but what i don't care where talked about
our history of poverty our challenge is a recovery and they tell you story
probably wasn't right
too bad
today yes
now was in the macadam agitated bob work force by approach
another drop of rock holly implemented katie and are not authorized to implicate him nah
so the file miles of haiti our knowledge century tension out facilities focused on leadership
we're forced my name
knowledge and training right talk about those elements that would bring those programs and processes together to talk about how we manage knowledge and transfer knowledge
so what about our history
we are very big sigh
there are three units
located in southwestern arizona
the southwestern unites states and western part of arizona
we have these are you that caesar r. n. buildings and this is not a parking lot
so it's about a mile
one us while we go from here
there is to give you an idea of how big those units are
we are the largest generator in united states
or for electricity
we are ranked number two number won in the world upside number two
and number seven in the world for generations
and number twenty eight per unit three
the reason we would've been higher but we had an extended an gene unit three
so we make a lot of energy for over four four million people
forty four hours seven days away in gaza to win be your sons were always make energy ah i love about poverty is dreadful challenges for from two thousand to two thousand six our plan performers who is declining
employee turnover was increasing
awkward train program was it even active in all sounds like a like like a bad storm like a bad dream lolita development program in place increase in the natives backlog
and we were working around and numerous operator work around your operator worker ra ra news
you're in the control room no lights going off
because some of them is now worth your ideas but they should take over ignored and continue the war
we want paying attention to our footman as effectively as we should've done this is what we look like for almost four year period
so look at our performance
we want from us is that by putting your window of time once in your twenties i'm i'm your window we had to start out the units we had great performance look at that from two thousand to change the two thousand sets to pass a factor
we rocks
were you warned join the things we thought we should be doing we had ten years of great performance
when you do something good for ten years you think you are a lot of bats
a rally we're becoming the worst who are worrying from our mistakes
this is very typical for a lot of power plants and other facilities
so
i wanna talk over that policy no forty those of you were affected by am pollen while
this is a document that she used to value way you were altered to your performance they can also be used by regulators in our new facilities drummer talk about the psychopath performance the three phases very quickly about rationale realization of recovery
things about three leadership activates the ferrigno worrying organization
that is knowledge management
paseo fourteen focuses on making sure you gotta not proper knowledge measure processes in place that they don't use the word knowledge measure remember it does it appear anywhere in the performance objectives in criteria
remember that
so here's a thought there's a psycho flat performance
plaster very well
the date they think they're not they think they have no problem here structural as in there and for all who i mean you are not regulators were no regulation fireman
this is sound familiar to you
for all the argue with you what you mean i'm not having a problem my house aide think this is an issue
we wanna say my view we were arguing with the n. r. c.
let me tell you never ever argue with your regular that is a mistake and at and then the way you are not hardaway
we live right to an alley the mahathir marie de hi
in a christmas present a new life is all
there we went from revile or croat as you know what the regulators right
with the leadership
was arguable whether it with the regular this is the answer is an with new leadership
because we lost perspective
and our performers started to reverse itself only give you a warrior is these are words that appear in the bois de ocampo document
oaths of sowing the seeds of decline what this means are faint signals indicators up of a platform and senate back the area of people
and knowledge management to look at these words very carefully
i'm going for people are reduced over my words those are the regulator those are the assessors works for overture schiffer for tactical rolls of impact is not evidence
you don't know you're in trouble
i'm neal was said reagan jr but i also feel that a fact that had no knowledge measure process in place for many years because
it builds up over time it is very important
may not see it today but you'll fill it tomorrow now the new objective evidence of that succession plans exist the development plans don't there have not being
but you're my successor
the lot figure out how to do that
redacted investment in the plan there's a missile alignment of the budget to the business needs an appliance and that includes investment people
the owners up while wives fact as much money
of the plaza can be preserved or its revenue
they don't put the money back into the plan to make an operational
common cause fukushima unfortunately had some of these issues
black leaders like to have in their graves my knowledge less experienced people on the job what about that
you're putting people leadership jobs it just don't understand what it is there go where the tax office of her job so those are those those are indicators so the beginning of the climb the slaughter fill vacancies of qualified people
frame issue service pass rates of initial licenses operators recall vacations is an issue
ers are really good test
if you are in a plan for you regulate the plan one magic you should always pay attention to
is operator past rates
the operator pass rate is in the fifties and sixty percent favor problem and apply i promise you we're it's in training it's a leadership get some more
bypass rates were under fifty percent if we even had a class miller would stop some other classes
organization's become the individual depended
bob novak
and not transfer or low all knowledge hampshire among managers
my words other words if i only use the man chancellor word in this document
