INTEGRATED

ISOCYANATES PROJECT
SUCCESSFUL SAFETY SUPERVISION WORKSHOP

ATTITUDE SAFETY TRAINING

Improving Employee
Safety Performance

Accidents/incidents do not just happen!

They are almost always the result of unsafe
acts.

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Root Causes of
Unsafe Behavior

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Minor Injuries

Equipment/Property
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Near Misses

30
600

Undesirable Behavior

6000

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Root Causes of
Undesirable Behavior

Lack of knowledge or skill.

Lack of motivation to perform work according to standards.

Correct way takes more time.
Short cuts rewarded by supervisor.
Procedures are not important.
Always did it this way. . .Never been hurt.

Lack of operational procedures or work standards.

Inadequate communication.

Inadequate tools and equipment.

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Hazard Assessment
First Step
Hazard assessment is the first step toward the
promotion of proactive employee attitudes.

Fire protection equipment readily accessible?

Is lighting adequate?

Are there materials on the floor that could trip a worker?

Are there any electrical hazards present?

Are the tools, hand tools, machines, or equipment in need of repair?

Is there excessive noise in the area?

Are the employees properly trained?

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Hazard Assessment
(Continued)

Is PPE being used?

Is ventilation adequate? Is there a confined space?

Is there an oxygen deficiency or are toxic gases

present?

Lock and tag?

JSA complete/ STA?

Housekeeping?
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Hazard Assessment
Second Step
(Continued)

Analyze how to reduce the risk.

During this step, evaluate each hazard identified

to ensure the appropriate safe guards are in
place to control/eliminate the hazard.

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Hazard Assessment Third Step

(Continued)

Act to ensure safe work practices and operations

are taking place!

Intervene and take the necessary steps to ensure

the job is done safely without injury/illness and that
all safe work practices are followed.

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Monitoring Employee
Safety Performance

Behavior-focused observation . . .

Set aside time to concentrate your full attention exclusively

watching your employees work.

Explain the purpose of the program to employees prior to

observations to ensure ownership.

Focus strictly on employee work practices for safety.

Be fair and impartial.

Give feedback to employees.

Recognize good performance and intervene when unsafe acts

are found.

Document observations.

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Safe Performance Observation Checklist

Correct

Questionable

Comments

Pre-Task Preparation
1. Personal Protective Equipment
2. Procedure and/or JSA Available
3. Employee Trained on Task
4. Job Planning / Pre-job inspection
5. STA Performed Prior to Starting
6. Working Surfaces Free of Hazds
7. Equipment / Tool Selection
8. Equipment / Tool Condition
9. Barricades / Warning Devices
10. Other

Performing Task
11. "Critical Actions" / Procedures Followed
12. Correct Body Use / Positioning
13. Proper Lifting / Pushing / Pulling Tecn.s
14. Keeps Hands / Body From Pinch points
15. Follows Lock-out/Tag-oug
16. Work Permit System Followed
17. Equipment / Tools Used Properly
18. Other

Post-Task
19. Procedures / JSA Adequate
20. Housekeeping / Storage
21. Removed Barricades/Warning Devices
22. Work Area secured
23. Proper Storage/ Disposal of Waste
24. Equipment / Tool Storage Adequate
25. Environmental Procedures Followed
26. Other

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Intervention

When it comes to unsafe acts, you have no

choice!
You must intervene! You have a . . .

Moral obligation

Legal obligation

Professional obligation

. . . to stop unsafe behavior!

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Interventions

Some basic guidelines can make your

interventions as effective as possible!

Approach employee with sincere proactive attitude.

Point out the specific unsafe behavior you observed.

Find out why the unsafe act occurred - let the employee
explain.

If unsafe acts are deliberate, focus on the employee

decision process.

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Intervention

Why do employees commit unsafe acts?

They take chances without giving serious

thought to what they are really risking. They
lose sight of the fact that regardless of how
remote the possibility is, it only takes a second
for something to happen.

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How Do We Intervene?

COACHING
Coaching is a formally documented and
structured discussion aimed at bettering an
employee to contract with you to improve a
specific behavior.
Remember the coaching session is for
problem solving.
You must focus on the employees
willingness to change a behavior.

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Preparing for a
Coaching Session

Describe the unsafe behavior to be discussed to the

employee.

Be ready to explain why the unacceptable behavior

is unsafe.

Decide what you will accept as a contract between

you and the employee.

What is a contract . . . in this case, an agreement

between two people in an effort to attain a desired
result.
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Conducting A Coaching Session

There are four main steps to a formal coaching session:

Getting the employee to ACKNOWLEDGE that the behavior is

unacceptable.

Having the employee EXPLAIN the reason behind the unsafe act.

Using PROBLEM-SOLVING to determine what the employee needs

to do differently.

Holding the employee ACCOUNTABLE to change

behavior.

Each of these steps is essential.

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Acknowledge

There are primarily two reasons that will

convince an employee that a behavior change
is necessary:

The employee believes that the behavior could lead

to an accident or illness.

The employee believes that there will be personal

consequences if the behavior is not changed.

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Explain

Get the employee to explain why he or she

chose to work unsafe, and describe the risks
associated with the unsafe act.

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Problem Solve

Explore different ways to ensure that unsafe

behavior does not happen again.

Encourage employee to generate safe alternate

approaches.

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Accountable

Encourage the employee to agree to change the unsafe

behavior.

Discuss specific behavior changes that will promote

safety.

Consequences that may result if the employee fails to

meet the agreement should be discussed.

Write everything down.

Hold employee accountable.

Ensure positive reinforcement.

Follow-up with employee to ensure compliance.

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Summary

Change undesirable behavior to acceptable

behavior.

Observe employees.

Intervene on unsafe acts/unsafe conditions.

Encourage employee ownership.

Display sincere value for employees ideas and

suggestions toward safety.

Hold employee accountable.

Follow-up to ensure compliance.

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