionised labour force
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BR – subsequent years
• National rule book
• Functional standards
• No holistic approach to training and
competence. Instead continued functional
approach to training, development and
assessment inherited from Big 4
• No formalised approach to safety or quality
management.
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Railway Safety Legislation 1994
• Railway Safety Case Regulations
• Railway Safety Critical Regulations
• Carriage of Dangerous Goods by Rail
Railway Safety Legislation 1994
Railtrack
Suppliers .
Train & Freight Operators
Railway Safety Case Cascade 1994
HSE
Railway Safety Case Cascade 1994
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Competence Management Systems 1994
• Each company required to identify Safety
critical workers
• Structure – CMS to address
• Develop a competence regime for each type
of worker
Competence Management Systems 1994
What did we learn?
• Abandonment of recruitment
• Large scale Labour down sizing for efficiency
purposes
• Creation of labour markets for key workers and rapid
escalation in labour rates
• Unforeseen development of a labour agency supply
market
• Fragmented approach to competence development
• Need to accelerate the use of technology to mitigate
human error
What did we learn?
2006 Safety legislation
• Simplified Regulations – Railways and
other Guided Transport System Safety
Regs
• Reg 22 - Cooperation
• Reg 23 – Safety Critical Work
• Reg 24 – Competence and Fitness
• Reg 25 - Fatigue
• Reg 26 – Cooperation with regard to
Safety critical Workers
2006 Safety legislation
Competence management today
• Factors
• Europe
• Legislation
• One industry approach for key roles
• Supply chain control – Sentinel
• Focus on more practical “on the job”
training and assessment
Competence management today
Slide 32
Training design
Determination of
training package
scope
Difficulty
assessment
Importance
assessment
Frequency
assessment
DIF analysis
Training
package design
Training
packages
Job analysis
Task analysis
Risk assessment
Standard
defining
‘competent
performance’
Risk-based task
analysis Human
performance
measurement
Risk
Assessment
opportunity
Likely skill fade
Determining
appropriate
assessment
methods
Competence
assessment
Competence
assessment
records
Aiming for consistent performance
Time
Pe
rfo
rma
nc
e
Required performance level
Actual performance level
Assessment encounter
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Key assessment activities
SC2 p 8-9
Training
Assessor
workload
Brief staff
Refer to database
Measure staff
against job &
behavioural
competencies
Use right
methods
Complete assessor
notebook entry
Note criteria met
Update database
Update your skills
and performance
Help improve the
system and control
risk
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Knowledg
e
K + Skills
S E Experienc
e
+ + Attitude
A
Competence
Appropriate assessment methods
High
Low
Rela
tive
va
lue
of e
vid
en
ce
Unannounced/unobtrusive
monitoring
Observation
Simulation using real equipment
Simulation using tabletop scenarios
Qualified testimony
Products of work or reports
Open Qs or professional discussion
Multi-choice questions
Note: Knowledge only supports other
forms of evidence. It cannot be
used on its own to prove competence
General rule of application Only drop down to the method in the next lower box if the higher one is impossible or justifiably impractical
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