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Safety and the
Supervisor
An Introduction to five important supervisor safety responsibilities as detailed in
OAR 437, Division 001, Rule 0760
Oregon OSHA
Training
Resources
Enforcement
Supervision
Leadership
1207
Presented by the Public Education Section Oregon OSHA Department of Consumer and Business Services
Provide Effective Safety Training The supervisor's first responsibility to the employer and obligation to each employee.
437-001-0760(1)(a) The employer shall see that workers are properly instructed and supervised in the safe operation of any machinery, tools, equipment, process, or practice which they are authorized to use or apply...
Safety Education and Training
What is safety “education?”
- Generally, the “why” in safety - describes the consequences of performance.
- Natural consequences = explains the resulting hurt/health that occurs automatically
as a result of our actions.
- System consequences = explains the organizational punishment/reward that may or
may not occur as a result of our actions.
Why is it important to always discuss the natural and system consequences
of employee behavior?
_________________________________________________________________
_________________________________________________________________
What is safety “training?”
- The “how” in safety - performing safe behaviors, practices, procedures.
- Primarily increases specific knowledge and improves skills.
Why should supervisors be involved in training?
How do you know safety training is effective?
______________________________________________________________
Skills Knowledge Attitude
Education Training
Skills Knowledge Attitude
Education Training
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Discuss the rule. The intent of the rule is that employees need to be adequately educated and trained.
The number one reason employees do not follow rules in general is that they don’t know why doing so is important. Employees will be much more likely to follow safety rules if they know what the natural and system consequences are.
Supervisors need to acquire adequate knowledge and skills about the hazards in their area of responsibility. Training helps them do this efficiently.
The most direct indicator is that employees are behaving properly.
Yes
Describe the Safety Performance Discrepancy (The Gap)
Is There a deficiency in knowledge, ability or skill?
Has the employee performed task before?
Conduct Formal safety training
Is Leadership adequate?
Is the task accomplished often?
Conduct practice
Provide feedback
Is Enforcement Adequate?
Are Resources adequate?
Improve Safety Leadership
Improve Accountability System
Provide Resources
Training
Options
Training Decision Tree
No
No No
Employee does not know how to accomplish the task safely.
Yes Yes
No No No
Employee does know how to accomplish the task safely.
Yes
Non-training
Options
Poor safety performance may not be the
result of a training deficiency
Are training or non-training interventions the solution to poor safety performance in the workplace?
Yes Yes (^) Consider Discipline
Yes
Adapted from Robert F. Mager Diagram
Is Surveillance Adequate?
Improve Surveillance
No
Use an example of a performance discrepancy ( such as: driving a forklift too fast) and walk through the decision tree.
If it isn't in writing…it didn't get done!
Make sure documentation is sufficient. Most safety training teaches employees
how to perform a procedure or practice. As a result, employees must demonstrate
adequate knowledge and skills in the learning environment before exposure to hazards.
Test should be a written exam and skills demonstration. It’s also a good idea to evaluate
performance in the actual work environment some time after training has been completed.
Training Subject ______________________ Date _________ Location _______________
Trainee certification. I have received on-the-job training on those subjects listed (see other side of this sheet):
This training has provided me adequate opportunity to ask questions and practice procedures to determine and correct skill deficiencies. I understand that performing these procedures/practices safely is a condition of employment. I fully intend to comply with all safety and operational requirements discussed. I understand that failure to comply with these requirements may result in progressive discipline (or corrective actions) up to and including termination. Employee Name Signature Date
Trainer certification. I have conducted orientation/on-the-job training to the employees(s) listed above. I have explained related procedures, practices and policies. Employees were each given opportunity to ask questions and practice procedures taught under my supervision. Based on each student's performance, I have determined that each employee trained has adequate knowledge and skills to safely perform these procedures/practices.
Trainer Name Signature Date
Training Validation. On ___________________ (date) I have observed the above employee(s) successfully applying the knowledge and skills learned during the training.
Supervisor Name Signature Date
Briefly discuss the importance of “certification” for most safety training.
This is just an example. Change it to meet your organization’s needs.
The following information was discussed with students:
Overview of the hazard communication program - purpose of the program
Primary, secondary, portable, and stationary process container labeling requirements Discussion of the various sections of the MSDS and their location Emergency and Spill procedures Discussion of the hazards of the following chemicals to which students will be exposed Symptoms of overexposure Use/care of required personal protective equipment used with the above chemicals Employee accountability
The following procedures were practiced:
Chemical application procedure Chemical spill procedures Personal protective equipment use Emergency first aid procedure
The following (oral/written) test was administered.
