![]() How To Run A Successful Safety Program. How To Run A Successful Safety Program. An ounce of prevention is worth a pound of cure. The safety director. It now sounded like the smartest. It was hard to believe that competitor would have. The safety director wasn't. Change the names and details, and he could very well have been reading. A downsized workforce cutting corners, a growing number. If his story was going to have a different ending, he knew it was time. But they shouldn't happen on the. Program Overview; Program Experience; National ProStart Invitational; State Competitions; ProStart for Students. Exams; ProStart Curriculum; Certificate of Achievement. Head Start programs promote school readiness of children ages birth to five from low-income families by supporting their development in a comprehensive way. Such mistakes not only cost your business money but also can cost lives. A well- organized program rewards. Long- term. change comes from improving processes as well as attitudes about safety. An. incentive program can help develop an enduring safety culture within the. Ultimately, emphasizing workplace safety is an emphasis on quality of. Safety programs can also save money, thereby improving a company's. Consider that an organization with $1. But by implementing. Plus, you don't. lose experienced employees to lost- time injuries, so there's no need to train. Effective safety incentive programs require careful. This step- by- step booklet outlines principles and methods for running. You'll learn techniques to determine safety goals. DEFINE GOALSStart by making a list of your major safety concerns. ![]() Ask for assistance. If possible, speak to some of the. Frequently a brief, anonymous survey of the rank- and- file will provide. Check. the previous year's accident and injury reports, too. ![]() ![]() These will provide a clear. As a final step, conduct a personal inspection of the.
Here is where you will notice the hazards possibly overlooked. Once you've targeted your. Remember, everything must reinforce. Your goals should. Simple and Specific. Focus on one or two. Detail the desired activity, the units. Clarify why these objectives. Realistic. Objectives must be attainable or participants will become discouraged. Also. unrealistic goals may create a sense of distrust between labor and management. Well- timed. Objectives should correspond. Holding a program after the peak rush will not be as. The 5-Star Safety Ratings Program was initiated in 1978 to measure the level of increased safety for vehicle occupants in frontal crashes.![]() Measurable. You have to be able to. Also, base the. guidelines on behavior the employees can control. It's common to use days as a. For instance, a. freight company chose to measure its safety stats in hours and miles because its. Also, workers must be assured managers will not. Employees need to know they will be seen as the person who helped. FACTS AND FIGURESThe average workplace injury can cost a company $2. In 2. 00. 1, workplace injuries tallied approximately $4. However, indirect expenses totaled an additional $8. In 2. 00. 0, there were 5,9. United States. That's. Transportation incidents, contact with. Approximately 3. 9 million people suffered disabling injuries in the. The average cost of a workers' comp claim has more than tripled over the. Generally 6. 0 - 6. Department of. Labor- Bureau of Labor Statistics and National Safety Council). DEVELOP A COMPREHENSIVE PROGRAMOnce the program's. Most. safety programs last anywhere from three to six months, which allows time for. Take into account the. This design is. the most tangible and easily understood by employees. However, there are. For instance, if management bases safety awards. Also, if a. department or work group has an accident two days shy of the six- month goal. For example, employees can be rewarded for. A growing number of companies focus on lost- time injuries. This approach encourages. Workers. earn points for accident- free days, as well as other safety achievements. At. each level the participants receive an award. If a lost- time incident occurs. The organization would still track. Teamwork is necessary for long- term. However, innovation usually come from. Keep these issues in mind: Each worker must believe he or she can attain the goal and that rewards will. Everyone must have the chance to be recognized for outstanding individual. Teams should consist of no more than six to eight members to keep the group. Teams should be comprised of both supervisors and workers who perform. Don't pit teams against each other. They should compete against themselves. Workers. will be focused on improving themselves and their team rather than competing. BUILD THE BUDGETBreak down the. The following factors should also be considered when. Number and type of objectives Number and demographics of participants Length of the program Time and cost of training Cost of program administration, including promotion Keep in mind a. Turnover increases the risk of. Plus new employees must be trained. Incentive experts recommend. This is generally computed by multiplying the. The. final figure will represent your working budget. As a rule of thumb. Training should. account for 1. If you really want to change behavior, don't skimp on. Budget the remaining 1. Program