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Posted By 123ann
Hello
I'm looking into safety award programmes both for individuals and sites and, I wondered if anyone out there would be able to share programes they have come across ... both good and bad.
Thanks in advance.
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Posted By Merv Newman
123ann
May I call you 1 ?
I have some serious opinions on safety awards developed over the past 30 odd years.
1. You should never penalise a site, nor a department nor an individual because of an accident.
2. You may penalise a site manager, a departmental manager or a first line supervisor. But first be absolutely sure where the fault lies.
3. You may also reward a site, a department or a team for it's good safety record.
4. Site managers, departmental managers, supervisors and teams should be rewarded for their good safety performances.
5. FORGET THE STATISTICS. Don't measure and penalise failure. Measure and reward success.
Please come back if you need any development of the above.
Merv
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Posted By Raymond Rapp
123ann
May I call you Ann?
I wholeheartedly agree with the erudite Merv, indeed, I would go further and say it is not our place to penalise anyone for poor safety practices. Rather, practitioners should observe and report their findings in an objective manner and leave any sanctions to senior management.
Nevertheless I believe it is desirable to compliment on good safety practices and to comment when they are not. I am not one for artificial reward systems, most people are more than happy with a pat on the back.
Ray
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Posted By Merv Newman
Ray. Erudite ? wot me ?
1,
now that I have a bit of spare time I would like to come back to this. You asked for good and bad schemes.
The worst I have ever known was at a vast Peugeot car plant. 25 000 employees. They held a plant-wide safety quiz. the prize was a small car. One winner + 24 999 losers.
The best I know (I invented it myself) asked work teams to win points for doing positive things for safety ; safety training, safety meeting, safety audits or inspections, incidents reported and so on.
There was no way to lose points. Even if they had an injury they could win additional points if they identified and sorted out the causes.
The target was set at 1 000 points. When they reached the target they could choose a prize from a list. And restart.
The programme ran for 12 months. Some groups won the prizes 3 times. One got nowhere. So for 1200 employees we had 1170 winners and 30 losers. And only 2 lost time injuries that year. (it was an iron foundry)
hope this helps
Merv
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Posted By Fitzy
Hi,
May I just play devils advocate regarding Merv's point about rewarding a site, department or a team for good safety record...
I agree with the principal but wouldnt this lead to under reporting of incidents as a safety record would be deminished by having one incident.
Would it not be better to have a reward for the safety management system thats in place to deal with incidents - this way if one site does have an incident and it is investigated and the recommendations are implemented correctly they are not penalised. A key point would include how accurately the incident reporting procedure has been followed etc etc.
Maybe I have missed the point, and agree that if a site has got a good system in place they wont have any incidents. But incidents do happen.
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Posted By Merv Newman
Fitzy,
In the scheme I described work groups WIN points when incidents are declared. They also win points if the cause is identified and corrected. This does tend to encourage over reporting, but I can live with that.
In practice it is an "honour" system where the work team decide for themselves if what they have done is worth any points or not. I suppose you could have a truckie deliberately ramming the racks so as to report it and gain a few points, but we didn't detect any of that.
Have a nice one
Merv
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Posted By Alan Woodage
Just a few thoughts,
Try and make it personal, by this I am reffering to involving the employees families if possible. Simply by sending the prize or reward to the home makes it more personal but also has a greater impact as the arrival of the letter, parcel etc has an impact on the family. This is a powerful human tool and adds to the reward in my opinion.
If it is a large site or workgroup try to get involved in the reward a simple thing I do is by the team Lunch ideally taking them out of the work environment for an hour for something adds to the reward.
Generally I don't reward individual events or actions, tend to focus on the overall picture over a period of time.
In summary make it personal, and avoid too much of a competition environment as it tends to lead to blame cultures and one upmanship.
Don't forget think what has an impact on you sometimes just a verbal reward and encouragement can mean alot to an individual.
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