Posted By Merv Newman STOP, I know thee well. Have implemented at my own two sites and for a while I had "selling" it as a part of my job. (never sold one) Have also come across other companies who were looking for "after-stop" I would strongly recommend that you talk to BBS suppliers. There must be a couple out there by now. The major difference between STOP and other BBS programmes is that, in STOP, the observers are looking for unsafe acts and dangerous situations. Effectively they are looking for errors. Thus their observations usually end up with "don't do that". And it can be quite effective. Except that people do have a tendancy to hide when the observers come around. No-one likes being criticised. In other BBS programmes, safe behaviours and conditions are defined and the observers come to identify people or groups that adopt those safe behaviours. So they are looking for people to thank, to congratulate, to give "positive feedback" to. And most people like a bit of "stroking" now and then. Totally different flavour. Last point : I do think six years is rather too long to keep any kind of motivational programme going. Two, maybe three years then look to see if is still ressource-effective. And 18000/1/2 suggest that, even if you have met current objectives, you try to do even better in the future. Keep trying Merv

Posted By Merv Newman John, glad you went the positive route. But I'm not surprised that you are having trouble finding useful "good" behaviours. Mostly we start off by listing behaviours which should be 100% but are not at the moment. "employees handling pallets do not wear correct gloves" A list of 5 to 15 (depends on provider's methodology) safe behaviours will be defined for each area or work group. (and not vague "eyes, ears, hands ... more like "we wear the yellow gloves when handling pallets" Baseline is measured (what is the actual level of respect of the listed behaviours ?) An improvement objective is then fixed for each group (starting from the group's baseline) Observations are made, with feedback, re-inforcement and reward When the objective has been solidly acquired (measured over a few weeks) you have a great big booze-up. I've left out one or two details but I sure you get the idea.