Publications

The daily conduct of high-risk, high-consequence work, by its very nature, can be mentally demanding. Research demonstrates that failure to manage or mitigate these demands can degrade psychological well-being and mental health. Degradations in employee well-being impact individual performance, jeopardizing safety and mission success in the workplace. This Commentary describes efforts taken at Sandia National Laboratories over the past eight years to evaluate, understand, learn from, and mitigate factors such as stress, burnout, work-life imbalances, and disengagement in the workplace that can degrade employee well-being. After evaluating these four facets of employee well-being, Sandia National Laboratories initiated several programs to address observations and outcomes, including the Thrive program, the Take 10 Initiative, work-life balance resources, employee resource groups such as the Sandia Parents Group, and Workplace Improvement Networks. Collectively, the intent of these programs is to ensure employee mental readiness to conduct hazardous high-risk work effectively and safely. Preliminary data suggest that these programs are succeeding. Other national laboratories and organizations, regardless of size, may wish to apply similar approaches to improve employee well-being and thereby increase the likelihood of mission success.

Dr. Judi E. See, a Systems Analyst and Human Factors Engineer at Sandia National Laboratories, reflects on her experience conducting NDT research in a male-dominated environment. She emphasizes the importance of persistence, flexibility, and persuasive skills in overcoming challenges, ranging from gaining access to test sites and equipment to building trust with inspectors. She shares her personal experience of navigating professional situations where gender disparities were evident, highlighting the need for women to adapt and overcome obstacles in traditionally male-dominated settings. See's journey demonstrates that perseverance and ingenuity can lead to significant contributions, process improvements, and recognition in the NDT field.

The Human Readiness Level (HRL) scale is a simple nine-level scale that brings structure and consistency to the real-world application of user-centered design. It enables multidisciplinary consideration of human-focused elements during the system development process. Use of the standardized set of questions comprising the HRL scale results in a single human readiness number that communicates system readiness for human use. The Human Views (HVs) are part of an architecture framework that provides a repository for human-focused system information that can be used during system development to support the evaluation of HRL levels. This paper illustrates how HRLs and HVs can be used in combination to support user-centered design processes. A real-world example for a U.S. Army software modernization program is described to demonstrate application of HRLs and HVs in the context of user-centered design.

An analogy is drawn between the study of human behavior and the study of plutonium to demonstrate that soft and hard sciences are more similar than different, making the distinction moot and unproductive. The studies of human behavior and plutonium follow a common scientific research cycle that aligns with Thomas Kuhn’s views of scientific change. This common research cycle provides evidence that the thought processes and methodologies required for success are congruent in the soft and hard sciences. The primary implication from this analogy is that scientists in all disciplines should eradicate the distinction between soft and hard sciences. Focusing on similarities rather than differences among researchers from different disciplines is necessary to enhance collective intelligence and the type of transdisciplinary collaboration required to tackle difficult sociotechnical problems.

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The Human Readiness Level scale complements and supplements the existing technology readiness level scale to support comprehensive and systematic evaluation of human system aspects throughout a system’s life cycle. The objective is to ensure humans can use a fielded technology or system as intended to support mission operations safely and effectively. This article defines the nine human readiness levels in the scale, explains their meaning, and illustrates their application using a helmet-mounted display example.

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The Systems Analysis & Decision Support (02150) group completed a review of the research literature on workspace and office design in 2016 for the Asset Management Department (04853). The goal was to characterize results and lessons learned from existing research to understand the effectiveness of current workspaces at Sandia National Laboratories and inform guidance for future workspace design. The study team reviewed 96 documents, published primarily since the year 2000, covering a range of factors associated with workspace design - workspace costs, acoustics, collaboration and privacy, generational preferences, employee health, performance and productivity, organizational retention, and workspace satisfaction. The research literature consistently highlighted the relative deficiencies of open-plan office spaces as compared to traditional private enclosed offices for knowledge workers. While open-plan offices can provide some cost savings, they may not be cost effective in the long term due to future hidden costs incurred by degradations in employee productivity, increased attrition, and increased sickness absences as well as any post-construction modifications needed to resolve emerging workspace issues. The chief deficiencies of open-plan offices include lower levels of employee satisfaction due to reduced visual and auditory privacy, increased interruptions, distractions from irrelevant background speech, less physical space, and more ambient noise. The drawbacks reported in the literature tend to outweigh any benefits associated with potential facilitation of coworker interactions and collaboration. Key suggestions identified in the literature to guide and optimize workspace and office design are provided.

The Systems Analysis & Decision Support group (2150) at Sandia National Laboratories (SNL) led a study from 2015 to 2017 to investigate the utility of various options to achieve systematic and comprehensive incorporation of the human component of a system throughout the product lifecycle. Although technology readiness levels (TRL) are widely used in the systems engineering process to address technical maturity throughout design and development, a comparable technique to estimate the readiness of a technology for human operator use is lacking at SNL. The present study was designed to investigate the utility of a human readiness levels (HRL) scale to complement the TRL scale for the types of nuclear deterrence work conducted at SNL. The study team conducted 24 interviews with 26 individuals to (1) understand the extent to which current baseline design and development approaches at SNL incorporate the human dimension and (2) estimate the utility of various options to fully incorporate the human element in SNL work. Results confirmed that current processes do not manage the human component of a system systematically or comprehensively across programs. Although multiple options were seen to have some utility to address this shortcoming, an approach combining human readiness assessments within the existing TRL scale was perceived as relatively more useful for SNL. The study team created a proposed path forward to progress from the current ad hoc, reactive approach to a systematic, comprehensive, and rigorous approach characterized by full consideration of the human component of a system within and across programs and throughout the entire product lifecycle.

A controlled between-groups experiment was conducted to demonstrate the value of human factors for process design. Twenty-four Sandia National Laboratories employees completed a simple visual inspection task simulating receipt inspection. The experimental group process was designed to conform to human factors and visual inspection principles, whereas the control group process was designed without consideration of such principles. Results indicated the experimental group exhibited superior performance accuracy, lower workload, and more favorable usability ratings as compared to the control group. The study provides evidence to help human factors experts revitalize the critical message regarding the benefits of human factors involvement for a new generation of systems engineers.

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A controlled between-groups experiment was conducted to demonstrate the value of human factors for process design. Most evidence to convey the benefits of human factors is derived from reactive studies of existing flawed systems designed with little or no human factors involvement. Controlled experiments conducted explicitly to demonstrate the benefits of human factors have been scarce since the 1990s. Further, most previous research focused on product or interface design as opposed to process design. The present study was designed to fill these research gaps. Toward that end, 24 Sandia National Laboratories employees completed a simple visual inspection task simulating receipt inspection. The experimental group process was designed to conform to human factors and visual inspection principles, whereas the control group process was designed without consideration of such principles. Results indicated the experimental group exhibited superior performance accuracy, lower workload, and more favorable usability ratings as compared to the control group. Given the differences observed in the simple task used in the present study, the author concluded that incorporating human factors should have even greater benefits for complex products and processes. The study provides evidence to help human factors practitioners revitalize the critical message regarding the benefits of human factors involvement for a new generation of designers.