Train, Mentor, Qualify (TMQ) program results in annual savings in the millions

A case study on training

Energy company standardizes training and mentorship programs for operational improvements and reductions in HSE incidents and expenses.

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The Challenge: Exit interviews revealed gaps in training

An energy client ran a fraction facility with an outdated, ineffective training program for their operations and logistics teams. The client was experiencing a 35% turnover rate, which was 20% higher than the industry average of 15%. Exit interviews revealed the primary cause to be operators did not feel safe at the facility. Despite offering above-average compensation, operators were opting to move to other organizations. The lack of formalized, consistent training took a toll on HR, HSE, and operational efficiency. 

Elevated rates of Incidents impacted not only the operators but also production and workflow as machines have to be shut down, inspected, repaired, or potentially even replaced. The environmental implications included potential spills and leaks, which further inflated the cost of incidents that could have been avoided if the operators had been more confident in their roles.

It was time to revamp the training program to ensure operational excellence and improve the morale and safety of operators and logistics team members.

In terms of the training program itself, it was outdated and wasn't initially designed by trainers. Historically, supervisors designed it and employed old training methods, such as informal job shadowing. The training was not current with the applications for adult learning and in-the-workflow training.

Consequently, it could take years for a new operator to reach the level of competency required for their roles.

The average cost of turnover per employee in the oil and gas sector is 1.5 times their salary. With a 35% turnover rate, the company was spending close to $14 million with an average of 85 employees who needed to be replaced.

The Solution: A Formal Train, Mentor, Qualify (TMQ) Program and Road Map

Upon completion of a training and audit content, Innovatia was able to present the client with recommendations and a road map of solutions and their implementation. We introduced a Train, Mentor, Qualify (TMQ) training program that established formality and standardization for training consisting of templates, activities, and guidelines. We designed and developed 38 sets of electronic guides for the Training, Reference, Mentoring, and Qualification elements.

Operating manuals

Provide reference information describing systems & equipment, specifications, process flows, & process controls.

Training guides

Provide Operator self-study activities and quizzes.

Mentoring guides

Provide standardized mentoring processes and requirements, including OJT checklists, field assignments, and teach-back components.

Qualification guides

Present testing and proof-of-competency activities to ensure Operator readiness to work independently under both normal and abnormal operating conditions.

Results & Impact

Upon deployment of the new, formalized Train, Qualify, Mentor (TQM) program, operators were qualified as competent within months versus years. There was a reduction in safety incidents occurring at the facility. As a result, the client had fewer operators and equipment out of commission, and operator turnaround dropped from 35% to the industry average of 15% because they felt more confident performing their duties. These outcomes translate into an $8.2 million annual savings for the client.

The TQM solution provided additional value in its scalability and reusability. It served as a road map for other sites, expanding its impact on time to proficiency, reduction in safety incidents, and cost savings to multiple locations. The trickle-down effect of the TQM solution of fewer safety incidents also meant improved risk mitigation for environmental factors.