These look like they would appeal to someone with a clipboard & comb over. Knowing our folks, I've a feeling if I introduced these I'd end up with a few blockages to bodily orifices.

I'm in the same boat as Walker on this, our guys would hate it! Having said that, it is horses for courses. Perhaps after the trial consulting with the employees to get their thoughts on it may prove useful!

Begs the question What do you do to reward? Or what disciplinary procedure's are you or have you implemented?

There are and always will be arguments for and against, in my opinion its about delivery and explanation after consultation. Once its understood, they tend to have a good effect in my experience but you will "again" always get the negative comments as always.

No exactly the same but..... Doing some consultancy work some years ago, I issued an action plan for a local Manager with some serious issues that needed addressed. When I reported back the directors a few months later that the Local Manager was not upholding his responsibility to take action, they asked me how they (the directorate) could manage and control this better. Taking into consideration they received all the inspection reports. We came up with a RED CARD system, in effect if we seen something that would have warranted a PN from the regulators or there was a continued shortfall, we issued the RED CARD, they went directly to the Operations Director and the local Manager was taken to task by him. Once the local Managers got wind of this and some ended up in front of the persons at B, safety with the organisation ended up being great. Horses for Courses this worked for them Just giving an example when this sort of thing did work and was positive, as consultants we were thick skinned and had no axes to grind - we called it as we seen it.

A system in a thread I generated a little while ago proposed that managers of each disciplines received points when one of their supervisors or operatives was found to be in breach of company rules. The idea was to make the managers more responsible for the actions of their staff. A table would reflect the best/worst performing teams. I did not introduce this but it was food for thought, although once again most of the comments were negative. Personally, I think this is a better system than issuing yellow/red cards, which tend to be issued only to low ranking personnel and more often than not, sub-contractors.

I believe it depends on the context in which it is used. For example I have used this system when carrying out the role of a Principal Contractor Site Manager when managing numerous contractors during a construction/demolition project. It this instance it works rather well, as there are clear and concise site rules that must be adhered to during high risk activities. However I would never introduce this at the company at work for now as an in-house HSSE Advisor, as mentioned before it could create a 'them and us scenario'. If not already introduced, perhaps some of safety observation system could be introduced that involves buy-in from the workforce, in which they can report hazards, unsafe practice and also positive examples of safe practice. I also believe that coaching individuals or supervisors/managers etc will have a more positive impact, e.g. if unsafe working practice has been identified, talking openly with individuals to explain what you saw and receive feedback from the individuals concerned. This of course has to be approached in the correct manner and tactfulness is a must. This may not work for everyone I know, and may be only certain H&S practitioners that can pull this off but i does engage the guys a lot more.

Chris The process is based on the same principles as a football referee i.e. yellow card = first warning; red card = second warning or serious violation i.e. you're off site, fired, capput! However, as my previous post suggests, this is much easier to implement with sub-contractors who are more easily expendable due to the lack of contractual/employment relationship. So in practice this type of system can only be implemented on construction type sites where there are subbies and contingent labour. In fairness, I understand on a very busy site with lots of people it may be easier and more effective to discipline workers with such a autocratic system. It would also serve to remind others that unsafe acts will not be tolerated lightly.

Though the OP didn't really ask for our opinion on the system, just if someone would be good enough to provide templates. Chris