In the October 2009 issue of Structural Engineer, we discussed four key steps to the Software Error Reduction Plan, or SERP. That article focused on the first step: Selecting a “champion” for each program. In this article, we will focus on the second step of the SERP process: Educate your engineers, create a training plan.

When learning a new analysis/design program, there may be some similarities to other programs, but also there are likely some significant differences. Many times, engineers like to play around with the program and try to get a feel for it on their own. They might read through the manual or ask others in the office for suggestions.

Using these methods, an engineer might become competent with the program over time. But, direct instruction from a trainer could allow the engineer to use the program to a higher level in a shorter time frame and be more proficient in its use. Very likely, time and money could be saved by having the trainer demonstrate the most effective ways to use the program upfront.

Create a training plan
Although each software vendor offers its own direct training, there are other training plans that can be implemented in your office, utilizing the software champion and others that are knowledgeable about the software.

Train the trainer — While each engineer who uses a program should be trained in its use, it is most important to train the champion for that program. Once the champion is fully trained to an advanced level, that person can be responsible for creating a training plan and training materials to provide additional training to other staff members. Champions could attend advanced training courses provided by the software vendor or a qualified third party to achieve the level of knowledge needed to train other engineers in the office.

Certification training — Certification training can accompany the introductory training completed by each engineer as they learn the program. Certification training provides a mechanism to verify an engineer’s understanding of the program, ensuring that each has at least a minimum level of competency with the fundamental use of the program. This may include design criteria, modeling methods, analysis results, and an understanding of limitations of the software. One way to achieve this is to develop a sample building project challenge for which the engineer must use the software to model, design, and provide results. This sample building may include a variety of systems commonly used by the company. In addition, the champion could conduct a one-on-one session to review the model produced by the engineer and to provide useful feedback.

Manager training — Not every engineer in the office needs to be trained to the same level of sophistication in the program. People who rarely use software may not need to learn the best practices for creating a model, but they likely need to have an understanding of how to check and verify design criteria and results. They also need to know how to create different types of output and to understand program’s limitations. The champion should work together with the managers to determine the results and validations that are critical for them to perform to ensure accuracy. Using this information, the champion could then create a specific training program for managers.

New version training — Typically, insufficient time is spent comprehending the impact of changes made to software programs for a new release. Companies should designate one in-house person (typically the champion) to investigate and fully understand changes in updated versions of software, as well as their impact on process and outcomes. Subsequently, this person should create a training program for other engineers in the office.

In summary, educating your engineers on the software they will use is important in helping reduce the risk associated with using design software. Although software vendors offer their own training, in-office resources can also be used to meet training goals. Keep in mind that learning just one new best practice during a training course can increase productivity and make the training worthwhile.

In future articles, we will talk about the third and fourth critical aspects to your SERP — reviewing and creating processes and procedures and performing internal review of models. Please contact us with any questions and also refer to our new technology website www.findyourtechnology.com

Lisa Willard, P.E., and Brian Quinn, P.E., are with SE Solutions, LLC — a firm dedicated to helping match top-notch structural engineers with great companies and unique opportunities. They formerly worked for a combined 21 years at RAM International/Bentley Systems and can be reached at lisa.willard@findyourengineer.com or 805-482-8436 and brian.quinn@findyourengineer.com or 616-546-9420, respectively.