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Introduction Chart
What We Need From You What Your Company Will Provide To Support You
1 Clear Expectations
Make safety important, follow the rules and procedures and
ensure you understand what is expected of you and your
colleagues. Ensure that you live up to the safety standards you
expect of others.
An induction process which clarifies company and industry
expectations. Clear simple rules and procedures.
2 Effective Communication
Where possible use face to face communication. Always listen
carefully, ask open questions, check understanding and agree
any solutions. Be sure your actions support what you are saying.
Communications in clear and concise language avoiding jargon
and abbreviations. Explanation of changes and encouragement
of feedback. Opportunity to provide open feedback without fear
of retribution .Regular face to face communication with SeniorManagement.
3 Personal Leadership
Lead by example and praise safe behaviours. Have courage to
do the right thing and do not tolerate unsafe behaviour whether
at work, home or leisure. Believe that you can make a
difference.
Senior management commitment to safety and encouragement
for continued safe behaviours at work, home and leisure.
Training in safety leadership and behavioural skills.
Encouragement for the recognition of safety contributions. .
4 Personal Risk Awareness
Stay aware of your surroundings, remain alert to changes and
never put yourself or others at risk. Contribute to discussionsabout risks on the job, share your experiences and question
anything you do not understand. Get involved in practical worksite inspections and recognise the hazards that could cause an
Relevant risk assessment and observation skills training and a
process for the capture and sharing of information and goodpractice. Information on hazards associated with work and home
environments. Experienced personnel assigned to coachinexperienced, new or transferred personnel.
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injury.
5 Planning
Take time to fully familiarise yourself with the safety aspects of
the job and question any areas that are not completely clear toyou. Consider your abilities and interaction with other people.
Ensure you have the time and resources to do the job safely and
request help where needed
Adequate time for planning and the inclusion of everyone
involved in the job. Readily accessible information to supportplanning. A simple and effective Change Management process.
6 The Right and Duty to Intervene
Challenge any unsafe acts or conditions and praise positive and
safe behaviours. Welcome intervention from others.
Commitment to support everyone who intervenes to improve
safety. An environment in which all personnel are encouraged to
welcome interventions. An observation and intervention
programme which provides feedback of actions taken.
7 AccountabilityAccept responsibility for your actions and their consequences
and offer solutions to prevent accidents. Accept responsibility
for improving health and safety in the environments you work
and live in.
Commitment to uphold safety rules and guidelines. Clear
communication regarding the consequences of unacceptable
safety behaviour and the application of fair and consistent
response.
8 Self Evaluation
List your personal commitments to safety and share them with
your colleagues. Regularly request feedback on how you are
doing and use this to help improve your performance.
Encouragement of all personnel to make annual safety
commitments and share these. Guidance and support for the
development of safety commitments An appraisal process which
includes safety performance feedback.
9 Develop Encourage and Sustain Safe Behaviours
Start every day by thinking of how you can keep yourself and
others safe. Practise hazard recognition and make sure controls
are in place. Provide feedback and encouragement on things
Promotion of safe behaviours and practices at work and at
home. Recognition for safe behaviours to encourage
improvement. Encouragement for everyone to contribute to the
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that work or require improvement. improvement of safety and feedback on performance.
Maturity Matrix (Company)
Emerging
(Level 1)
Managing
(Level 2)
Involving
(Level 3)
Co-operating
(Level 4)
Continually Improving
(Level 5)
An inductionprocess exits. All
staff are familiar
with the company
HS&E policy and
procedures. 1.1
1.2a1.2b
Responsibilities andaccountabilities are defined
at job level, together with
task specific safety
guidelines. Consequences of
non compliance are
communicated. 1.2c1.2d
1.41.3a1.3b
All staff are familiarwith personal actions
and behaviours
required by PRfS.
Majority of staff are
trained, willing and
able to intervene in the
workplace.
All Managementand staff share
their safety
commitments
freely with each
other and discuss
openly. Rules and
procedures are
regularly reviewed.
An improvement plan ismaintained which
includes workforce
involvement and is
regularly reviewed and
communicated. PRfS
maintains a high profile
within the organisation.
