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Collaborating Authors
Results
Human Reliability Analysis for the Petroleum Industry: Lessons Learned from Applying SPAR-H
van de Merwe, Koen (DNV GL) | Hogenboom, Sandra (DNV GL) | Rasmussen, Martin (Norwegian University of Science and Technology) | Laumann, Karin (Norwegian University of Science and Technology) | Gould, Kristian (Statoil)
Abstract Human error has shown to be a contributor to a number of major accidents in the petroleum industry. However, Quantitative Risk Analyses (QRA) have only to a limited extent taken into account the contribution of human performance to major accident risk. Human Reliability Analysis (HRA) has the potential to overcome this by systematically analysing human performance for safety critical tasks. A joint effort between industry and academia is underway in Norway to adapt SPAR-H, an HRA technique from the nuclear industry, to a petroleum setting (PetroHRA). This paper discusses some of the lessons learned so far in directly applying the technique to a petroleum case study. A case study was performed where the operator’s task was to manually activate the platform’s depressurisation system upon detection of a hydrocarbon leakage. The factors influencing the performance (Performance Shaping Factors; PSF) of the operator were analysed indicating the potential contributors to operator failure. The PSFs were: time, stress/stressors, complexity, experience/training, procedures, HMI/ergonomics, fitness for duty, and work processes. A number of issues were identified in when directly applying of SPAR-H. These were challenges in deciding on the multiplier of the PSFs, the potential for overlap between the PSFs, the industry specificity of the HMI/Ergonomics PSF description and the method’s tendency to inflated Human Error Probabilities (HEP). A first step to improve the definitions and guidance material for a petroleum-specific SPAR-H was taken in a separate literature study performed by two of the authors of this paper (Rasmussen, Standal, & Laumann, in submission). The lessons learned presented in this paper provided a basis for further development of SPAR-H and its guidance material. It was further shown that directly applying and integrating SPAR-H in QRA in a petroleum context is possible and relatively straightforward. In addition, the qualitative outcomes provided a structured and meaningful understanding of human performance previously not available to QRA. Ultimately, this effort contributes to a further integration of HRA and QRA and therewith providing a more complete picture of the factors contributing to major accident risk.
- Europe (0.66)
- North America > United States > California (0.46)
Abstract Frontline leaders (e.g., shift supervisors) serve the critical role of being the conduit of information and instruction from management to the frontline workforce. From a safety perspective, they translate the company’s safety vision into how safety is actually executed in the crews. Even with this important role, it is rare that shift supervisors are empowered to be true safety leaders through developmental opportunities and the integration of safety leadership into their key performance indicators. For shift supervisors to take ownership of their crews’ safety and be influential safety culture change agents, effective safety leadership needs to be clearly defined and assessed so that targeted interventions can be implemented. This paper describes an ongoing research program on safety leadership that was initiated in an attempt to define the dimensions of effective safety leadership for frontline leaders, create an assessment to measure frontline leaders’ safety leadership, and inform evidence-based interventions to develop the safety leadership of specifically shift supervisors. Based on this research program, the paper addresses the following topics: The eight dimensions of safety leadership, grounded in safety science and organizational psychology. The distinction between safety compliance and safety citizenship as two safety performance domains impacted by safety leadership. The results of a research study examining the impact of safety leadership on important safety factors like team safety climate and safety performance. Potential intervention opportunites to develop the safety leadership skills of shift supervisors. Shift supervisors represent an excellent opportunity to foster strong positive safety climates within work crews and drive exemplary frontline safety performance. The research program described in this paper focuses specifically on how to turn shift supervisors into effective safety leaders.
- Management > Professionalism, Training, and Education > Personnel competence (1.00)
- Health, Safety, Environment & Sustainability > Sustainability/Social Responsibility > Integrating HSSE into the business (1.00)
- Health, Safety, Environment & Sustainability > Safety > Human factors (engineering and behavioral aspects) (1.00)
A Survey on Computer Work-related Risk Factors for Musculoskeletal Complaints at the PTT Exploration and Production Public Company Limited (PTTEP)
Dusadi-isariyavong, Asadang (PTT Exploration and Production Public Company Limited) | Jaloyondeja, Wattana (Faculty of Physical Therapy, Mahidol University) | Jalayondeja, Chutima (Faculty of Physical Therapy, Mahidol University)
Abstract Sick leaves caused by work-related musculoskeletal disorders were analyzed from 2009 to 2011 medical records of the PTTEP Thailand Company Limited. Health care cost of the company increased two-fold in 2011.The results showed that the prevalence ratio of musculoskeletal disorders was 51% and high prevalence was found at the Bangkok office. The computer work-related musculoskeletal complaints were low back pain (47%), neck and upper extremity problems (31%), knee and ankle discomfort (14%) and muscle strain (8%). Those who worked at Bangkok office were 2.56 times to have musculoskeletal disorders and sick leaves compared to those who worked at the provincial division of PTTEP. Therefore, we designed a study to determine prevalence of work-related musculoskeletal disorders and their risk factors in approximate 1500 computer workers at Bangkok office divisions of PTTEP. The findings will lead to guidelines for health care program, behavior adaptation and risk factor management. A survey research was conducted in July 2013 using electronic questionnaires. The questions related to four issues including physical, administration, psychological and environmental factors have been included. The prevalence rate, odds ratio (OR) and 95% confident interval (95%CI) were calculated and demonstrated those who likelihood to have work-related musculoskeletal disorders.
