在一个几乎没有应急机会的世界里建立一支应急精英部队

Joe C. Bowles, Carmine Dulisse
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引用次数: 0

摘要

随着行业绩效的提高和泄漏的减少,smt、osro、监管机构和油气运营商都面临着在泄漏响应方面缺乏直接经验和知识的问题。为大型响应组织招募和培养精英响应人员进一步受到劳动力市场紧张的挑战,劳动力市场日益被要求加速进步和成长的一代人所占据。海洋溢油应急公司(MSRC)正在采用一种新的方法来识别、发展和保留应急人员的能力和熟练程度,并在没有实际事故的情况下提供职业/发展路径。该计划的第一个要素是为职业发展提供一条清晰的道路,以满足日益增长的晋升愿望,将基于时间的晋升制度取代为注重绩效的晋升制度。第二个要素需要一致的评估方法和框架,以确保使用相同的标准对全国性组织的员工进行衡量和评估。在人才获取过程中,用软技能取代对硬技能的关注,在招聘新的应征者时,“适合因素”为增长定下了基调。硬技能更容易教授和培养,而软技能,如学习好奇心,协作,有效沟通,解决问题和决策是塑造精英回应者的区别。消除对泄漏经验的强调,代之以定义可以在泄漏事件之外展示的能力的定义良好的能力模型,这对于促进响应者的专业成长至关重要。这些能力包括每个职位所需的技术技能,并强调领导能力、团队合作和承诺。必须在适当的细节级别上定义度量和期望,以便在稳定状态操作期间为响应者提供机会,以展示反映泄漏响应所需的各种场景的能力。
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Building an Elite Force of Spill Responders in a World with Few Spill Response Opportunities
As the performance of Industry improves and spills decrease, SMTs, OSROs, Regulators, and Oil and Gas Operators are all facing a lack of direct experience and knowledge when it comes to spill response. The recruiting and grooming of elite Responders for a large response organization is further challenged by a tight labor market that is increasingly occupied by a generation that demands accelerated advancement and growth. The Marine Spill Response Corporation (MSRC) is taking a new approach to identify, develop and retain Responder competencies and proficiencies, and to offer a career/development path in the absence of actual incidents. The first element of this program provides a clear path for professional growth to satisfy the growing desire for advancement by replacing a time-based promotion system with one that is focused on performance. The second element requires a consistent methodology and framework of evaluation to ensure employees in a nationwide organization are measured and evaluated using the same standards. Replacing the focus on hard skills with soft skills during talent acquisition “fit factor” when hiring new Responders sets the tone for growth. The hard skills are easier to teach and develop, while soft skills like learning curiosity, collaboration, effective communication, problem solving, and decision making are the differentiators that shape an elite Responder. Removing the emphasis on spill experience and replacing it with well-defined competency models that define abilities which can be demonstrated outside of spill incidents is essential to fostering professional growth in a Responder. These competencies include the technical skills that are required by each position and emphasize leadership abilities, teamwork, and commitment. Metrics and expectations must be defined at the right level of detail to provide Responders with the opportunity during steady state operations to demonstrate abilities in a variety of scenarios that mirror those needed in spill response.
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From the deep ocean to the coasts and estuaries through the shelf: linking coastal response to a deep blow-out Case Study of a SCAT Survey and Successful Remediation Strategy by Mechanical Mixing of a Fuel Oil Spill into a Mountain Stream Using Oil Spill Modeling in Oil Spill Exercises and Drills In Situ Burn Testing of Weathered and Emulsified Crude Oils Historical Dispersant Use in U.S. Waters 1968–2020
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