1.7a1.7b
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1.51.6a1.6b
Communication is
one-way - top
down but processesare being
developed to
promote two-way
communication.
The identification and
communication of solutions
rather than problems isencouraged and relevant
training provided. 2.1
Communications are in
clear and concise
language avoidingjargon and
abbreviations. Face to
face communication is
encouraged. Timely
and effective feedback
is provided on issues
raised highlighting
positive and negative
aspects. Employee
input is collected and
considered when anysignificant change is
planned. 2.22.32.4
2.5
A questioning
approach is
encouraged withopen feedback and
no fear of
retribution. Regular
site visits are
conducted by Line
and Senior
Management to
communicate with
employees. 2.62.7
All safety
communication is two-
way in the form ofconsultation at all levels
of the organisation.
Safety meetings are
lively and constructive
with open discussion of
safety improvement
ideas and concerns. Both
Managers and front line
employees give
presentations.2.8
Documented
Senior
Management
commitment exists
to incorporate
PRfS throughout
its systems,
providing
appropriate
funding and
Training is provided to
support the development of
safety leadership with a
behavioural focus. A
process is in place to
recognise outstanding safety
performance and provide
appropriate responses to
unacceptable behaviours.
3.23.3
A process exists that
encourages all
personnel to document
their Personal Safety
Commitments and
review them on a
regular basis. A
mechanism is in place
to ensure openness and
integrity of reporting
Safe behaviours
outwith the
workplace are
encouraged
through education
and/or practical
support. 3.23.3
Key safety leadership
behaviours are
recognised in appraisal
process and mentoring is
provided where needed.
3.7
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resources toeffectively support
PRfS. 3.1
without fear ofrepercussion. 3.43.5
Risk assessmentpolicies and
processes are in
place and a process
to identify and
report worksite
hazards exists
and/or is being
implemented. 4.1a
4.1b
Training needs of allpersonnel, including
contractors, in hazard
identification and risk
assessment have been
identified and training is
being provided.4.1c4.1d
All personnel arecompetent in hazard
identification and risk
assessment processes
and seek to employ
their skills effectively.
Worksite hazards are
being documented and
communicated across
the organisation. 4.2a
Hazardidentification and
risk assessment has
become an integral
effective part of the
work process for
all personnel.
Personnel are
employing their
knowledge outside
the workplace.
Personnel aresharing their
knowledge and
expertise with
others. 4.2b4.2c
4.3a4.3b4.3c4.4
Regularmonitoring/auditing of
the effectiveness of the
policies and processes
are undertaken with
remedial measures
identified being
implemented. The
benefits of being good at
hazard identification and
risk assessment maintain
a high profile with theorganisation.
Work planning
processes are in
place and are being
revised to integrate
PRfS elements.5.1
5.2
Training needs identified
and training being
implemented where needed.
All staff are familiar
with personal actions
and behaviours
required by PRfS.
Majority of staff are
trained, willing and
able to intervene in the
workplace. 5.3
Safety implications
of changes to the
plan are effectively
managed through
full workforce
involvement. 5.4
Captured learnings are
incorporated into
planning process. 5.5
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There is a policyand a documented
system that
supports the right
and duty of anyperson to intervene
in the interests of
safety. 6.16.26.3
Training in observation andconstructive intervention
skills given to all personnel
to support company
observation and interventionprogrammes. 6.4
Individuals give andaccept constructive
intervention in a
positive manner.
All personnel seethe value of
intervention.
Actions taken are
clearly visible.
Positive behaviours arecontinually reinforced
and proactive safety
behaviours are
recognised as anorganisational value. 6.5
Safety rules and
principles are in
place but unsafe
behaviour
continues. Lack of
accountability
within theorganisation or the
wrong people
being held
accountable. 7.1
Management visible at
worksites. Safety
observation/intervention
system in place.
Consequences of unsafe
behaviour reinforced.
Unsafe behaviour is
not tolerated. All
aware of consequences
of positive and
negative safe
bahaviour. Trust is
building betweenManagement and staff.
