Posted By Rakesh Maharaj Sarah I would suggest that you put a question to the board/directors as to what they would like to aspire towards or achieve in terms of health and safety. You could then determine what indicators may be aligned to these aspirations. This would hopefully secure your first line of corporate investment in H&S Regards R

Posted By Robert K Lewis Sarah Surprised no more interest generated - please contact me via email if you want a bit fuller info Bob

Posted By Ian Waldram The challenge is to measure things which predict future performance, as well as what is happening now/in the past. But as mentioned already, how to find something simple which the whole organisation can understand, rather than lots of measures which cover all the different issues? Some things to think about include: - excellent guidance on planning and using OSH KPI's, available on the Step Change website (just search under Step Change if you don't already know the site. Guidance was developed for the UK offshore industry, but most of it is very relevant to all types of organisation); - have you tried the HSE CHaSPI measure, for either large organisations or SME's, depending which you are (again, just search on their website). This is one way to get a 'balanced scorecard' for OSH, and benchmark against others at the same time. The objective could be to complete a baseline index (including agreement by the employees on where you are, to prevent the Directors deciding alone - that might also lead to discussion about why there are different views, and regular use of a climate tool, as suggested above), and then improve your position/score relative to others over a defined period; - if you have a formal OSH MS, and score the internal audits in some way (there should be more than just an occasional external audit), how about the average of all audit scores being the measure? - if the Board want a objective/measure for themselves, how about a personal target to engage employees in OSH-related discussions during workplace visits, and reporting to yourself against that target? Don't completely forget about 'what has happened' measures, as no leading indicator is 100% perfect! If progress against the main objective is going to affect bonuses (a pretty good motivating factor, as long as all employees and in-house contractors are treated the same!), then any worse injury/illness/ regulatory performance could result in zero bonus for that period, however good the other measure(s) are.