it's a forwarding his lesson no desire to our focus on production fix the problem you're chasing problems you're not thinking ahead of the curb your your responding to issues
oversight organizations waits to all skills and knowledge is an issue of violate
is it my personal favorite eight shark meat training in chairs that were on a loaded in the staff as readers
once again how they have you fill you the only one do it
this is an indicator
so what kind reactions we out with a man on char risk assessment process renewed focus on work force now what's these urges the h. r. p. says these are the top five pieces were forced to our program for instituted
we put it together out there cited great this is my only in certain knowledge management for our practices to reorganizations they had do certain things
we're protocol vacations is standard for hire three stars like me based on hop and seats on top of about that
and we if we employed in the audience is until we're sure model standards and expectations booklet
so so we can focus all the same areas
the sustainability i talked about the people health committee
farewell to find a charge strategy of programs around people
people thought processes people
god acquisition committee are talking about that copper is his first watch in later trading on selection and train them on how to interview mostly used to not
hire people all the time the two maybe once every couple of years do you want to bring them and keep to keep them up to date encourage on crime interviewing techniques so would you if you just to try training for leaders her florida be making fires we focus on playing games by the mentoring
so
here's our cycle clapper formats here for you what
this is what looked like it from nineteen ninety four eight two thousand or easy to be old asleep right very well
you start to slide down from two thousand to eighty thousand sex
our recovery
was two thousand seventy thousand dying
we continue to make improvements in here we are today
we're at that cost
why
are we to continue our performance foley fall history drop back down again and asked for and so we're rich a challenge for our business why is it a challenge because the people who were part of the recovery process me
guess what
we're retiring were levy
so we have to put in those programs to focus of new talent so they all were they to warm the lessons of the past is very important to an organization to understand past behaviors
so they could they can avoid it
history repeats itself is that correct
retires be seen this before this happened in the past
this is an example of that in earshot performance indicators are just very strong
top
this is a top god index for tom
here's a medium here's for two years or yours or are we are approaching
ah pork chop off of performs index four for want of plants
so we're getting there were we we we made our recovery so
i tackle what about this in the past bomb feel we have a demographic profile that matches industry profile we need to have an impact on knowledge workers so we put together the integrator work force by a process that we actually shared with the world
i encourage you to do uses to all your organization's we built in knowledge risk assessment for the whole annex middleton knowledge capture that all men are tensions developments we put into it performs measures are we are we gave you the results of the law i've heard you think about using this toll as you move for to make sure that you understand who was each of these cooperation your organization and how are they alive
the worst thing to happen is if you work in silos
you on this piece
she owns that case
he owns this case
and they're not talking
you've got to work to give yeah that the committee to come together
on
give the talmadge recall what you want knowledge management you wanna come together and work for berlin together to your accomplishing the mission of the business we also have the hiring of all the law
this model six
it every area of public area poverty here's what it says to employees
we care about what we look like for our future hiring develop mata hari our future is important
we are plans focus on work force planning initial target hires performs management training development for rewards of these compensation benefits
and metrics inky performed syndicators well we're saying is that we are all these they have seventy nine eight percent of our town come for pipeline programs that is a goal not actual
about ten to thirty percent will come from the outside of paris lot most people were in the van through initial training major stern says i'm moving to higher level positions of watson won a big springs from operations to engineering to make dad's advice aversion what about all people horizontally and are quite
we have this model every weren't why
when the impala our water okay to assess us in two thousand and eight we're in recovery we have this model
they just they just looked at okay we see lucy that law
came back
two years later two thousand ten
five years right yeah bomb
and out okay we see you have a lot better
you're still use in and they came back into on deaf ears back versus two thousand now
the two thousand level they came back okay you're using the lay came back in two thousand and thirteen
after four
a bomb six years of using this model for assessments the filing city alive
you might be doing something good here
it changes it wasn't the flavor of the mob
we've been through reply at almost four plot evaluations six years we're still using this for approach
so the message behind that is do not come up with the flavor of the day approach
something you did today 'cause it's sexy sounds good
how great
you've gotta come up with your strategy and stay with it
the g. jacket adjust your strategy but don't change it because it sends a mixed message to the employees into the organization so just think about that this this is a belt around for almost a security guard seven
our eye
so let's talk about selection
i said that we have a composite at competency de selection process anybody ever omen juror will mature competencies
so it's a bit civil law old
organisation
that has sixty eight competencies bob that men are focused on confiding in history sixty eight of them have a highly got to that number
it was a bar the process though we use of those competencies would have ten leadership competencies that we have another half a dozen individual cop and c.'s we stole act based on those competency so here's my message to you not a teacher this go about global warmonger competencies
what they're for this block f. y. i.