7.2
Safety leadership
and commitment is
high with
Management and
workforce actively
demonstrating
proactive safebehaviour and
looking after each
other.
Workforce now exhibit
confidence to engage in
actions to enhance
safety. All incidences of
unsafe behaviours are
reviewed with a view to
learning lessons.
A framework and
requirement exists
for Personal Safety
Commitments but
not fully
implemented. 8.1a
Requirement for Personal
Safety Commitment for
Management. 8.1b8.1c
Extend PSC
requirement across
organisation providing
guidance on content
and evaluating
individual
performance. 8.1c8.1d
8.1e8.2
PSC promotes,
encourages
individual
contributions
towards
organisation and
industry goals.
Evaluation is 360 deg
and feedback received is
acted on.8.3
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A frameworkexists to develop
and encourage safe
behaviours but
organisation notfully engaged. 9.1a
Management activelyencourage and support safe
behaviours. Necessary
training and coaching is
provided. 9.1b9.1c9.29.3a
Workforce engagedand safe behaviours
accepted as the norm.
9.3b9.3c
All personnel seethe value of safe
behaviours and do
not tolerate unsafe
behaviours. Safebehaviours outwith
the workplace are
encouraged
through education
and/or practical
support. 9.3d9.4a
9.4b9.4c
Workforce suggestionsare valued, reviewed and
where relevant included
to improve the
programme.9.5a9.5b
Maturity Matrix (Personal)
Emerging Managing Involving Co-operating Continually Improving
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(Level 1) (Level 2) (Level 3) (Level 4) (Level 5)
An induction
process exits. You
are familar with thecompany HS&E
policy and
procedures.
Your responsibilities and
accountabilities are defined
at job level, together withtask specific safety
guidelines. Consequences of
non compliance have been
communicated to you.
You are familiar with
personal actions and
behaviours required byPRfS. The majority of
your colleagues are
trained, willing and
able to intervene in the
workplace.
All Management
and your
colleagues sharetheir safety
commitments
freely with you
and discuss
openly. Rules and
procedures are
regularly
reviewed with
you.
You are involved in
establishing and
maintaining the safetyimprovement plan for
your site. PRfS maintains
a high profile within the
organisation.
Communication isone way - top down
but processes are
being developed to
promote two -waycommunication
with you.
A questioning approach isencouraged with open
feedback and no fear of
retribution. Regular site
visits are conducted by Lineand Senior Management to
communicate with
employees.
Communications toyou are in clear and
concise language,
avoiding jargon and
abbreviations.Communicaiton is
frequently face to face.
You are given timely
feedback on issues,
highlighing positive
and negative aspects.
Your input is sought
and considered when
any significant change
is planned.
You areencouraged to
provide feedback
and can do so
without fear orretribution. Line
and Senior
Management
regularly visit
your site to
communicate
with employees.
All safetycommunication is two-
way in the form of
consultation at all levels
of the organisation.Safety meetings are
lively and constructive
with open discussion of
safety improvement ideas
and concerns. Both
Managers and front line
employees give
presentations.
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Documented seniormanagement
commitment exists
to incorporate PRfS
throughout itssystems, providing
appropriate funding
and resources to
effectively support
PRfS
Training is provided to youto support the development
of safety leadership with a
behavioural focus. A process
is in place in your worksiteto recognise outstanding
safety performance and
provide appropriate
responses to unacceptable
behaviours.
A process exists thatencourages all
personnel in your
workplace to
document theirPersonal Safety
Commitments and
review them on a
regular basis. A
mechanism is in place
to ensure you can
report issues without
fear or repercussion.
You areencouraged to act
safely outwith the
workplace
through educationand/or practical
support.
Your safety leadershipbehaviours are
recognised in the
appraisal process and
mentoring is provided toyou where needed.
Risk assessment
policies andprocesses are in
place and a process
to identify and
report work site
hazards exists
and/or is being
implemented.
Your hazard identification
and risk assessment trainingneeds and those of your
colleagues, including
contractors, have been
identified and training is
being provided.
You, and the
colleagues around youare competent in
hazard identification
and risk assessment
processes. You seek to
employ these skills
effectively. Worksite
hazards are being
documented and
communicated across
the organisation.
