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