- Research Report > New Finding (0.49)
- Research Report > Experimental Study (0.31)
- Health & Medicine (1.00)
- Government > Regional Government > Asia Government > Thailand Government (1.00)
- Energy > Oil & Gas > Upstream (1.00)
Abstract The well services division of an oilfield services company in Kuwait initiated a safety campaign to support field personnel in a proactive approach to personnel injury prevention. The initiative targets the root causes of personnel injury incidents; i.e., human behavior, poor hazard identification, failure to intervene and stop at-work risk behaviors, and non-compliance with recommended procedures and standards. The foundation of the campaign is the personal commitment from all employees involved to follow safe work procedures at all times. Additionally, the initiative established the role of a safety coach who observes crews at work, identifies potentially unsafe situations and intervenes when necessary, coaches individuals, challenges performance, and leads safety meetings focused on individual tasks or subtasks. Management is actively involved in the campaign by making safety visits to wellsites, to better understand the issues facing the crews, demonstrate support of the crews, and participate in the observation and intervention program. Inventories of the tasks at each wellsite are incorporated into site-specific risk assessments. Compliance to standards is supported by ensuring that the standards are clear and are understood by all of the field personnel. Complementing the safety campaign were exercises to help the personnel understand how an individual’s personality impacts their response to different situations. After these activities, debriefing sessions were conducted to highlight positive behaviors, identify areas for improvement, compile lessons learned, and formulate action items. The most important result of the campaign to date is a reduction in the incident rate for the pumping services unit to zero incidents. In addition, the increase in the reporting rate of hazardous situations, interventions following observation, and field audits indicates that the campaign heightens safety awareness and understanding of safe practices. This campaign is currently being extended to other segments in Kuwait and is being pilot tested by a major drilling contractor with the support of the operator.
Abstract In this Paper the "Safety Culture" of a large national liquefied natural gas (LNG) company, is explored. The impetus for the paper stems from a company vision for a highly developed dynamic sustainable "Safety Culture" continually developing to meet the challenges associated with a potentially hazardous environment and a multicultural / multinational workforce. The paper commences with an analysis of the understanding of "Safety Culture", the tools used to improve ‘Safety Culture’ and an analyses of the results gathered from the company’s "Safety Culture" assessment. Historical and current analysis of the organisations cultural assessment(s) are then reviewed, along with employee climate surveys, and information gathered from employee forums and discussion group, to determine where the organisation sits in the Safety Culture Ladder. Findings from the cultural assessment are then cross referenced with international recommended practice, specifically the "International Association of Oil & Gas Producers, "A guide to selecting appropriate tools to improve HSE Culture" to outline a bespoke toolkit for culture improvement specific to the organisation. This ultimately will allow the development of a dynamic, sustainable, safety culture which will build on the Company’s safety performance.
