reducing the probability of incidents through behavior-based safety – an anomaly or not? aihce...
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Reducing the Probability of Incidents through Behavior-Based Safety – An Anomaly or Not?
AIHCE Crossover Program 507
John A. TurekStanford Linear Accelerator Center (SLAC)
Operated for the U.S. Department of Energy by Stanford University
June 6, 2001Work supported by Department of Energy contract DE-AC03-76SF00515. SLAC-PUB-8840
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Can a behavior-based safety process reduce the probability of an employee sustaining a work related injury or illness?
• Utilize pilot study of employees.• Achieve employee, union, and management support.• Reduce probability of injury and illness.• Provide support for expansion within the lab.
Executive Summary
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A. Describe the actions taken to implement a sustainable behavior-based safety process.
B. State four steps to gain employee, union and management support for a behavior-based safety process.
C. Evaluate the effectiveness of this process within your own organization.
Crossover Program Objectives
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• We can reduce the probability of an employee sustaining an injury or illness.
• Scenario.
Reduce the Probability vs. Incident Reduction
Objective A:Describe the actions taken to implement a sustainable
behavior-based safety process.
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• 1998.• D.O.E. laboratories.• Publications review.• Professional development conference.• Budgetary constraints.• Pilot sample.
Objective A: Groundwork
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• Departments with a higher incident rate.• ESH&CC meeting.• Three departments chosen.
– Operational Heath Physics, ES&H Division
– Facilities, Business Services Division
– Plant Engineering / Maintenance, Technical Division
Note: Site Engineering and Maintenance (SEM) 1/1/00
Objective A: Pilot Study
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• Communication meetings.– Union, Employees and Supervisors
• Purchase order awarded.• July 23, 1999 pilot study initiated.
Objective A: Pilot Study - Education
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• Chief Steward and Union members participated on the Steering Committee and other various activities in the behavior-based safety process.
• Union members received educational training in all elements of a behavior-based safety process.
Objective A: Union Participation
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• Supervisors participated on Steering Committee and other various activities in the behavior-based safety process.
• Supervisors received educational training in all elements of the behavior-based safety process.
• Averted scheduling conflicts.• Addressed budgetary constraints.
Objective A: Management Participation
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• May wish to use outsider to focus the group.• Must be willing to devote time in preparation.• Intergroup dynamics –It is beneficial.
Objective A: Group Dynamics
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• Positive employee feedback.• Employee participation.• Supervisors recognized employees were “Jazzed”
about the process.
Objective A: Employee Support
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• Environment, Safety and Health Coordinating Council (ESH&CC).
• Local Safety Committee.• Operating Safety Committee.
Objective A: Status Reports Provided
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PeerPeer
START Steering Committee
ES&HCoordinating
Council(ES&HCC)
SLACCitizen
Committees
Environmental,Health & Safety
Division(ES&H)
Changes to Work EnvironmentŸ Safety Policies & ProceduresŸ Safety Bulletins & UpdatesŸ TrainingŸ Project Guidelines
Ÿ Department HeadsŸ Project ManagersŸ Safety PersonnelŸ Other
1START Peer-Peer
Communication of Safe& Unsafe Behaviors
Resources, Budget& Personnel Needs
4START CommunicatesSuggestions Towards
Improving Safety
2START Provides
Analysis of WorkerFeedback
S.T.A.R.T. Lines of Communication and Relationshipsfor the Behavior-Based Safety Process
5Changes Made in WorkEnvironments, Policies,
Procedures & Guidelines toImprove Safety
3START Analyzes Data
STARTSponsor
(Member ofES&HCC)
Division Line Managers within
START Process
Safety, Health &Assurance
Department (SHA)
Employees within START Process
Employees withinSTART Process Accept?
All SLAC Employees Accept?
Division Line Managers withinSTART Process
ImplementationManagement
Feedback
No
No
No
Yes
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• Quarterly Meeting or as needed.• Provides guidance.• Involves:
– Committee Chairpersons, Department Heads, Union Stewards, Line Supervisors, BBS Coordinator, and Associate Directors.
• Initiated after additional groups are added.
Objective A: Helm Committee
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• March 27, 2001 Phase II initiated.• Key individuals: Employees, Department Heads,
Supervisors, and Union Stewards.• Mechanical Fabrication Department.
Objective A: Phase II Implementation
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Objective A: Behavior-Based SafetySteering Committees
• Phase I - Safety Towards Avoiding Risk Today (S.T.A.R.T.)
• Phase II - Prevent Accidents Work Safe (P.A.W.S.)
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SLAC Behavior-Based Safety by Work Group
Mechanical Fabrication Department, Tech. Div.Operational Health Physics, ESH Div.Site Engineering and Maintenance, Tech. Div.To be determined
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State four steps to gain employee, union and management support for a behavior-based safety process.
Objective B:
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Involve the Union(s)
from the very beginning.
• Start with Chief Steward and/or Business Agent.• Proactive element for safety.• Process cannot be the enforcement arm of safety.• Process cannot lead to disciplinary action.
Objective B: Step One
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• Information collected is confidential.• Names of the observed employees are Not collected.• Data collectors are trained not to discuss
observations.• Do not keep records of individuals who have been
observed.• This statement appears on data collection sheets:
Process cannot lead to disciplinary action.
Process Can Not Lead to Disciplinary Action
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Establish an employee knowledgebase
through communication.
Objective B: Step Two
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Establish a pilot study of
employees to participate in the
behavior-based safety process.
Objective B: Step Three
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Establish a Helm
committee to stay the course
for future growth.
Objective B: Step Four
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1. Foundation of understanding.
2. Union’s perceptions and concerns.
3. Employees’ perceptions and concerns.
4. Upper-management commitment.
5. Your personal commitment.
Objective C: Evaluate the effectiveness of this process
within your organization
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An Anomaly or Not?
Incident Rate for DOE Recordables within Phase I Departments by Calendar Year
(1996 to May 31, 2001)
13.59 12.87
9.71 9.91
3.97
7.74
02468
10121416
1996 1997 1998 1999 2000 2001(May31,
2001)Calendar Year
Inci
den
t R
ate
Phase I
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Review of Crossover Objectives
A. Describe the actions taken to implement a sustainable behavior-based safety process.
B. State four steps to gain employee, union and management support for a behavior-based safety process.
C. Evaluate the effectiveness of this process within your own organization.
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Thank you for attending!
• A copy of my slides will be available on the AIHA web site.
• My email address is: [email protected]• Stanford Linear Accelerator Center URL:
– www.SLAC.Stanford.EDU
Work supported by Department of Energy contract DE-AC03-76SF00515.
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• Peer Review– Dr. Gordon G. Frissora
Youngstown State University
Youngstown, Ohio
• Work supported by Department of Energy
contract DE-AC03-76SF00515• SLAC-PUB-8840
Acknowledgements