Remote Operations / Pob Reduction
In Epsis we have assisted clients with remote operations / Personnel On-Board (POB) reduction for more than a decade. These types of initiatives are also currently in focus, as new technologies allow for new ways of working – we can now basically work with anything from anywhere. Still, there are critical activities that cannot be moved from one place to another – either for HSE reasons or due to lack of or too expensive technological solutions to make remote operations or de-manning possible.
In Epsis we us a methodology that look at tasks as opposed to positions when assessing the feasibility of remote operations. By combining tasks from several positions, new positions can be created, allowing for the overall head count at remote sites to be reduced. To make this possible, competency, cross training, roles and responsibilities as well as position description need to be addressed for successful outcome. Frequently, this results in new or revised operating models that are leaned and have higher efficiency in use of resources.
Our projects are based on the work task analysis – more known as the CORD/MTO methodology. This methodology was developed by the well-known Norwegian R&D companies IFE and Sintef. It has proven to be very effective both in the energy and in other industries when it comes to change management and operation model development. The analysis has been performed on a number of assets on the Norwegian Continental Shelf over the past 15 years. Epsis has broad experience using this methodology both domestically and internationally.
The analysis consists of three parts. In the first part, we conduct interviews of key stakeholders to map and analysis of tasks. This includes detailed mapping of work tasks with activities, time spent on activities, roles and activity participants, and will typically result in suggestions for improvement. In the second part, we conduct a functional analysis, this gives basis for re-allocation of tasks between remote site and central office, In the final part, we discuss findings with key stakeholders, adjust based on feedback and make the final recommendation.
Typical deliverables are:
- Define and staff positions onsite / remote – based on re-allocation of tasks
- Definition of roles and responsibilities
- Competence requirements/ cross-training needs
- Digital enablers (technology plan)
Contact us to discuss this in more detail or to get a proposal for how we can assist you in your endeavours to improve remote working.