MAP-01-011 HFI Technical Guide - Human Factors Integration ...

MAP-01-011 – HFI Technical Guide (STGP 11)complements and will assist DPA, DLO and FLEET-NPS in decisions about thevarious system options.Complement validation is an iterative process based on the use of systematic ormathematical modelling that is continually refined in parallel with systemdevelopment. The mission requirements form the top-level structure of eachcomplement model with operational scenarios used for particular model runs.The task synthesis, role definition, job design and team design each provideinformation about the numbers and types of personnel required to operate andmaintain the system. This information is combined for each system option toexplore complement size and structure until an agreed Scheme of Complementis defined by FLEET-NPS. Complement size will affect platform and workspacelayout, habitability, environmental and health and safety design issues.Complement modelling and validation is utilised from the Concept phase of theCADMID cycle through to the In–Service phase and requires FLEET-NPS andsubject matter expertise.It is an intensive process requiring careful attention to assumptions, collation ofdata and sampling of operational scenarios. It is mandatory for new platformsand complex systems, manning estimates also need to be assessed duringplatform modification and equipment refits.• Advantages• Complement validation leads to a reduction in whole life costs.• Validates the human element of the system against the actual workload tobe conducted.• Assist in decisions of system options.• Disadvantages• Complement validation is an iterative and resource intensive technique thatrequires support from a wide range of parties during its application.A3.8.2Job DesignThe purpose of job design is to ensure that the tasks and roles allocated to a jobare appropriately structured and achievable and encompasses combination oftasks and roles to form a job that can be performed by an individual.New jobs cannot be created as a by-product of the systems design processwithout FLEET-NPS involvement. The Branch structure and the definition of jobsare a FLEET-NPS responsibility. Whether or not the Branch structure changes,existing jobs may be radically changed and significant new components may beadded as a result of the introduction of new technology and work practices.Whatever the impetus is for job re-design it is important that the jobs affected areproperly structured and achievable. The role definition provides the primary inputand the target audience description will contain details about current jobs. Whenit is clear how jobs could be restructured various work organisation strategies areMay 2006 Page A3-68 Issue 4