Hazard
identification andrisk assessment is
a routine and
effective part of
the work process
for you and your
colleagues. You
apply this
knowledge
outside the
workplace. Youshare this
knowledge and
expertise withothers.
The effectiveness of the
policies and proceduresused in your workplace
are regularly
monitored/audited.
Remedial measures are
identified and
implemented. You and
all your colleagues
understand the benefits
of being good at hazard
identification and riskassessment and you
support the use of these
in your workplace.
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Work planningprocesses are
established in your
workplace. They
are being revised tointegrate PRfS
elements.
Your training needs havebeen identified and training
is being provided where
needed.
You and yourcolleagues are allowed
adequate time for
proper planning.
Safetyimplications of
changes to the
plan are
effectivelymanaged through
full involvement
of you and your
colleagues.
You have access otlearnings and incorporate
these into the planning
process.
There is a policy
and a documented
system that
supports the right
and duty of any
person to intervenein the interests of
safety.
Training in observation and
constructive intervention
skills is given to you and
your colleagues to support
company observation and
intervention programmes.
You are able to give
and accept
constructive
intervention in a
positive manner.
You and your
colleagues see the
value of
intervention.
Actions taken are
clearly visible.
Your organisation
recognises and values
proactive safety
behaviours. Your
positive behaviours are
continually reinforced.
Safety rules andprinciples are
established in your
workplace but
unsafe behaviour
continues. You see
a lack of
accountability
within your
organisation or you
see the wrong
Management visible atworksites. Safety
observation/intervention
system in a place. You
understand the consequences
of unsafe behaviour.
Unsafe behaviour isnot tolerated. All
aware of consequences
of positive and
negative safe
behaviour. Trust is
building between
Management and staff.
Safety leadershipand commitment
is high in your
workplace. You
and your
colleagues
actively
demonstrate
proactive safe
behaviour and
look after each
Continued monitoringand review.
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people are heldaccountable.
other.
A framework and
requirement existsfor Personal Safety
Commitments in
your workplace but
these are not fully
implemented.
Your Managers commitment
to Personal Safety is arequirement of th2eir job.
Commitment to
Personal Safety isestablished across your
organisation. Guidance
is provided to you and
your safety
performance is
evaluated.
PSC promotes,
encouragesindividual
contributions
towards
organisation and
industry goals.
Evaluation is 360 deg.
You are involved as arecipient or provider.
Feedback is provided and
is acted on.
A framework exists
in your workplace
to develop and
encourage safebehaviours but the
organisation is not
fully engaged.
Your Management activity
encourages and supports safe
behaviours. Necessary
training and couching isprovided to you.
You and your
colleagues accept safe
behaviours as the
norm.
You and your
colleagues see the
value of safe
behaviours andyou do not
tolerate unsafe
behaviours. Safe
behavioursoutwith the
workplace are
encouraged
through education
and/or practical
support.
You see your suggestions
are valued, reviewed and
where relevant included
to improve theprogramme
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Process For Creating Major Change
Process For Creating Major Change
Establishing A Sense of Urgency
Examining the market and competitive realities.
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Identifying and discussing crises, potential crises or major opportunities.
Creating A Guiding Coalition
Putting together a group with enough power to lead change Getting the group to work together like a team
Developing A Vision And Strategy
Creating a vision to help direct the change effort Developing strategies for achieving that vision
Communicating The Change Vision
Using every vehicle possible to constantly communicate the new vision and strategies Having the guiding coalition role model the behaviour
expected of employees
Empowering Broad-based Action
Getting rid of obstacles Changing systems or structures that undermine the change vision Encouraging new approaches and non-traditional ideas,
activities and actions
Generating Short-term Wins
Planning for visible improvements in performance or 'wins' Creating those 'wins' Visibly recognising and rewarding people who made the wins
possible
.
Consolidating Gains And Producing More Change
Using increased credibility to change all systems, structures and policies that don't fit the transformation vision Hiring' promoting and developingpeople who can implement the change vision Reinvigorating the process with new projects, themes and change agents
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