Training Solutions Seminar July 23-24, 2002 Golden, Colorado POST-SEMINAR SUMMARIES AND INFORMATION

KEYNOTE SPEAKER SUMMARIES

John Caylor - MSHA

• 2002 Overview Year-to-Date
  • Finalized a comprehensive Management Plan (listened to stakeholders), will change over time; good roadmap on where headed
  • Established a Compliance Assistance Plan, with direction
  • Put comments on rulemaking on website
  • Listing top 20 violations cited on website
  • Addressed Management of Workers' Compensation system; their own compensation costs
  • Completed a comprehensive assessment of MSHA training needs, initiatives
  • Upgraded internal employee H&S group to report to Dave Lauriski; lead by example
• Mining Fatalities at all-time lows; rate of decline slowed
  • 15% reduction annually goal (2000 baseline)
• NF injury goal too
• 2002 through July 23:
  • 36 fatals this year vs. 31 last year at this point
• Major training initiatives
  • Establish a small mines office
  • Conducted a comprehensive study of training activities
  • Hazcom roll out
  • MSHA/NIOSH communication study
• Small mines office
  • Under EP&D eff. October 1, 2002
  • Specialists work with district offices and EFS
  • Assistance efforts
  • 20 training professionals minimum
• MSHA training study
  • Performance Associates International, Tucson, AZ
  • Evaluate status and efficiency of training and development resources in agency
  • First phase: develop profile of 21st Century compliance specialist
  • Develop model program with standards for inspector qualifications; they do no real-time testing on continuing qualification now
  • Training and development will measure all employees
  • Develop standards for recruiting
  • How best offer MSHA's E&T to industry: enhance delivery, focus on compliance assistance enhancement
  • Web-based training initiatives: expand, user-friendly database, file reports by e-mail, materials on web, posting best practices, etc.
• HazCom Roll Out Plan
  • Includes tiered training to prepare MSHA and State Grant personnel
  • 15 meetings scheduled in each M/NM and Coal district
  • Conduct one-day training sessions for industry personnel in October
  • Two videos developed for use in training: information, determination
  • Model programs developed with guide, PowerPoint
  • Developing generic MSDS labels for small mine operators
  • Interactive HazCom training on website
  • Compliance assistance training every first inspection after effective date
• Communication Study; partnering with NIOSH
  • Evaluating model used by NIOSH to develop and deliver information to mass audiences
  • Model is behavioral-based and will be utilized for hazard awareness programs
• Job Training Analysis Project
  • Contract with Naval Air Warfare Department to develop a prototype of improved job training methodology (task training); working with industry too
  • Joint mining industry team to make it work for industry
• Best Practices Seminar to Challenge Stakeholders to Offer Exemplary Programs to Mining Industry; coming in fall 2002
• Training challenges to support MSHA initiatives
  • Offer training to compliance specialist for 21st century
  • Develop an Individual Development Plan for all MSHA staff
  • Give training function in MSHA a new status
  • Develop a comprehensive internal succession planning program
  • Clearly identify training priorities and develop a training plan that keeps us focused (internal)
  • Reach out to our stakeholders, and partner with them to offer the best training programs available to all segments of the mining community
  • Establish common objectives and goals for EPD, Academy and EFS activities and all program areas
  • Fully utilize the training expertise of States Grants training professionals
  • Use training activities as the catalyst for the 21st Century initiatives
• We need to be one MSHA; work together internally better
• New opportunities: bringing a sense of management to government
• Bush's Vision for Government Reform: making good on promises
  • Citizen-centered
  • Results oriented
  • Market-based
• Secretary of Labor Chao: change management
• Dave Lauriski: advocate of professionalism; be proactive
• New people: Caylor, Correll, Ellis, McKinney (coal), Friend, Pon (health, coal), Miano (safety, coal)
• Shifting paradigm: emphasize human factor considerations, creativity in training, foster the right culture, listen to stakeholders and cooperate

Lew Wade - NIOSH

• Listened to you; NIOSH responded; will be back next year; grade us
• WMRC - pleased to support it; will recompete it, need your reaction on it
• Challenges and opportunities facing industry:
  • Current industry statistics: three major sectors, about same size
  • Look at workforce, operations, and workplace; find H&S opportunities
  • Demographics of miners, changing
  • Varied audience we serve
  • Mines changing
  • Conditions more challenging
  • Mining methods and equipment changes
  • Fewer workers give more product
  • Average fatality rate for coal, metal/nonmetal still higher than private industry average of 4.9
  • Average injury rate higher in coal vs. all private industry; metal/nonmetal close
  • CWP still there; mining 25% of silicosis deaths; significant hearing loss
• Unique conditions to address in Mining
• Hard to attract workers with current state of conditions
• NAS study: virtual reality training among them
• Wade's view:
  • Long way to go to reduce fatalities, disability, and injuries; disease
  • Increased production gives more dust, methane; need for real-time monitoring; personal dust monitor moving along
  • More site specific focus on ground stability designs need in future
  • Need partnerships because of complexities
  • Make sure the public is aware of vital role mining plays to get fair share of resources; know the accomplishments
  • Need more focus on insidious health problems
  • Potential for mining disasters could increase with changing conditions
  • Training that works is important
  • Never forget the H&S of miners