administration costs fall. Administration includes enrollment and database maintenance. W- 2 forms. for winners and conducting a post- program evaluation. PROMOTE THE. SAFETY CAMPAIGNWhile safety awareness seems a simple enough concept. Employees deal with a multitude of. A strong promotional element to your incentive program will help. You have to get the word out and keep it going, so make. The first part of the promotion will. The kickoff meeting and initial efforts should answer these. What are the program's goals? When will the program run? Who is eligible to participate? How will workers earn awards? A true safety culture requires. Not necessarily. fun concepts. Also, most people think that accidents happen to someone else, so. The promotional incentive. Try to. communicate with your target audience in some way every two to three weeks. They. are the most direct opportunity for immediate supervisors to reinforce the. Also, participants should receive a progress. Here are a few ideas for keeping the. A computer manufacturer used two football players who played the safety. NFL team to present the rules at the kick- off meeting. Each card identified a safety. The supervisor and the group would then discuss the viability of. Employees felt involved in the. One restaurant franchise worried that it tried to address too many issues in. So monthly meetings. Employees filled out cards requesting five. Entries with correct answers were entered. All these entries were also eligible. Employees found the meetings useful because they focused on. Also, the chance to win. An auto manufacturer created a safety video with its own employees. The film. was packed with information, but also contained a good number of outrageous. For example, an employee addressed fork lift safety by. Another demonstrated the proper use of. A transportation and freight company rewarded its safest drivers with. Participants were able. Once you identify the group that needs to be. You'll need to know the ratio of males to females. The answers will guide your award choices. Overall, it's. best to offer a wide variety of awards so recipients can choose what they want. For. on- going catalog programs, make sure participants are notified of changes. Quick turnaround. EVALUATE THE RESULTSThe end of the. If you established concrete. Compare reports on. Be sure to ask the administrators if they. Then consider all the tangible and intangible. This important analysis, documented and forwarded to. Ask yourself questions such as: Did the program achieve its safety goals, improve morale or generate new. Which incentive awards were most popular with recipients? Were there any unexpected benefits, such as renewed enthusiasm or an obvious. Is there anything you'd do differently next time around? An. effective safety program can: Reduce the number of accidents Improve employee morale Increase cooperation between management and labor Trim medical costs, insurance premiums and other expenses Develop and promote an overall safety culture While it is important. These people provide. As part of defining the. Here are some sample. Have you experienced or witnessed any near miss accidents? Do your co- workers regularly observe safety guidelines regarding procedures. What are the greatest risks you think your face? Why focus on. changing attitudes on safety when people only look at accident and lost- time. Studies show 9. 0% of all workplace injuries are based on. A true safety awareness develops when employees. One. place to start is the award presentation. In addition to crowing about the. Discuss which specific behaviors. Stress the journey, not solely the destination. If management only. A furniture manufacturer. The idea. arose because 6. The project began with basic. This approach helped people develop improved habits overall, not one. What is the smoothest. Participants earned awards for lots of. Points also were awarded. Employees exchanged them for gift cards. Furthermore, the design was flexible enough to allow for. We just. acquired a company with a history of safety problems. What should we do first? Your safety team should be part of the first group from corporate. This will reinforce the. Also, as part of. Observing the differences firsthand is the. How do we encourage employees to tell co- workers they are doing. Drive home the fact that everyone is responsible for the safety of his. If you see someone doing something potentially. You don't want him to hurt himself or anyone. Remind them they are not snitching, but just looking out for their. Should we distribute information on near misses? Such information should be shared so managers. It shouldn't be seen. After all, an accident was avoided. Such behavior should be. POST- PROGRAM SURVEYYour. A final survey provides valuable information regarding whether the. A questionnaire should cover the following: Were the program goals and purpose clear to you? Were the objectives fair and reasonable? Did management promote the program well? Was the safety incentive run during an appropriate time? Did you receive enough safety training and support from management? Did the awards offered motivate you? Did you like how the awards were presented? Are you more aware of safety in the workplace as a result of this program?
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