and look at it
it will help you understand particularly which almost talked about earlier about competencies organization copper essays courier individual competencies because here's the number one thing we look for it's not compensated based on top of c.'s warrior named agility
the ability to war is the most important factor we evaluate against we're making selection
think about that
we wanna know mauritania one skill you are you going to college we need you got good grades you've demonstrated for fishes in college so now we're gonna find out you have
the right behavior all expectations to work in our plants
and you have a word in jewelry i know where you from your mistakes there's a good example would you hire somebody who keeps getting arrested
they keep getting in trouble you keep going out fighting for a while now
now they got arrested was that the laundromat they went through all the programs and other teaching people to do things so they don't get arrested
that very morning from their mistakes those are very important because these are the people who will were affectively well the job have and have a faster learning curve

okay so we have
the dollar acquisition committee we look at every day to see how we raid against these factors that have you got a lot of them go on to look at this point
we wanna make sure that is a vacancy we're gonna fail
wow factor our knowledge century tension strategies are as a cop with their retirement center tricia productions
i've given up for instance was a wise is import
but the problem may lose and alice
the war
are the vacancies for the future there in a man's as crack technicians operations is operators in engineering
i mean you that they could see
over to engineer so i have my pipe why
protecting your pipe lines because they'll fill other roles where robl to let out was a priest who still leave later on so when you die what everyday casey against our for our region are projected retirements in arcadia are gaps
c. airport and we can possibly are positively affect them in the long term we do that as a senior leadership team
these are the vice president and directors of the plant
they are making those decisions that is an h. are we facilitated they said yeah i look at every day to see every selection in the evaluated c.'s carter did nature it's the right thing
i give this to us it's older think about sir you're using your staff and processes was easily to be effective in knowledge management are right
wow
how was work force by owing to how this fall into jobs collection
our modeling our staffing projections are behavioral based their view and be proactive our knowledge management we use it effectively on selection
we if we have the knowledge gap in an area
can i do his job losses alice palmer use s. law has been member budget sir ricardo we'll have all these positions you can give everybody
norman fill that knowledge gap ordered me to understand what's critical
we have a power even fella
priceless talk about that process
so
yes brasher zhou how close did we do for people
ross s. and technology
so these are things that he could do these are things we'd be out on his show you were ill wife examples of what we get for each of these categories we put in new hire orientation program one week law
forty hours and the alarm about the leadership of law the whereabouts debtors expectations they learn about the culture of the business we all want them working for us to us understand how we want them to work
we have a way to establish employee now workgroup caesar employee if they're niggers would have won and maintenance operation engineering r. p.
radiation protection sorry the bomb and we have adjusted general professional and user or new employees come together in the collaborate work together the shirts burns's
a helpful if it helps with keeping them better for a formal lantern program willing performance standards the company goals s. financial goals
we've set of eyes people on a performers air i told everybody goes through systems class
no we we observe him camaro leadership model that books some people such as the people
processes which charges of process improvement we're revising our per se years we were not about to benchmark game
and we implement all its risk assessment of our processes we put together not inexhaustible us that the good descriptive
and by late
it could share one man we fix your car are kept our collective action program we digitize jury engineering no books
and
you put a search engine against those robots are now when you have a problem they can go ahead and put in some key phrases you will search for the back to injure no books in all the other day basis we have to really come altogether using a messenger toll to take half to look at that information and everywhere to rob while we have this blazes show we're alive
current situation we call up high caliber information
i think they forgot what the stand for review it bob would show all the staff supplies work what's going on and reactor geoff butcher wrote to all the pomp of school inauguration real life data showed ahmad years route the side because our focus is to generate
safely unofficially general what jersey for long terms were focused on the plant
so we're alive examples of how do you people process technology
i saw unwary view this with you again
the reason lottery is with you again is because the next thing i'm ratio use hotter week closer palmer a big gap it's going next per worker at than a cop one worker knowledge management poverty is focused on
for it or pipeline programs are all morning programs are training programs are development programs on the job training and then
risk assessment close this gap
so why all this is knowledge management the next piece of katie i'm michelle you is just this piece

so we have a guy
mrs o'leary guy
i'm on knowledge management for our entire company
and it says what is a chart you would provide consulting services
we manage the wrist process for the organization
we provide expertise of hard and we're great risk assessment centre work force by the process so h. r. support civil we don't do the risk assessment i'll show you vote for the second areas