Larry Grayson - UMR

• Making the Case for a Comprehensive Training Needs Assessment - Now
  • Fewer miners and managers doing more work, faster, on longer shifts => stress => errors
  • It is already difficult to attract American workers into mining
  • Fewer and more global companies - cultures change with mergers => stress => errors
  • Conditions will degrade rather than improve => new hazards and experiences coming
  • Deeper, thinner seams/ores; and more discontinuous reserves => tougher tonnage => stress => errors
  • Even tougher global competition, and associated pressure => stress => errors
  • Expect fundamental changes in the nature and organization of work
  • Expect more minorities and women; immigrants (?)
  • Stronger competition among sectors for workers
  • Uncertain impact of irregular off-shifts - a threat?
  • Persistent high risk at small mines and with contractors
  • How reduce the stress of continuous improvement and other pressures?
• How Reduce Injuries in Future?
  • Requires focus on continuous improvement vs. prioritized targets -government and industry
  • Needs deeper (nested), more specific targeting by sector, region, state, counties, jobs, etc. in targeting areas
  • More research on human factors and behavior, and skill-based training
  • Realism imperative in training, especially with already beginning influx of new, unskilled miners
  • Training on demand (self paced) needed to build complexity in understanding
  • Expose new miners virtually to infrequently encountered hazardous conditions and work situations
• I think you will all agree that the case for addressing the current and emerging training needs and gaps has been made.
• Now let's do something systematically, comprehensively, and quickly about it!
• Time is not on our side!
• Outline for Formal Training Needs Assessment
  • Composition of Task Force
    • Involve stakeholders!!!
    • Compose similar to NRC study committee (10 + chair; balanced)
    • MSHA, NIOSH staff person(s) to assist committee; handle logistics
    • Membership (10 + Chair):
      • Coal underground (1 East, 1 West);
      • Coal surface (1 East, 1 West);
      • Stone (1 East, 1 West);
      • Sand and gravel (1);
      • Metal (1 West);
      • Nonmetal (1 East); and
      • Academic (2).
    • Membership (10 + Chair):
      • Industry representation
      • Labor representation
      • Minority representation
      • Academic representation
      • States Grants representation
    • Membership (10 + Chair):
      • Must sense the issues
      • Must understand the complexities of effective training
      • Must not have conflicts of interest or unwavering bias
      • Must have time available
• Deliverables
  • High-impact [with Congress often], comprehensive report covering current and emerging problems and issues
  • Give recommendations, based on evidenced needs, of actions to be taken and funding required
  • Provide compelling case studies of successful training programs and unaddressed problems and issues
  • Thread multiple sidebar stories throughout the report to highlight the successes and needs continuously for the reader
• Funding of Study; needs to be sponsored by government and industry (partnership manifested):
  • MSHA
  • NIOSH
  • States receiving States Grants
  • Associations or companies
• Charge to Task Force
  • Start with Evolutionary and Revolutionary Technologies for Mining
  • Start with summary documents from Training Needs Assessment Seminar and Training Solutions Seminar
  • Schedule approximately 5 information-gathering sessions across the U.S. to embrace stakeholders more broadly; capture all issues
  • Focus on loss control in full context, not just health and safety, although it is primary concern
  • There are downstream and upstream impacts on health and safety - need systems approach/perspective
  • Assess state-of-the-art training from different perspectives:
    • Different types of mandatory training (Parts 46 and 48)
    • Different types of voluntary training
    • Supervisory and hourly training
    • Differentiate by sector, state, operation type (underground, surface, plant, mill), mine size, contractors, jobs, areas of concern, topics, etc.
  • Determine best practices in each category based on effectiveness of training as measured by outcomes
  • Document case studies that demonstrate effectiveness of best practices
  • Scan state-of-the-art in other industries, businesses, in the military, and in government generally - note significant differences from ours
  • Scan and critically review models for developing effective training (NIOSH, OSHA, MSHA, states, academia, etc.), e.g., Training Intervention Effectiveness Research (NIOSH)
• Assess gaps in current training, on a broad basis and specific to parameters used to study state-of-the-art training
• Determine whether staffing levels are adequate to address current needs/gaps
• Determine adequacy of infrastructure (Federal, state, industry, centers) to support level and quality of training demanded
• Assess gaps in current training content, on a broad basis and specific to parameters used to study state-of-the-art training
• Determine gaps in effectiveness of current training - broad-based
• Determine adequacy of current repositories for training materials relative to meeting demand, service level and materials' relevance
• Identify primary concerns in meeting current needs
• Assess gaps in meeting emerging training needs, on a broad basis and specific to parameters used to study state-of-the-art training
• Determine adequacy of repositories for meeting emerging needs (demand, service level, quality of materials)
• Identify research needs to fill gaps related to the training needs - both current and emerging
• Prioritize targets for near-term training interventions based on data analyses
• Plan time-phased steps to address anticipated prioritized future needs
• Western TRAM-Type Conference - Proposal
  • It must be self-sustaining
  • Recommend organization by States Grants recipients
  • Advised by government-operator-labor planning committee
  • Conference rotate among major Western cities
• Plan to focus on Training Needs Assessment Task Force report
  • Sharing best practices
  • Stocking repository
  • Addressing current needs
  • Planning to address emerging ones
  • Discussing how to address gaps
• Focus on new perspectives:
  • Developing deeper understanding of work situations, changing conditions and how workers can respond
  • Linking group and individual behaviors to these situations
  • An enhanced capability to sift through more powerful databases that better frame and target problems (risk assessment)
  • Using new or more robust assessment tools to target emerging needs more quickly
  • Involving mine operators, labor, government, and other parties in synergistic partnerships that focus on the most pressing needs
• To ensure success we will have to:
  • Ensure that best work practices, with skill standards, are integral in accomplishing work and encompass contingencies workers will face
  • Involve the miner-experts!
  • Seek breakthroughs in handling some of the most persistent problems, and
  • Systematically set goals and objectives to drive continuous improvements across the board following a sound plan

