This presentation discusses the different reasons for poor operator training throughput and solutions for improving results and ROI. Selection best practices are discussed as well as examples of effective screening assessments. You can visit GSE at gses.com or on Twitter @GSESystems. Thanks for viewing.

1. How to Dramatically Improve Operator
Training Throughput Utilizing Screening and
Selection
info@gses.com

2. 2
Better Screening/Selection ROI
• Poor licensed operator throughput
• Lack of ROs upgrading to SROs
• Long-term retention
• Poor performance during routine
operations

3. 3
RO and Instant SRO Throughput
Issues
Classroom performance
– Poor academic performance
– Excessive remediation
– Lower motivation and commitment
Simulator performance
– Poor communication skills
– Poor problem-solving skills
– Poor decision making
– Poor leadership/teamwork skills

4. 4
RO to SRO Upgrade Issue
• Not motivated to advance in career
• Not motivated to accept responsibility for other people’s
performance
• Fear of responsibility
• Fear of academic rigor
• Comfortable pay to be a worker - Not much incentive to
become responsible for other workers
• Union to non-union (management) transition

5. 5
Retention Issue
• Geographical location & proximity to family/friends
• Shift work and its impact on body and relationships
• Demands of outage work schedule and emergent issues
(overtime)
• Stress & boredom
• Not understanding the demands of the job until they are in
it

6. 6
Routine Work Performance
• Error-prone
• Lack of focus on routine tasks and attention to detail
• Good crisis leadership but poor routine day-to-day
leadership skills
• Not self-motivated
• Bored
• Unwilling to embrace and internalize core work practices
– Safety
– Procedural use and adherence
– Human performance improvement initiatives

7. 7
Enter the I/O Psychologist
My reaction:
– This industry is unique.
– Performance is a HIGH stakes endeavor.
– But, there are some things to learn from other
industries.

8. 8
Other Industries Struggle With the
Same Challenges
More than 850,000 surgical cases per year
– 8,800 deaths per year!
– Focused on non-technical skills
– Nearly 50% drop
0.6%
0.8%
1.0%
1.2%
1.4%
1.6%
1.8%
2009
2010
2011
2012
Adjusted Surgical
Mortality

9. 9
Why Do People Fail?
• Is it because they were not trained appropriately?
• Is it because they do not possess the technical skills to be
effective?
• Or, are there other competencies at play that could be
captured pre-hire?
Multitasking Stress Tolerance
Positive Attitude Safety
Teamwork Motivational Fit
Attention to Detail Work Ethic
These
are
not
TRAINABLE

10. 10
Let’s Think About Selection Best
Practices
APPLICATION TOOLS
Makes the application screening process
seamless & efficient
SCREENING TOOLS
Identify productive employees through
the web-based screening tools
IN-DEPTH ASSESSMENTS
Assessments to identify effective employees who
demonstrate specific behaviors and possess key KSAOs
BEHAVIOR-BASED INTERVIEWING
Interviews measuring motivational fit and other
critical competencies with high level of consistency

11. 11
Example of a Selection System for
Nuclear Operators
INPO Safety
Competencies
Screening
Assessment
In-Depth
Assessment
Interview
Personal
Accountability
Questioning Attitude
Safety
Communication
Decision Making
Respectful Attitude
Continuous Learning
Problem Identification
and Resolution

12. 12
Screening Assessment
• Short, predictive, low resource tool
• Eliminate least qualified 15-20%
• Unproctored, technology agnostic
• Measures risk factors:
– Safety risk
– Quality risk
– Impulsivity risk
– Dependability risk
– Attitude risk
– Absenteeism risk
– Turnover risk

13. 13
Screening Assessment

14. 14
In-Depth Assessment
• 45 minutes - 2 hours, depending on configuration
• Cuts 30%-50% of candidate pool
• Multi-method measurement strategy
• Measures key competencies:
• Applied learning
• Positive attitude
• Quality focus
• Responsibility
• Teamwork
• Work pace
• Continuous improvement
• Process monitoring (multitasking)
• Quantitative problem solving
• Safety orientation
• Work ethic
• Leadership potential

15. 15
In-Depth Assessment Examples

16. 16
In-Depth Assessment Examples

17. 17
In-Depth Assessment Examples

18. 18
This Approach WORKS
• Select International has been doing this in
manufacturing since 1993
• Administered millions of assessments globally
• 95% client retention rate

19. 19
Outcomes: Identifies Top Performers
Percent of “VERY GOOD” or
“OUTSTANDING” performance ratings

20. 20
Outcomes: Improves Performance
%
Performance
Percen;les

21. 21
Outcomes: Reduces Turnover
SELECT INT’L
SYSTEM
ORIGINAL
SYSTEM

22. For more information:
Go to: www.GSES.com
Call: +1 800.638.7912
Email: info@gses.com
Follow us on:
Twitter @GSESystems
Facebook.com/GSESystems