rogers group, inc
DESCRIPTION
ROGERS GROUP, INC. SAFETY PRINCIPLES: Practical Tools You Can Use. Rogers Group History. Founded 1908, Bloomington, Indiana by Ralph Rogers Grew with nation’s interstate system, infrastructure growth Privately held by Ralph Rogers’ descendants. Safety 1999. ROGERS GROUP, INC. - PowerPoint PPT PresentationTRANSCRIPT
ROGERS GROUP, INC.
SAFETY PRINCIPLES:
Practical Tools You Can Use
Rogers Group History
Founded 1908, Bloomington, Indiana by Ralph Rogers
Grew with nation’s interstate system, infrastructure growth
Privately held by Ralph Rogers’ descendants
Safety 1999
Safety: Where are we?
ROGERS GROUP, INC
Personal Philosophy:Personal Philosophy:
What does safety mean to you?
SAFETY CULTURE
A “Culture” is defined as the shared values within an organization.
Rating organizational “safety culture”:
Safety Without Any Management Process
High AdversarialInsurance Excessive Employee Much StatutoryCosts Losses Relations Litigation Ignorance
Symptoms Line/Staff Blood Behaviors/ CommitteesConflict Cycles Conditions Quick Fix Programs
Quiet Transparent Integrated Equal
WORLD CLASS
SWAMP
Traditional
Progressive
SWAMPSWAMP((SSafety afety WWithout ithout AAny ny MManagement anagement PProcess)rocess)
SAFETY RESPONSIBILITY: Not Recognized/RejectedPERCEIVED: As a “Burden”
MANAGEMENT CHARACTERISTICS: • Accidents are Accepted - C.O.D.B. • One Way Communication - Fear Based• Production Compromised by Safety • My Way or The Highway• Planning - Minimal; Reactive; Short Term • “Make Do/Make Fit” Approaches• Adversarial Relationship - Ops vs Safety • Minimal Employee• Lacking HR Policies/Procedures Involvement/Interaction
ORGANIZATIONAL IMPACTS:Negative Business ExcessivePoor Employee Statutory IgnoranceImpact Losses RelationsHigh Insurance Cost Poor Injury Rates Blame Others CitationsLess Competitive High Frequency Them vs Us Repeat ViolationsOn Bids High Severity Labor vs Management Complaints
No Company Loyalty LitigationMorale Very Low
TRADITIONALTRADITIONALSAFETY RESPONSIBILITY: Not Understood (Staff Function)
PERCEIVED: As a “Cost”
MANAGEMENT CHARACTERISTICS:
• Accidents are “Excused” Away • Authority Conflicts - • Recognized Problems - Unwilling/Unable to Solve Passive Resistant• Programs/Campaigns - Short Lived • Line “Accountability” • Fix the Symptoms, Not the Cause Lacking/Inconsistent Results (Only) Measured – Results Driven • Expect Safety Department • Not Quite Sold - Willing To Go Halfway (Easy Road) to Run Safety • Likes “Off the Shelf” Canned Programs • Go Through Motions • High Visibility - Many Labels - Little Results
ORGANIZATIONAL IMPACTS:
Blood Cycles Set up for Failure Quick Fix ProgramsInspection Heavy Committees = Gripe Sessions Reactive ManagementSupervisors Ignore Safety Directives Employees Reject ChangesRepetitive Conditions
WORLD CLASSWORLD CLASSSAFETY RESPONSIBILITY: Line Management Owned/Driven
PERCEIVED: As a Good Business “Investment”
MANAGEMENT CHARACTERISTICS:
• Accidents Are Intolerable - There Are No Excuses • No “Glitz” or Hype• Safety Isn’t Safety - Its Management Effectiveness • Employee Centered –• Decisions - Time Consuming and Difficult Win/Win • Planning - Long Term - 3 to 5 Years • Communication - • Responsibilities & Expectations - Clearly Defined Informal, Open,
And Accepted Encouraged• Management Personnel are Personally Involved • Efforts “Closely • Line Accountability is Standard Practice Measured” and • Safety Has a Sense of Urgency Responded To
ORGANIZATIONAL IMPACTS:
Positive Good Integrated EqualBusiness Impact Employee Relations Quiet To CostMore Business Employee Morale High “Safety” Loses Identity To QualityEmployees Promote Safety Management There is No “Program” To ProductionNew Business There Aren’t (m)any Accidents
If you are in the “World Class” category this presentation will not help you.
If not, let’s talk about ways to make a difference!
Results of Change
ROGERS GROUP
InjuriesInjuries66
56
33
22 23 2328
0
10
20
30
40
50
60
70
FY'00 FY'01 FY'02 FY'03 FY'04 FY'05 FY'06
3.573.07
1.82
1.37 1.49 1.46 1.60
0
1
2
3
4
5
6
Rat
e
'00 '01 '02 '03 '04 '05 '06
Fiscal Year
INJURY RATESINJURY RATES
Safety System
ROGERS GROUP
(A business process for managing safety.)
Safety Policy Statement
We are committed to achieving a zero injury safety culture by implementing all Rogers’ safety principles without compromise.
Safety Principles:–Management Commitment–Line responsibility for Safety–Safety Training– Incident Investigation and
Countermeasure–Audit Process –Safety Committees –JSA implementation–Employee Involvement
Management Commitment
LEADERSHIP!
Do Not Compromise Safety!
1. Hazards in the workplace must be addressed.
2. Good planning will increase efficiency.
3. Nine out of ten injuries are the result of unsafe behavior.
Focus on people first!
1. Would you have your child do it?2. You must show care and concern.3. Injuries can’t be accepted as okay.4. Talk with employees about safety.
How do you demonstrate personal commitment?
1. Talk about safety as a value.2. Safety as the first topic in meetings.3. Audit work behavior.4. Conduct safety meetings.5. Leaders are not always chosen.
Line Responsibility
Designate safety as a line responsibility.
1. They have the control.2. It is a moral obligation.3. Safety people should be support only.
Safety Training
Safety Training:
1. Require basic training for all employees.2. Government regulations are minimum.3. Supervisors must be involved.
Reporting & Investigations
““Make a big deal out of little Make a big deal out of little things, and you will not have as things, and you will not have as many big things to deal with.”many big things to deal with.”
Ask “why” five times!
Safety Audits
Audit work activity:
1. Observe how employees perform work.2. Demand that work be done safely.3. Stop unsafe behavior.4. Talk with employees about safety.
Safety Committees
Safety Committees
1. Corporate/Company.2. Hourly involvement.3. Where it applies.
JSA Process
Job Safety Analysis
1. Think before you act.2. Job Steps.3. Hazards4. Develop methods to eliminate or reduce hazards to a level where no one gets injured.
Employee Involvement
Get employees involved.
1. Safety meetings every day.2. Employees conduct safety meetings.3. Inspections of work areas.4. Incident investigations.5. JSA process.6. Participate in Audits.
Hold employees accountable.
1. Give them responsibility for safety.2. Discipline is the method used to modify behavior.3. Equal to production, quality, etc.4. Working safely is a condition of employment.
THANK YOU!