to look at this
this is what age are business partners do
nay column a charm managers in your organization
the start the process with the leaders may review the process and they get the beget actions because we track of the law couple we're just so we're at the arrows employees they knew all the actions
see that
this is a charge on it a week facilitate the conversation the leader and the employees there are the ones or had a conversation
think about that processing you'll have is available again
we have a chart director symbolic is he's given up a new we're riley's plans against the executive leadership we wanna make sure that the plans of them were the people of an idea of irony the right ones
to the plan said that you got chronic racks
and then file on a platter down to the group the actions taken so we're at talk about some plans so in essence also in our guide
we have our form now we'll walk activity we have our knowledge transferred retention sort of she'd had talked about earlier
no we have our own portal page you have to vote for a page in appropriate to have her model has all of our souls of information
let's talk about our process very very similar to the t. v. a process with the exception of one flying the job difference
we evaluate based off of unique
incredible molecules are two scales are show that to the second
so
we have unique factor
you're critical factor
there is no position factor of poverty
why is that the case
because
i'm sorry your place thousand employees of my replacement
that is half my employees of bear with us for less than seven years
yeah they become experts
so we wanna make sure we identify them and we have plans to ensure that they decide to go to someplace fancy like intel are ya who are you all are more all were advised by the way out we've got that
they only in the process is saying we had a wee hours s. occurred knowledge you will find ways to extract it
we're undeveloped implants and no remarks of the action plans
same process just a geographic
you can uses graphic if all those process now like this no matter
memorized all your earlier
many engineers why did you just more points they were losing sight
and we knew that they charge people who were system where no good at math so we can multiply very effectively well
so you laugh that if so we don't do math would just say
what's unique this factor what's up of equality factory of definitions and we will be an artist
how the scales go down work instead of upward ruse awhile
we purposely designed it this way
the guys
people think the most critical people are your best performers
so they're in the high performers remember that nine boxer showed you
iraq's he has on top
we learn very quickly the people that
oh
in order to you have any empirical knowledge must be your best performer all i have news for you that's not what we found out
we found out particular use some are engineers here were the most growth b. s. looking people you want to be all well
right
there might tell you what they have
so sometimes your worst performer is magic you may lead to the mid may be the person has a unique or medical logs and they know
so that you wanna work on the leadership pieces of so we thought it on purpose just so when people saw this
a unique way to performance is is not related
they're similarities but they're not related
so we say
how my bureaucratic not alienate the salon me give you the definitions for each of these
uniqueness
we take this to a new science

the doctor was just one definition for unique

i am low uniqueness knowledge is documented all by more than one person's very simple
that's unique
net or wrote back in it or not is not document
an existing in your department
all our calls for your organization
however there's available it's available elsewhere in the industry so it may not be document
does exist your department or else for the company and you can get in the industry so listen what they can be done here
and finally
god is not back man does not exist in your department are in your also ministry for the business employing you possesses knowledge is considered an expert
we put definition vi mi yes these degrees of uniqueness
whatever they're on the tv a definition is enough

there will i get paid
let's now we'll look at a critical factor
these are very very similar to that of the critical factor by the agency of buying them by the molly's by te da
common knowledge
important systematic knowledge mission critical lawsuit was the son of an impact organizations israelite on operation but that sounds just like a deviate and it's a deposition will wait is nice to see you need is part how the definition of that specificity tour
that's all you get
here's what we thought were show you some examples of what we did that is result of joy was over over many many years now so we read like a guide to print a ferrari amy
which is greco party being witches this is important and piracy which is on a bench time that we get some definitions to those
here's how it got two thousand and ten start the process of two thousand and forty seven percent of our people
we're in a man's nineteen percent for an opposite bravo bravo only reengineering radiation protection refrigerators right victoria affairs and fire protection we have our own part harmony poverty of the guys know that
we are on fire trucks we have our own firefighters are on fire engineers because we're so far out so big we can't wait for the city and state are some newcomers onto a committee is it transformers to movie
the transformer movie other guys are thatcher were notified try to attract firmly
yes we all met now we bought casualty fukushima that thinks it's in our in in our rogers it's huge
if the houses side that they cab of the size of this room but the reason we bought that is because as water can they can shoot all long ways away and that's all you got that truck was because you're uses recording soul just works out
i think the people bought and i think at this fascination transformers is like that they said they got a video by w. in iraq
so two thousand thirteen
look at look at what we've got here not going ah norris were don't have anybody in maintenance in here all the sun
