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MSHA Performance Analysis Briefing Report Presentation

This report analyzes the current performance of mine supervisor training programs in light of increasing demand and diminishing workforce resources in the coal mining industry. It identifies key drivers, barriers, and proposes next steps. The briefing emphasizes the importance of formalized training to address the imminent shortage of experienced supervisors.

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MSHA Performance Analysis Briefing Report Presentation

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  1. MSHA Performance AnalysisBriefing Report Presentation Jennifer Cochran Hong Li Shawn Sullivan Craig Wiggins Betty Wilkins Paula Johnson Williams October 6, 2005

  2. Agenda • Introductions • Background • Performance Analysis overview • Drivers and Barriers • Preliminary Data • Next Steps

  3. Background 50% of the electricity produced in the U.S. is fueled by coal

  4. Background • In 2004 58.3% of coal miners were above the age of 45 • In 2004, 3.4% of coal miners were under the age of 25 • Coal mine positions expected to increase by 10,000 over 20 years “[The mining industry] will need to replace a major portion, approximately 50% of the underground coal mining workforce in the next 5 to 7 years.” Bruce Watzman, V.P. Safety, Health and Human Resources for the National Mining Association

  5. Background • Contributing factors to personnel shortage • Diminishing pool of human resources • Ever-changing production methods • Increasing high technology environment • “How these skills will be gained in advance of employment is a continuous challenge.” Bruce Watzman • MSHA’s challenge: formalize mine supervisor training program

  6. Performance Analysis Purpose • Confirm the design team’s understanding of MSHA’s vision of supervisory development • Propose next steps

  7. Performance Analysis Process • Held initial meeting with client • Collected, analyzed and filtered data • Identified opportunities based on the preliminary findings • Identified drivers and barriers • Recommended potential solution system

  8. Performance Analysis Optimal situation • Mine supervisors possess good overall knowledge • Mine supervisors communicate effectively, develop good rapport with co-workers • Mine supervisors access knowledge in real time • Job task analysis translated into engaging, practical training strategy

  9. Performance Analysis Actual situation • Expected shortage of experienced mine supervisor candidates due to attrition • Few mine supervisor training programs available

  10. Drivers • Access to industry personnel • Impending gap of qualified personnel • Critical role of the mine supervisor • Access to extant data

  11. Barriers • Project not considered imperative • Potential lack of supportive training facilitators • Limited training delivery • Monitoring, guiding and evaluating

  12. Preliminary Data Stakeholder/SME • Jim Baugher, MSHA • Initial meeting • addressed need to formalize training • Key issues • constant workplace changes • training is on the job • human resources not available

  13. Preliminary Data Additional Resources • Jerry Vance, Educational Field Services, MSHA • Frank Linkous, Virginia State Mine Inspector • Gerald Nicholson, Corporate Trainer, CONSOL Mining • Gene Williams, Mine Manager, Excel Mine

  14. Preliminary Data Hard Data Resources • MSHA Statement of Work • Evolving Mining Workforce • Section Foreman JTA Online Resources • http://www.msha.gov • http://www.cdc.gov/niosh

  15. Conclusion • Performance analysis has reinforced potential need for solution system • Solution system might include: • Job aids • Training • Instruction

  16. Next Steps Needs Analysis • Gain deeper understanding of supervisor knowledge, skills and attitudes (KSA) • Will include: • Data from human sources • Mine visit • Continued extant data review • Learner analysis • Synthesis

  17. MSHA Performance AnalysisBriefing Report Presentation Jennifer Cochran Hong Li Shawn Sullivan Craig Wiggins Betty Wilkins Paula Johnson Williams

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