(You may want to keep these tests as attachments to the safety training plan and merely reference it here to keep this document on one sheet of paper. OSHA recommends at least 25 questions for technically complex training.)
- What are the labeling requirements of a secondary container? (name of chem. and hazard warning)
- When does a container change from a portable to secondary container? (when employee loses control)
- What are the symptoms of overexposure to ___________________? (stinging eyes)
- Where is the "Right to Know" station (or MSDS station) located? (in the production plant)
- What PPE is required when exposed to________________? (short answer)
(Page 2 of certification) Sample Hazard Communication Training Outline
Most safety training is “hands-on-how-to” that requires the employee to prove they have adequate knowledge and skills to perform to standard. They need to be certified that they have adequate knowledge and skills.
The second page of the sample certification.
Providing a safe and healthful work environment
What is the supervisor obligated to do to make sure the
physical environment is safe?
______________________________________________________________
______________________________________________________________
______________________________________________________________
______________________________________________________________
______________________________________________________________
______________________________________________________________
What can the supervisor do to make sure the
psychological environment is healthful?
______________________________________________________________
______________________________________________________________
______________________________________________________________
______________________________________________________________
______________________________________________________________
______________________________________________________________
______________________________________________________________
______________________________________________________________
______________________________________________________________
The supervisor can identify and correct hazards before people get hurt. Make sure training has been conducted. Require compliance with mandatory safety rules and encourage compliance with voluntary guidelines. Conduct JHA. Act on any suggestions. Be sure tools, equipment, machinery, etc are in proper working condition.
The supervisor can make sure working relationships are healthful. Reduce “distress” in the workplace. Distress occurs when employee do not believe they have the ability to achieve standards of performance for some reason. They will try to “gain control” by displaying fight or flight response (fleeing the problem or fighting the problem.) Make sure workloads and schedules are reasonable. Watch for behaviors that indicate the employee may be distracted. Any form of distraction transforms the employee into a “walking hazardous condition.” If employee behaviors indicate they need some kind of help. Give it to them. Ensure employees who need it, get help through an Employee Assistance Program (EAP). Do not tolerate harassment or any form of verbal/physical violence.
Enforce Safety Policies and Rules The supervisor's third responsibility to the employer and obligation to each employee.
437-001-0760 Rules for all Workplaces.
(1) Employers’ Responsibilities… (b) The employer shall take all reasonable means to require employees to…
(A) To work and act in a safe and healthful manner;
(B) To conduct their work in compliance with all applicable safety and health rules;
(C) To use all means and methods , including but not limited to, ladders, scaffolds, guardrails, machine guards, safety belts and lifelines, that are necessary to safely accomplish all work where employees are exposed to a hazard ; and
(D) Not to remove, displace, damage, destroy or carry off any safety device, guard, notice or warning provided for use in any employment or place of employment while such use is required by applicable safety and health rules.
(2) Employees’ Responsibilities
(a) Employees shall conduct their work in compliance with the safety rules contained in this code.
( b) All injuries shall be reported immediately to the person in charge or other responsible representative of the employer.
The "Chain of Accountability"
The employer is accountable to _______________________ and obligated to
______________________ to carry out their safety responsibilities.
The employee is accountable to the ____________________ and obligated to
______________________ to carry out their safety responsibilities.
Accountability = Performance + Evaluation Consequences
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Discuss the rule below. “Require” and “compliance” infer enforcing safety rules and holding employee accountable.
When a rule uses the term, “shall,” it is a “must” and required. May be cited by OR- OSHA.
the law
employees employer
all employees
If you can honestly answer yes to all five questions, it's a good chance discipline is
justified, but you may want to also check with the safety manager or other qualified
person first, just to make sure.
What are the two appropriate responses when the supervisor observes a
worker violating safety rules?
1. ________________________________________________________
2. ________________________________________________________
Motivation is key to effective discipline. The supervisor's motivation can make the
difference between success and failure when disciplining. If the motivation reflects a
tough-controlling or, worse yet, a tough-coercive leadership style, discipline is not likely
to be successful.
Which statement below reflects tough-caring approach that is more likely
perceived as leadership by the employee?
