2019IADC, Regulation, and LegislationSafety and ESGSeptember/October

IADC developing new program to address knowledge retention between certification periods

KREW will pull together an online library of training modules to help employers match, fill gaps in employees’ well control knowledge

By Amy Rose, IADC Director of External Relations

Making sure that everyone who works on a rig receives the right training at the right time to successfully complete their job functions day in and day out is crucial. To help the industry in this effort, IADC is developing the Knowledge Retention and Education for our Workforce (KREW) program and expects to launch it by Q2 2020.

As training programs have become more sophisticated, incorporating more use of advanced simulators, the industry is also collecting more data about the effectiveness of these programs.

Source: Thalheimer, W. (2006, February). Spacing Learning Events over Time: What the Research says. Retrieved 22 August 2019 from www.work-learning.com/catalog/

A study of that accumulated data has demonstrated that, when an individual walks out of a training course with a passing score, they are prepared to safely perform the functions of their role on the rig. It’s probably not surprising that when those same individuals return after a period of time for recertification, they have not retained all of the knowledge gained during the initial training. This is known as knowledge decay. The KREW program being developed by IADC aims to address this issue.

“The reality is, not everyone will get 100% on any given IADC-accredited test,” said Mark Denkowski, IADC Vice President, Accreditation Operations. “However, 100% of the material contained in that test is crucial to optimal job performance. With KREW, we are working to develop a program that easily allows companies to address those gaps in knowledge.”

Embedded within IADC’s accredited training programs is the ability to take a deep dive into an employee’s performance on certification tests. There, an employer can see which questions an employee failed to answer correctly to determine where gaps in knowledge might exist.

While further opportunities to train on a single issue exist, there is currently no entity pulling each of the disparate training offerings into a single, easily accessible online marketplace. The KREW program is being developed to occupy this space.

It will consist of a database containing a library of training modules, each targeting a specific role or job function with well control responsibilities on the rig. Ultimately, it will function as a marketplace where an employer will be able to match each individual employee’s gaps in knowledge with training modules that specifically address those gaps. An employer or user within the portal will have the ability to custom-design continuous training that is geared toward each employee.

More than 30 individuals, representing drilling contractors, operators, service providers and training providers, are working on KREW, according to Gerardo Barrera, IADC KREW Program Manager. “We’re bringing together all industry stakeholders to ensure that the end result addresses everyone’s needs.”

Marcel Robichaux, General Manager-Assurance, Chevron Drilling & Completions, and a member of the KREW steering panel said, “While it’s still early in the development phase, KREW will be a significant enhancement for our workforce to maintain knowledge through periodic testing protocols. They will enable each member that accesses the computer-based training (CBT) to stay sharp on well control practices that are so critical to ensuring kick detection, shut-in and kill operations. I believe this will be a step-change for the industry.”

IADC is also working with training providers to gain access to content that will be uploaded to the database’s marketplace as training modules.

“KREW represents an innovative approach to continuous learning,” said IADC President Jason McFarland. “By focusing on education between certification periods and allowing companies the ability to select modules that address the role-specific needs of each individual employee, IADC is leading the way in rethinking how we traditionally have approached continuous learning.” DC

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