Not sure about a performance target because any SMART target can go down as well as up. An incentive scheme may find this difficult to rationalise. The company I work for has a charity scheme for the reporting of hazards/ unsafe conditions, where £2.50 is awarded to a nominated charity for each hazard reported and a further £2.50 when the hazard has been closed out. This scheme encourages the reporting of hazards whilst rewarding a worthwhile charity - win, win.

It also has the potential to generate a lot of spurious information on your proactive, as well as reactive, measures.

A local factory once introduced a similar scheme whereby an employee and a local charity would get £1 each for every near mid the employee raised. A couple of things quickly became apparent;

- near miss reporting increased, particularly in Christmas and holiday periods
- the local charity was a lot more visible, they even placed leaflets on cars in the parking lot
- when sifted through the number of 'worthwhile' near misses was about the same as before the scheme was introduced
- anecdotal evidence suggested some employees were reluctant to support as they 'didn't like the charity chosen'!?!

The scheme lasted two years before the company decided it was not worthwhile which resulted in a drop off in near miss reporting as 'if I'm not being paid I'm not reporting'

If you want to give to charity pick a different one each year (as suggested by and voted for by employees) and match your employees fund pound for pound.