we have other groups in your refrigerator to what happened to me that's
why not anybody with critical are herb is aboard knowledge and maintenance
interesting question right
because we were charter a process in army is organization which called the geisha matrix is remember i told you some of the sites have got to call matrix is no looking back or the walls i mean how may people have 'em in what i might lose those walls that that it's very very nicely in the means for musicians and maintenance is gonna call the geisha makers your calls from people have ears like the velocity of them would be alex
very unrest in process we that this from from seminal free and from diablo canyon
so here's a summary of our data
larson numbers don't change too much do that
that means i'm keith i mean people are we have
two things the cuban people of the comfortable knowledge
more clearly we're going all lousy job of the plans yes but when it begins
ordered all lousy job of the plans all talk about that
now
we also look at this is a had a jest views and we just used
the position factor with the two critical factor the way the tedium all work
instead of having thirty six people two thousand and i'm here with a band like eighteen
so we expanded the group
because we happy without people some neil's father under example i forgot to close chile in your example on you had another twelve or fifteen people who had the chronicle knowledge was in the hallway
yeah we've lived with that very same thing you felt just on earlier
and so that's why we wait we use retirement as a priority center
if somebody has unique or chemical knowledge of an organ retire next couple years afterwards why in a primary
and work out much faster so here said that by two thousand fourteen hours mazes all one zero
those were we've got immaculate been a larger numbers you're wearing giguere
no surprise right
operation is very low
look at your work management very high in repertory affairs
there are a unique areas that's why those numbers reflect out why she did steadiness and get an idea an effort to worry you find those those gaps
so here's our challenges
croatian of transferring chronicle may knowledge in support of operation loves loves is related to zack and we're having a hard time for lady met with the business to delay the motivate opera leaders to do the work
it well what about the soviet leaders do their job
the jury didn't want to see still don't wanna do this but jane's all of mine from later gentlemen the action plans as their plans was a pleasure by establish follow through on appliance
if oliver out of the technical detail indicating our plans are being transferred so militia is one point that that the name
there
position is operations ita knowledge
self capture simulations job shadow municipals are raised well look what the finance
our plan is to give to somebody else that transferred to another alice in other departments
is not a knowledge management plan
so when you do this in you find out
i got this problem i'm not so yo what some are probably in this guy who deal with that is not an action
here's the plan for an engineer that the leadership was say aha we can measure the completion i've taken out the names of people see him see them
there's a plan for somebody in security programs all different things that they know
and here is a good plan intervene can play dead and online activity they got all identified all the stuff you're gonna take that's an example of it why
and finally we got smart with bodies in yellow we need we need executives to sign off on us so we have executive signature on the beginning of a process in at the end of the process
so finally away as our process for chacon jest
we look for work first time projects is we identify are at risk employees who would like it back to our workforce my rightful tombs of priory based on what to reach our men
with interaction plans were established the walls an action plan to remind her that is our process
simple process
for knowledge treasury tension
they got they got to happen for three thirty
in a day the folks back home so i say i'm set fires allow last presentation for the copper and so i called because he has
questions
oh
what
that ari this was a very good presentation the clothes so many plants and the minute state simulator that going through this this
you know seesaw this is often down of operating verbal bombs at dayton what would your wallace to implore rating during this period to ah and yet you don't own i got on start we went to drop all eight to wobble before noon
our alvarado shut down no
well we're back up to what we would use it as an example going reactive to proactive you know this is the beginning they were reacting to all i'm losing people all and i'm having trouble with that your outages i'm having trouble with the available the now it's like everything that can ever happen to those blood pressure or you know about that i should be doing something by relatives waiting for to happen and taking five years of you to
to some in about that you arrived at battalion
but it plummet

thank you for your presentation you mentioned that and some of the casino money jess arguing do with it at all to retire i you conduct in the succession plan to sell and trade means a lot out joe thank you for that question so i
so that one of me
we now have
for five
human resource business partners by this guy in the last many years training
so now i don't do this anymore i'm dennis in a year
they're going
so in fact
unlike give back the ice vases next month revel what tomorrow
and there it tell me
what they're going in there and do very give me a class liking for take them
on their ability to teach others
so that's exactly what i've got so called me i started it nearly six months ago
with that
if he goes he may yeah all over the drug is not going to have evolved
what a lot to learn is always the new york human resources group
so that organization not the tow company ever saw bob serbs
and that's important because we have this as partners that battle for facts that size seven or eight chart people they're a bunch of all
and even with this if not we who have coffee and get back at the glove
none