Rank: New forum user 
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I am planning to roll-out an HSE culture survey as part of a new role as I'd like to get a benchmark for where we are before drawing conlcusions solely based on the typical hse metrics/indicators. Considering around 10-15 questions max, what templates, tools or formats have you used to successully gauge the cutlure of your organisations? Thanks!
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Rank: Super forum user
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Hi hseq_abz Your first post here, so welcome to the Forums. I think you are going to need far more than 15 questions to do any "(health and) safety culture" survey that is meaningful when you analyse the answers. However, really depends on what you wish to achieve. If you want to assess whether those at the sharp end are following a Behavioral Safety program (both US spellings deliberate) well or not, then 15 QQ might well do the trick. If, in contrast, you wish to explore whether there are underlying issues, which are likely to emanate from the layers of management in your organisation and those it interacts with, then 15 QQ isn't nearly enough as you won't have the chance to explore WHY people are not doing as expected. Suppose you get a somewhat dissatisfying answer to your very first question. As soon as you then ask WHY people are not following the rules you will get perhaps four lines of responses. If you ask WHY on each of those lines then the number of questions will multiply VERY quickly!! Do you have an appropriate level of Human Factors specialist input into what you are trying to achieve?
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Rank: Super forum user
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The old HSE H&S Climate Tool had 71 statements. The answers related to 10 factors that govern H&S . These are: - Organisational commitment and communication
- Competence
- Line management commitment
- Supervisors’ role
- Risk-taking behaviour and some contributory influences
- Obstacles to safe behaviour
- Personal role
- Permit-to-work systems
- Workmate’s influence
- Reporting of accidents and near-misses
I did this years ago for an organisation with about 793 employees. Issues we had were: - Less than half bothered to respond although there was a great deal of variation between different groups ranging from 39% to 74%. This indicated variation in engagement withH&S across the organisation. The hope is for something like a 90% response.
- Some areas used the exercise as an excuse to let off steam to management. This was particularly the case with the open questions, where respondence can write answers as opposed to MCQ.
- There seemed to be a lack of trust in management and a feeling that comms were poor.
- Conclusions included that: “Our health and safety management is not fully developed and is fractured in its’ approach.” But we did agree that the organisation “has some established foundations and is compliant with much of the regulatory framework”
As you can see the result is not a simple Pass or Fail. As Peter said it is really easy to develop a survey based around “Behavioural Safety” i.e blaming the workers, but then will they take part in that. If you want to fully engage with something like this, you need management committed not just to doing the survey but also following it up. If you are genuinely looking at the whole H&S system then it might throw up answers that management might not want to hear.
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Rank: Super forum user 
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The real value of any survey of this kind comes not from the answers to the questionnaire, but from the focus groups with employees afterwards to understand the issues behind their answers. These focus groups need to be led by someone who the participants trust and who is a skilled facilitator.
Personally I prefer to outsource this stuff to a specialist who has a tried and tested methodology, can make an objective report about what the results are and what they mean, and can benchmark against other organisations. This greatly adds to the credibility of the exercise and makes it harder for management to dismiss the findings.
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 2 users thanked Kate for this useful post.
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