1、IEEE Std 845-1999(R2011) (Revision of IEEE Std 845-1988) Approved 26 October 1999 Reaffirmed 16 April 2012 American National Standards Institute Abstract: Guidance for evaluating human-system performance related to systems, equipment, and facilities in nuclear power generating stations is provided.
2、Specific evaluation techniques and rationale for their application within the integrated systems approach to plant design, operations, and maintenance described in IEEE Std 1023-1988 are summarized. Keywords: design, human-system performance, integrated systems, maintenance, nuclearpower generating
3、stations, and operation The Institute of Electrical and Electronics Engineers, Inc. 3 Park Avenue, New York, NY 10016-5997, USA. Copyright 1999 by the Institute of Electrical and Electronics Engineers, Inc. All rights reserved. Published 28 September 1999. Printed in the United States of America. Pr
4、int: ISBN 0-7381-1745-5 SH94756 PDF: ISBN 0-7381-1746-3 SS94756 No part of this publication may be reproduced in any form, in an electronic retrieval system or otherwise, without the prior written permission of the publisher. IEEE Guide for the Evaluation of Human-System Performance in Nuclear Power
5、 Generating Stations Sponsor Nuclear Power Engineering Committee of the IEEE Power Engineering Society Approved 26 June 1999 Reaffirmed 16 June 2011 IEEE-SA Standards Board _Notice and Disclaimer of Liability Concerning the Use of IEEE Documents: IEEE Standards documents are developed within the IEE
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22、l use is granted by The Institute of Electrical and Electronics Engineers, Inc., provided that the appropriate fee is paid to Copyright Clearance Center. To arrange for payment of licensing fee, please contact Copyright Clearance Center, Customer Service, 222 Rosewood Drive, Danvers, MA 01923 USA; +
23、1 978 750 8400. Permission to photocopy portions of any individual standard for educational classroom use can also be obtained through the Copyright Clearance Center. Copyright 1999 IEEE. All rights reserved. iiiIntroduction(This introduction is not part of IEEE Std 845-1999, IEEE Guide for the Eval
24、uation of Human-System Performance inNuclear Power Generating Stations.)This introduction provides background on the rationale used to develop this guide. This information is meantto assist in the understanding and usage of this guide.Human factors engineering has been a part of nuclear power plant
25、design, construction, and operation fromthe industrys beginning, although not under that name. (For example, see H. L. Parris, “A Review of HumanFactors Rb) Testing design or operating approaches for adequacy;c) Comparing alternative designs or configurations; ord) Evaluating the maintainability of
26、the system.This guide is for use by personnel who are familiar with the concepts of formal human factors analysis, butnot necessarily familiar with the details of specific techniques.1The numbers in brackets correspond to those of the bibliography in Annex A.IEEEStd 845-1999 IEEE GUIDE FOR THE EVALU
27、ATION OF HUMAN-SYSTEM PERFORMANCE2 Copyright 1999 IEEE. All rights reserved.2. DefinitionsFor the purposes of this guide, the following terms and definitions apply. IEEE Std 100-1996 B2 should bereferenced for terms not defined in this clause.2.1 human-system interface (HSI): The interaction between
28、 workers and their equipment. This interactionrequires information to flow in two directions. The system provides status information to the user, and theuser provides control information to the system. Used in other texts as man-machine interface (MMI),human-machine interface (HMI), human-machine sy
29、stem (HMS), and human-computer interface (HCI).(For further information see IEEE Std 1289-1998 B5.)2.2 system development cycle: The life cycle through which a system is developed, which consists of thefollowing:a) Concept development;b) Design;c) Test and construction;d) Operation; ande) Maintenanc
30、e (see IEEE Std 1023-1988 B3).3. Evaluating human-system performance3.1 GeneralTo evaluate human-system performance, the evaluator needs to recognize that human performance is integralto system performance throughout design, development, testing, operation, and maintenance activities.Therefore, huma
31、n performance is an integral part of system performance evaluation. Human performance isinfluenced by many factors. For example, environmental conditions; organizational design; training; andphysiological, perceptual, and cognitive processes all influence human performance. The evaluator canapply va
32、rious measures and evaluation techniques to formally evaluate the performance of people on tasks ofinterest.There are several considerations that are associated with evaluating human-system performance. Theseinclude the following:a) Selection and implementation of the measure and technique;b) Analys
33、is and interpretation of human performance data;c) Measuring cognitive processes;d) Generalizing from experimental studies; ande) Establishing meaningful performance criteria for some tasks.A comprehensive approach to human-system performance evaluation will require attention to theseconsiderations.