___ " I'm disciplining you because I have to…it's policy. If I don't I might get in
trouble."
___ "I'm disciplining you because I don't want you to get hurt. I want to make sure
you understand I insist on safe performance."
For discipline to be justified, those in control should fulfill their obligations to the
employee first. To make sure obligations are fulfilled, conduct a self-evaluation.
1. Have I provided adequate safety ____________________?
2. Have I provided adequate ____________________?
3. Have I effectively _____________________ safety rules?
4. Have I provided adequate safety ______________________?
5. Have I personally demonstrated safety _________________________?
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What five basic questions need to be answered by
the supervisor before administering discipline?
This is the main point of the entire workshop. The supervisor is obligated to fulfill these responsibilities to their employees.
Trained Resources
Enforced
Supervision
Leadership (by example)
Leadership demands discipline if all responsibilities have been fulfilled.
Leadership demands apology if all responsibilities have not been fulfilled. This is important and will result in an improvement in working relationships.
The supervisor should never say or do anything that conveys the idea that they are disciplining to protect their own backside.
If you don’t know the correct answer here, don’t teach the class!
Provide Adequate Supervision
The supervisor's fourth responsibility to the employer and obligation to each employee.
What does the supervisor do to make sure he or she can meet
the requirements discussed above?
_________________________________________________________________________
_________________________________________________________________________
_________________________________________________________________________
_________________________________________________________________________
_________________________________________________________________________
_________________________________________________________________________
_________________________________________________________________________
_________________________________________________________________________
What’s the definition of “adequate” safety supervision?
in the safe operation of any machinery, tools, equipment, process,
437-001-0760(1)(a) The employer shall see that workers are properly instructed and supervised in the safe operation of any machinery, tools, equipment, process, or practice which they are authorized to use or apply...
(c) Every employer shall be responsible for providing the health hazard control measures necessary to protect the employees’ health from harmful or hazardous conditions and for maintaining such control measures in good working order and in use.
(d) Every employer shall inform the employees regarding the known health hazards to which they are exposed, the measures which have been taken for the prevention and control of such hazards, and the proper methods for utilizing such control measures.
The supervisor must I_____________ and C____________ hazards before
they cause I____________ or I______________ to an employee.
The key to safety supervision is super...vision
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Briefly discuss the rule below. Emphasize the OR-OSHA definition below.
Identify Correct
Injury Illness
Inspect, write work orders, warn employees, enforce safety rules, etc.
3. Job Hazard Analysis (JHA)
A Job Hazard Analysis, also called a job safety analysis, is an organized approach that
involves the worker and supervisor observing a task, breaking it down into steps,
analyzing each step for safety and operational needs, and providing recommendations
for procedures that will meet those needs. Effective use of JHAs will do the following:
- Provide the supervisor with a clear understanding of what the employee does
and does not know about the task
- Recognize needed changes in the equipment or procedures
- Provide a way to increase employee involvement.
Why is it smart business for the supervisor to conduct a JHA with his or her
workers?
_______________________________________________________________
_______________________________________________________________
Sample JHA from: Job Hazard Analysis, by George Swartz, CSP, Government Institutes Pub.
SAMPLE JOB HAZARD ANALYSIS WORKSHEET
Job Description: Loading an empty trailer with pallets of product.
Basic Job Step Hazards Present Safe Job Procedure
1.Ensure that trailer is correctly spotted.
- Chock wheels; place jacks under trailer nose.
- Worker could be caught between backing trailer and dock Worker could fall from the dock. ……………… …... . ....
- Worker could fall on stairs going to dock well. Head could be struck against trailer. Worker could slip on ice or snow................. .. .. .. .. ..
- Stay clear of the doorway while the trailer is being backed onto the dock. Keep others away from the area. Remove awareness chain or bar from the front of the dock door once the trailer is properly spotted.
- If the truck driver has not chocked the wheels, go down tile ramp/stairs to the dock well and chock the wheels. Use caution when walking on snow or ice. Hold onto hand rails; use ice-melt chemical if needed. When placing the chock, avoid bumping the head on the underside of the trailer. Place jacks under the nose of the trailer. If the dock is equipped with an automatic trailer restraint, push the button to activate the device.
Briefly discuss the process. It’s not required by OR-OSHA, but is a great way to write safe job procedures.
