Motivational Challenges in Decommissioning and Transition

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..and some possible actions and technologies to mitigate them Grete Rindahl and Niels Mark, Institute for Energy Technology (IFE) Motivational Challenges in Decommissioning and Transition

Transcript of Motivational Challenges in Decommissioning and Transition

..and some possible actions and technologies to mitigate them

Grete Rindahl and Niels Mark,

Institute for Energy Technology (IFE)

Motivational Challenges in

Decommissioning and Transition

Overview

• Mindset

• Trust building and trust breaking factors in communication

• New technologies for collaboration and communication and

how these may impair or empower participants – experiences

from several domains.

Mindset

• Can be described as our (established) way of thinking through which we view the world

• Mindset is based on our

• Knowledge

• Skills

• Attitudes

• In a change process, as decommissioning, mindset must

also be regarded as

• Willingness to learn

• Willingness to change

• A change in mindset requires a change or an expansion of existing mental models

Decommissioning is introducing change

Grete Rindahl, Leon Piotrowski 2009

LOD

Organisational Change

New Work Processes

New Work Practices

New target

Target: Production (power, research, ..)

Different decisions to be made and tasks to be accomplished

on different levels of the organisation

Grete Rindahl, Leon Piotrowski 2009

Decommissioning

Organisation

Decommissioning

Work Processes

Decommissioning

Work Challenges and Practices

Target

Incre

asin

g le

vel o

f de

tail

Incre

asin

g d

ecis

ion

tim

e s

pa

n

Plan

Review

Permission to work

Task 1

The new mindset is perhaps not the same

Grete Rindahl, Leon Piotrowski 2009

Target compliance

Organisational Change

New Work Processes

New Work Challenges and Practices

Building trust

• For communication across boundaries to work, people need

to trust each other

• In times of change, trust must be constantly worked upon, or

it may easily break

Building trust – cont.• Trust breakers – examples of observations:

• Imprecise or sparse information putting consequences of changes or decisions in a slightly better light

• Communicating to the staff instead of with the staff

• Staff having to point out safety issues to managers

• Invisible management

• Trust builders – examples:

• Early involvement – communication – communication – communication

• Honest rather than pleasant messages

• Acknowledging other peoples competence clearly

• Taking time to understand a situation, asking for clarifications from specialist staff and acknowledging when you learn something from a subordinate

• Management putting on the protective gear and staying with their staff on the floor

Communication is vital

• We need to share

• Situation awareness

• Mental models

• Expectations to the work ahead

• Thus we need to communicate

• Across disciplines

• Across organisational levels

• Across organisations

Technologies to help build

shared mental models

A. Virtual Reality (VR) in decommissioning at LNPP RBMK

• 1999 - 2008 increasing safety when refuelling through better training

• Training refuelling using a refuelling machine simulator

• Training safety critical maintenance of the refuelling machine using a procedure trainer

• Focus 2008-2010: Developing VR based tools for decommissioning• Training 1st step i decom.: Removal of spent fuel from the reactor hall to the external storage

• Safety assistance project funded by the Norwegian government

B. Establishing the Chernobyl Decommissioning Visualisation Centre

• VR for planning, training and presenting the dismantling of the intact RBMKs

• Safety assistance project funded by the Norwegian government since 2006

• Use a virtual environment instead of the real world (“Computer game”)

• Sufficiently realistic for knowledge to be transferred to the real world

• Possible to explore and act without risk to personnel or equipment

• Enter situations and environments difficult to access in real life

• Visualise the invisible (radiation, risk areas etc.)

• Visualise the changes over time (past/future)

• Showing only the essential using VR as a pedagogical means

• Interactive response and feedback in real-time

• Do repetitions easily with low costs

• Evaluate alternatives for learning and decision making

• Useful for planning, training and presentation

Usefulness of VR as a tool for mind setting

LNPP Procedure Creator and Trainer• LNPP Procedure Creator and Trainer (LNPP PCT)

• Scenario: Removal of spent fuel from the cooling pool to external storage

• Two user types: The Trainee and the Instructor

• Modes: Explorative, guided and unguided

• Training guided by the software only without the presence of the instructor

• Training of radiation awareness

• Flexible tool to be used both for planning, training and evaluation

Overall features of LNPP PCT

• Scenario Creator module (instructor):

• Tools for easy setup

• Scenario Trainer module (trainee):

• Collaborative training

• Assistance to trainees

• Evaluation of training

Scenario Creator module

Scenario Trainer module

ChNPP Decommissioning Visualisation Centre

• Decommissioning of the ChNPP site to last for the next 100 years

• Technical challenge with no “how to do” manual

• Lack of documentation and skilled personnel in addition to the contamination

• Establishing the Chernobyl Decommissioning Visualisation Centre

• Planning, training and presenting the dismantling of the intact RBMKs

• Creating documentation and metadata for the decommissioning scenario

• Radiation visualisation and dose calculation

• Software based on Halden VR Platform and LNPP project results

a) ChNPP ProCre SW for making procedures for dismantling work tasks

b) ChNPP Planner SW for radiation data visualisation in 3D and dose calculation

c) ChNPP Trainer SW based on LNPP PCT for training dismantling work task

Overall features of the CDVC

ChNPP ProCre ChNPP Planner

Thank you for your attention!