Harry Tuggle - USWA

• How much training is enough? Not the issue: new miners coming on, thus constant. Retraining important.
• Future
  • New miners coming
  • Health of miners going out
    • Statistics on chemical hazards, burns, reactions; issues; HazCom training
    • Diesel particulate matter issues, training needed
    • Asbestos regulation coming, require training
    • Silica issues coming again
  • Safe operation procedures important
  • Fewer miners now; more isolated now
• Controversial issues
  • Behavior-based safety: doesn't like 98% of it
  • Carrot and stick: incentives could give peer-pressure to not report accidents

Ron Hughes - Solvay Minerals

• Safe production culture
• Story: experiential transformation concerning how he would address safety in his career (became supervisor of production crew)
• Miners expect care and concern for safety
• Operators see safety, production, morale, and cost as linked together
• Components of culture:
  • Generally one best way to perform a task/job
  • Training of best way is a key
  • Well designed and implemented safe work practices
  • Well trained supervision
  • Level of performance expectation needs to be disseminated widely
  • Worker involvement a key

Bill York-Feirn - Colorado Division of Minerals and Geology

• What's new and what's going one
• Increased their States Grants money from $6.3 million to $7.1 million over two years
• Shares training materials; more videos
• Does on-site training; involves operator (if possible); uses site specific materials
• Underground conveyor safety video done (used severance tax money): melded production and safety aspects; know how conveyor runs; maintenance of conveyors; filmed in two coal mines
• Working with WMRC on surface conveyor work; interactive CD: top five causes of fatalities; hazards; fatalgram review; best practices
• Part 46 interactive training CD won award

Albert Quist - Aggregates Industries

• Back awareness and education - Rogers Group
  • Used in-house staff to develop
  • Very detailed information
  • Tips
• Aggregate Industries
  • Case studies on what training works: companies A through E (see handout)
  • QuickTime used for interactive training
  • Ready Mix truck operation example
  • Objectives used to frame presentation
  • Many different modules
  • Aided greatly by using Macromedia and digital camera
  • OSHA canned materials, general, but work; looking for aggregates specific materials
  • Use many videos, many from State Grants recipients

Harold Baugh - Bridger Coal Company

• Task training: compliance or investment?
  • Requirements in Part 48
  • Tracking it can be a problem
  • Review pitfalls
  • Laborers: H&S aspects of job
  • Reminder of things not to forget
  • $88,550/year committed to training by them (15,400 task trainees since 1996; $28.75 per hour per employee, including regular time, overtime, premium time pay)
  • Consistency of training
  • Suggested systematic way of doing it and managing it
  • Review your task training program periodically
  • Maximize your returns from the program
    

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