- Asia > Middle East > Qatar (0.28)
- North America > United States (0.28)
- Questionnaire & Opinion Survey (1.00)
- Overview (0.82)
- Health, Safety, Environment & Sustainability > Sustainability/Social Responsibility > Integrating HSSE into the business (1.00)
- Health, Safety, Environment & Sustainability > Safety > Operational safety (1.00)
- Health, Safety, Environment & Sustainability > Safety > Human factors (engineering and behavioral aspects) (1.00)
- Facilities Design, Construction and Operation > Natural Gas Conversion and Storage > Liquified natural gas (LNG) (1.00)
Abstract Individuals who have safety sensitive and/or physically strenuous occupations typically undergo a pre-placement / post-offer evaluation or a return to work evaluation following an injury or illness absence. A Fitness for Duty determination is made prior to these workers performing their usual and customary job tasks. Some training is physically strenuous and may or may not be a routine requirement for workers. Individuals who participate in physically strenuous training need to be medically evaluated and cleared prior to participating in that training. This article describes the industry leading best practices to incorporate a medical examination and functional capacity evaluation (FCE) into a medical evaluation protocol, which allows the occupational health provider to make a medical clearance determination for workers to participate in Helicopter Underwater Escape Training (HUET). This training is commonly provided to military personnel or workers in the offshore oil and gas industry who are transported to and from operations by helicopters over water. The purpose of the training is to prepare the workers in the case of a crash landing over water and involves simulated sinking of the training module in a pool while rotating the module upside down. Students are trained on bracing for impact, identifying exit points, and safely escaping the module. Workers also complete Basic Offshore Safety Induction and Emergency Training (BOSIET) or other Water Survival Training along with the HUET. For consistency of nomenclature, the term HUET will be used in this paper. The medical evaluation for HUET consists of a health questionnaire and medical exam, cardiovascular screening, FCE and medical clearance. The scope of the HUET FCE is guided by a functional job description that objectively documents the training requirements specific to HUET. This medical evaluation and clearance process also provides a mechanism to periodically monitor individuals who may be required to perform physically strenuous tasks, including those persons for which these tasks may fall outside of their typical day to day activities. These non-routine tasks (i.e. HUET) may not have been envisioned for their position at the time of hire and therefore any significant underlying medical condition would not have been appropriately evaluated.
Abstract Saipem celebrates the WORLD DAY OF SAFETY AND HEALTH AT WORK every April 28. It is an initiative promoted by ILO (the International Labour Organization) to encourage the prevention of work-related accidents and disease on a global scale. In honour of the occasion, the company organises a series of exciting activities that enable the direct involvement of all employees, encouraging genuine Team Building and raising awareness on the well-being of the individual. This year, in line with the theme proposed by ILO for 2013 - occupational diseases and general health, Saipem's LiHS (Leadership in Health and Safety) Team decided to focus on a new, spectacular and effective formula for stimulating the direct participation of the company: the Health Prevention Flash Mob. All participants were given free rein to design and carry out their projects, ranging from the collective launch of a slogan to creating an unprecedented poster, from the organisation of a special dance to the preparation of an original symbolic action. The challenge, though ambitious, was greeted with excitement and enthusiasm in many of the Saipem offices and sites around the world (Indonesia, Nigeria, Canada, America, Colombia, UK, UAE, Angola, Italy, Romania and Saipem vessels), who got hundreds of people motivated to create exceptional events, all expressing a universal message of health through the local culture. The company intranet, e-mails and word of mouth meant that these projects soon went viral, both inside and outside the company, maximising the focus on the prevention of occupational diseases in the most compelling manner. Through the promotion and dissemination of the first ever flash mobs dedicated to safety at work, Saipem has become a pioneer of innovative Health & Safety communications, proof of the start of a true cultural change.
- Europe (0.89)
- Africa (0.56)
- North America > United States (0.48)
- South America > Colombia (0.89)
- North America > United States (0.89)
- Health, Safety, Environment & Sustainability > Safety (1.00)
- Health, Safety, Environment & Sustainability > Health > Ergonomics (0.51)
- Health, Safety, Environment & Sustainability > Health > Strategic health management (0.41)
- Health, Safety, Environment & Sustainability > Sustainability/Social Responsibility > Integrating HSSE into the business (0.41)
Abstract Musculoskeletal Disorders (MSDs) are adverse health outcomes that affect soft tissues of the body. MSDs typically develop over time and may be associated with a variety of contributing risk factors. Companies have implemented policies, training, processes and systems to address occupational risk factors in the workplace. Unlike other workplace exposures, the contributing risk factors for MSDs exist in every aspect of employees’ lives. This presentation outlines results from a literature review on the effects of non-occupational contributors to MSDs and describes the development of an integrated approach to address non-occupational risk factors for MSCs in the workplace. Following the review of the emerging research addressing non-occupational contributors to MSDs, a gap analysis was conducted on existing discomfort management programs and program enhancements were developed to pilot. Key stakeholders were identified to complete an internal peer review and vet planned program enhancements. An internally published whitepaper was written for employee education, leadership engagement, and to promote a holistic health approach. We describe the results to date of the developed communication plan, including the preliminary feedback and information sharing processes currently in use with business leaders, health, medical, and ergonomic professionals.
- Health & Medicine > Consumer Health (1.00)
- Energy > Oil & Gas > Upstream (1.00)
- Government > Regional Government > North America Government > United States Government (0.47)
- Health & Medicine > Therapeutic Area > Endocrinology > Diabetes (0.31)