34、 This guide includes brief discussions of selected considerations as they relate to theperformance evaluation techniques recommended here. For a more detailed discussion of potentialconsiderations, see ANSI/AIAA G-035-1992 B1.This guide describes human-system performance evaluation techniques that m
35、ay be used to support thesystems design approach described in IEEE Std 1023-1988 B3. These evaluation techniques include paperand pencil, observational, expert judgment, and experimental techniques. Human factors design analysestechniques (e.g., mission, function, task, and link analyses) are not in
36、cluded in this guide, but are describedIEEEIN NUCLEAR POWER GENERATING STATIONS Std 845-1999Copyright 1999 IEEE. All rights reserved. 3in IEEE Std 1023-1988 B3. Human factors expertise is desirable when selecting and applying appropriatehuman-system performance evaluation techniques to avoid the use
37、 of inefficient or inappropriate techniques.Descriptions of the type of data obtained from each technique, cost considerations, and other useful decisioncriteria are included to guide the user in incorporating human performance evaluation in system design.3.2 Evaluation conceptsHuman-system performa
38、nce evaluation requires the evaluator to select appropriate measurement techniques,collect the data, and analyze and interpret the results. The selection of appropriate measurement techniquesdepends on the purpose of the overall evaluation and other practical constraints. Within these limits, differ
39、enttechniques exist that will be more or less suited to particular situations. This guide contains information forthe selection and application of human-system performance evaluation techniques.To interpret results, the evaluator should specify criteria for judging the acceptability of human-systemp
40、erformance. Without some form of acceptance criteria, the evaluator has performed only measurement, notevaluation. These criteria may be informal (evaluators opinion regarding the acceptability of theperformance) or formal (establishing specific criteria related to the measurement; for example, oper
41、atordiagnosis within a specific time limit). Other performance criteria may also be appropriate in the overallevaluation (e.g., maintaining an adequate margin to a safety function in the operation of the plant).Ultimately, the selection of appropriate criteria should be established in the context of
42、 the overall systemdevelopment process, including project goals and constraints (see IEEE Std 1023-1988 B3).3.3 Characteristics of human-system performance measuresThe characteristics described in 3.3.1 should be considered when selecting evaluation measures that bestreflect meaningful and measurabl
43、e aspects of human performance. This is not a complete list, but representsthe major characteristics that should be considered when selecting techniques. For a detailed discussion ofcharacteristics, see ANSI/AIAA G-035-1992 B1. The application of specific evaluation techniques isdescribed in 3.4.3.3
44、.1 Characteristics associated with selecting human-system performance measures Acceptability: The degree to which evaluators at all levels agree on the use of the measure. Accuracy: Minimization of measurement error. Applicability: Not all techniques are applicable to all phases of system design and
45、 operation.Therefore, it is important in any evaluation of human-system performance to define the applicabilityof the specific measures. Consider the applicability of each measure with respect to its use duringdesign and evaluation of the system. Bias: The degree to which measured results are free f
46、rom systematic sources of prejudice or error. Intrusiveness: The extent to which the measure alters or interferes with the performance beingmeasured. Avoid measures that influence the workers performance or disrupt the activity. Precision: The level of detail of the instrument, sensor, or instrument
47、ation. Reliability: The degree to which the measure yields consistent and reproducible findings when usedin comparable circumstances. Resources: The items needed to implement the measure, such as time, budget, personnel, equipment,logistics, and the need for specialized expertise. Sensitivity: The d
48、egree to which the measure is able to discriminate meaningful variations on thedimension of interest. Validity: The degree to which an instrument or technique can be demonstrated to measure what it isintended to measure.IEEEStd 845-1999 IEEE GUIDE FOR THE EVALUATION OF HUMAN-SYSTEM PERFORMANCE4 Copy
49、right 1999 IEEE. All rights reserved.3.3.2 Characteristics of subjective vs. objective measuresOften, objective measures are perceived as being more meaningful than subjective measures. This is notnecessarily the case. Subjective measures yield data that are obtained from the judgments and opinions of users or experts (e.g.,judgment of task difficulty).Such measures, while vulnerable to individual bias and perspective, are typically the most practicalmeasures available for complex or inferred behaviors (e.g., problem sol
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