Ownership! It’s always smart business to involve employees so that they believe they “own” the procedures. Employees will use there “own” procedures when not being supervised.
4. Incident/Accident Analysis
437-01-0760(3) Investigation of Injuries
(a) Each employer shall investigate or cause to be investigated every lost-time injury that workers suffer in connection with their employment, to determine the means that should be taken to prevent recurrence. The employer shall promptly install any safeguard to take any corrective measure indicated or found advisable.
What is the purpose of a proactive incident/accident analysis?
Although the rule above uses the term, “investigation,” it may be important for you to
promote the idea that this process is an “analysis,” not an investigation. In an effective
incident/accident analysis, the analyst will determine what happened to primarily uncover
the root causes (system failures) contributing to hazardous conditions and unsafe
behaviors. For the process to work, discipline should considered and occur only after it
can be demonstrated (proven) that root causes did not somehow contribute to the
hazardous conditions and/or unsafe behaviors that directly caused the incident/accident.
There are so many variables (thousands) inherent in any safety management system, it’s
safe to assume the system somehow contributed to an incident or accident.
What is the primary purpose of investigation process?
Fault-finding. If you're conducting accident investigations primarily to determine:
1. what happened
2. if the employer violated safety rules
Fact-finding. Accident investigation is far more helpful when the employer performs
an accident analysis primarily to determine:
1. what happened
2. if safety management system design or performance factors contributed to the
conditions/behaviors that directly caused the accident.
What should be the primary assumption when conducting the accident
investigation? _________________________________________________
_______________________________________________________________
Accident investigation is fact-finding not fault-finding
Briefly discuss the rule
This will not improve the safety culture in the workplace.
This is the reason the organization should “analyze” accidents
The system has failed. There are thousands of variables in a safety management system. It’s far more likely that the system contributed to the behavior/condition that caused the accident. Do NOT consider discipline until the accident analysis is completed and it’s a FACT that the system did not contribute to the accident.
Creates a hazard
Untrained worker
Slippery Floor
Ignores a hazard
Defective ladder
Hurry
Broken valve
Chemical leak
Fails to report
No maintenance plan
No Enforcement Plan
Inadequate training plan
Flawed inspection plan
Failing to provide tools
Inadequate supervision
Rules are not enforced
Training is inconsistent
Does not inspect
Design
Contributing
Primary
Root Causes
Surface Causes
Surface Causes
Why?
Why?
Why?
Why?
Why?
Surface Causes of the Accident
- Specific/unique hazardous conditions and/or unsafe actions
- Directly produce or indirectly contribute to the accident
- Exist/occur at any time and at any place in the organization
- Involve the actions of the victim and/or others
Root Causes of the Accident
- Failure to effectively design or perform safety policies, programs, plans, processes, procedures, practices
- Created and exist prior to surface causes
- Result in common or repeated hazards
- Under control of management
- Failure can occur anytime, anywhere
Weed out the causes of injuries and illness
Briefly discuss the various concepts of the accident weed.
The Effective Incident/Accident Analysis Process - Three
Phases with Six Steps
Gather the information
Step 1 - Secure the scene. It’s important to secure the accident scene to make
sure material evidence is not moved or lost. If OR-OSHA inspects the accident
scene it must be secured and all material evidence must be marked or tagged.
Step 2 - Collect facts about what happened. Some of the techniques used to
collect facts include:
Analyze the facts
Step 3 - Develop the sequence of events. With the information gathered,
develop the events that precede and include the injury event. You may also want to
include events occurring immediately after the injury event to evaluate the
employer’s response to a serious accident.
Step 4 - Determine the surface and root causes for the accident. What
were the (1) direct surface causes, (2) contributing surface causes, (3) design root
causes, and (4) performance root causes? (see the next page)
Develop solutions
Step 5 - Recommend corrective actions and management solutions.
Recommend corrective actions to eliminate or at least reduce specific unsafe
conditions and behaviors. Recommend changes to improve the design and
performance of your safety management system.
Step 6 - Write the report. Include background information, a description of the
accident (not a one-liner), your findings describing surface and root causes,
recommendations, those responsible for taking action, and review/approval.
- photographs
- sketches
- measurements
- initial statements
- personal observations
- videotaping
Briefly discuss each step of the accident analysis process.
Take Course 102 to learn more about this process. Supervisors should not consider this training in conducting accident investigation…it’s just an overview of the six steps.
