Forget trying to get managers and supervisors to undertake exactly what HSG65 says. Be more procactive and explain to them what thier legal and moral roles and duties are. If it is decided that safety circles or whatever you choose to call them is what you want to do make sure they emphasis how they meet thier legal duties but dont forget the very true fact that they can be demmed outside the law for any breaches they may fail to manage properly, its suprising how that often concentrates the mind. As far as judging the score from 1 to 5 is concerned no one can do that without knowledge of your situation. Only you can judge where you are at any one time. Firstly you need to get senior management onboard fully and the rest will soon follow.

Harmed If you are working in a high hazard sector, the viability of your business will be affected by the quality of safety compliance. Assuming that managers are approximately as conscientious as you evidently are, it's difficult to imagine how raising 'legal and/moral' issues is likely to do anything more than waste energy and time. The real danger is that such an approach risks being seen as adding to the bureaucracy of a 'permit to work' safe system of work and reducing the level of trust and confidence you evidently work hard to establish. As an accredited coaching psychologist as well as a chartered safety and health practitioner, I approach the kind of situation you outline as one in which techniques of strategic negotiation are needed. In a nutshell, that means negotiating a 'wish list' with each manager you aim to influence and then turning their wishes and yours into realities. There's quite a lot published on methods of strategic negotiation. If you would like to have a couple of specific references, in which you can leverage the rating scales you already have in tandem with rating scales chosen by the managers you wish to influence, you can PM me or phone me on 020 8654 0808 during office hours.

Irrespective of all else if a persons performance parameters are not set down in their employment contract and acted upon by senior management if a failure [or even a positive action takes place] is present nothing will happen so senior management must be brought on board first and demonstrate that inaction will not be tolerated & positive action will be rewarded. Thereafter managers/supervisors may act, noting that not all managers/supervisors can manage even though they may hold the position/title

Bob, Until such time when managers (particularly in larger companies) start getting jailed with far greater frequerncy that at present; I suggest that in practical terms, I'm correct & you suffer from wishful thinking. I very rarely mention laws/ regs etc when trying to get managers to do the right thing.