Beruflich Dokumente
Kultur Dokumente
Purpose
To provide the Leader with basic knowledge of a Behavioral Based Safety (BBS) process. To understand that the BBS process is only one component to an effective safety process. To understand that a BBS process is an effective tool to change a corporate culture. At the end of this section you will be able to:
Understand the elements required for an effective BBS process. Use behavioral terms to speak toward BBS processes. Understand the observation and feedback elements of a BBS process.
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TRI Frequency
Reactive
AT-RISK BEHAVIORS
Proactive
Feedback is PIC
Motivate Employees Therefore, feedback is a significant new positive immediate consequence being added to the workplace through a BBS Process which will change behavior, culture and motivate Employees.
CONSEQUENCES Events that follow behaviors and affect the chance that they will happen again.
ACTIVATOR Leader
NEGATIVE
Non-commitment to safety Communicates a negative attitude towards safety
Safety meeting Training Safety Policies and Standards Recognition and Reward Resources
Rushed, incomplete information Poor quality, lack of, or too much, wrong type Procedures outdated, not commonly followed Rewarding shortcuts Loss of reason for reward PERCEIVED lack of proper resources to perform the job safely, time restrictions, or cost restrictions Improper or corrective feedback given at the wrong time or place
Feedback
BEHAVIORS
Action at Safety Meeting PPE Driving
NEGATIVE
Does not participate willingly in Safety Meeting Performing tasks without PPE Is ribbed by coworkers for speeding, speeds past you, has traffic violations on driving record Disregards policies, procedures, rules or standards. Demonstrates lack of commitment to safety
Performing Task
Attitude
Corrective coaching to help individuals excel Praise in person/public Atta boys, pat on the back Feedback on Near Miss Reports submitted ThankYou! 4 X more positive Recognition Physical rewards Healthy and whole lifestyle
Feedback
Escalating consequences including potential loss of job Inappropriate feedback No feedback, Constant negative feedback Public embarrassment
Task Performance
Major equipment damage First Aid incident Environmental incident Production loss Downtime
Lifestyle
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Observation process
Go to the work place and let them know you are conducting an observation. Observe the employee and look for both safe and at-risk behaviors. Mark the datasheet and write comments on the atrisk behaviors observed. Communicate all the safe behaviors you observed & make sure you are specific. Discuss the at-risk behaviors, specifically :
Get agreement on at-risk behaviors. Document employees reason as to WHY the behavior was performed at-risk. Identify possible solutions for the at-risk behavior. Identify the Barriers
Feedback process
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ONE REFERENCE
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SEVEN
seconds
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Each day 16 people will not die in a work-related accident. Each year over 4 million people will not be hurt or made ill in US private industry. Families and communities will prosper.
No physical pain, no deep emotional anguish for the workers family, no negative talk about your organization in the community.
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Do you have the fundamentals in place that will form a solid foundation for any safety program?
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Principles are the ways you live your values day by day.
Line managers are accountable for the safety performance of their employees. Working safely is a condition of employment. Employees must receive appropriate training.
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Structure
Line management accountability Supportive safety staff Integrated committee structure Performance measurement and progressive motivation
Thorough investigations and follow-up Effective audits and re-evaluation Effective communication processes Safety management skills
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Reactive
Safety by Natural Instinct Compliance is the Goal Delegated to Safety Manager Lack of Management Involvement
Dependent
Management Commitment Condition of Employment Fear/Discipline Rules/Procedures Supervisor Control, Emphasis, and Goals Value All People Training
Independent
Personal Knowledge, Commitment, & Standards Internalization Personal Value Care for Self Practice, Habits Individual Recognition
Interdependent
Help Others Conform Others Keeper Networking Contributor Care for Others Organizational Pride
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Cause of Injuries
Where do our injuries come from?
Unsafe Conditions
4% 96%
Unsafe Acts
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RECORDABLE INJURIES
Skills Required
...for conducting effective Safety Audits
Noticing:
Unsafe acts Safe work practices Unsafe conditions
Talking about:
Safe practices
Unsafe acts
Unsafe situations
Other safety issues
Unsafe situations
Gaining Commitment
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Observation Categories
help sharpen & sort observations
Reactions of people
Positions of people
Personal protective equipment Tools and equipment Procedures Orderliness standards
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Why are people reluctant to approach another person around safe and unsafe behavior?
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Chart 6
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2. Comment on safe behavior. 3. Discuss Consequences of unsafe act. Safer ways to do the job.
If you comment... Express your concern. Focus on effects, not acts. If you question... Question to explore. Question to learn, not to teach.
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3. Discuss
4. Get agreement to work safely. 5. Discuss other safety issues. 6. Thank the employee.
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Improves business performance while protecting the lives of employees and contract workers Enhances existing business practices, including environmental and health processes Increases productivity while decreasing operating costs Helps protect brand and public image Leverages current strengths of your organization
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2006
2007
Managers Supervisors Professionals Hourly Workers
Leadership
Structure
Sustaining a safety culture involves improving your competency & execution in all of the cultural elements.
World Class V Excellence IV Skill Awareness III II
FundamentalsI
ff t g n n s ts y g s ty ty nt lan e Std c oun ty Sta Safe ivia tio c atio rainin por u ditin Safe o lic me P e t P i c n R r t c r m A ty o ni & yT afe r g fo s& an ty A rac to om Safe e M mmu afet oal form es p & ive S In v Safe t v O i tC n G S e s o r t g iv M Co ted Pe res ay C n uos g R ppo r fety ens gra Prog i Or u Sa t h W e S t n e e r In wo Lin Co o mp eT C v i t ec f f E
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