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Introduction

Researchers have studied the problem of how to reduce

workplace accidents for more than a century.

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Hogans research has identified three elements most critical to improvingworkplace safety. These components form the basis of the SafeSystem .

Introduction

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Organizations have a financial and ethical obligation to create safeenvironments

Traditional research and focus has not solved the problems

Progress in workplace safety and organizational health will advance more

quickly by structuring the topic into three components A culture of worker engagement Worker personality Organizational leadership

Introduction

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When using the Hogan SafeSystem as an integrated solution, organizationscan drive a seamless set of activities focused on safety.

Key Components:Employee Safety Climate Survey

Individual and Team Safety Assessment

Safety Coaching (Supervisor and Employee)

Benefits:

Holistic approach to Safety Management Focuses on the people, not necessarily the systems Actionable results focused on individual accountability

Driving Your Safety Strategy

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The Safety Climate Survey identifies critical factors that can beused to improve the workplace safety climate.

Based on unsafe work behavior research since the 1970sEmployees use a safety awareness index to rate the safety climateMeasures overall safety attitudesCustomized according to client demographics

Report provides benchmark scoresIdentifies key concernsConcludes with specific recommendationsCan be conducted online or with pen and paper

Safety Climate Survey

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Safety Awareness Index

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Key Priorities

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Written Comments

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Safety Climate Awareness Index includes:

Safety Climate Awareness Index

Management Safety Attitudes

Supervisor Safety Attitudes

Company Safety Attitudes

Co-Worker Safety

Equipment and Training

Compliance versus Commitment

Measurement

Culture

Myself

Company Engagement

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Critical components for improving workplace safety Culture of worker engagement

Worker personality Organizational leadership

The SafeSystem Assessment Examines individual participant scores against the six safety-related

personality competencies Useful for screening job applicants based on safety-related behavior Useful for developing employees in existing workforce by identifying safe

tendencies Provides necessary feedback to build and maintain a culture of safe work

practices

Individual Safety Assessment

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Six Dimensions:

Each contributes to a differentaspect of an employeespotential

Each reported on a 5-rangenormative scale

Each predicts different typesof behaviors influencingsafety performance

Compliant

Cheerful

Vigilant

Cautious

Trainable

BEST SAFETY PRACTICES

Strong

Safety Competency Model

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Scale: Defiant Compliant

Low scorers defy authority and may ignorecompany rules.

High scorers tend to follow rules andguidelines.

Case Study: Chernobyl

On April 26, 1986, the world witnessed thecostliest accident in history. The death tollattributed to Chernobyl, including peoplewho died from cancer years later, isestimated at 125,000.

The total costs including cleanup,resettlement, and compensation to victimshas been estimated at $200 billion.

The accident was officially attributed topower plant operators who violated plantprocedures and were ignorant of safetyrequirements.

Case Study: Following Procedure

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Scale: Panicky Strong

Low scorers may panic under pressure.

High scorers tend to be sure of theirdecisions.

Case Study: Buffalo Plane Crash

On February 13, 2009, a Continental Airlinescommuter plane crashed into a house inBuffalo, New York, killing everyone aboardand one person on the ground.

The aircrafts black box recorded strictly-prohibited irrelevant chatter between thepilots.

In-flight recorders also proved that the headpilot panicked and pulled the nose of theaircraft up, causing it to stall and crash.

Case Study: Handling Stress

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Scale: Irritable Cheerful

Low scorers may easily lose their temper.

High scorers tend to remain calm, even instressful situations.

Case Study: Hudson River Crash

On January 15th, 2009 US Airlines flight 1549crash-landed in the Hudson River. All 155passengers and crew survived.

The pilot, Chesley B. Sullenberger, wasdescribed as calm, cool and collected as hemaneuvered the plane into a safe position forwater landing.

Due to Sullenbergers focus and composure,a tragic accident was averted.

Case Study: Emotional Control

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Scale: Reckless Cautious

Low scorers are prone to taking unnecessaryrisks.

High scorers tend to evaluate options beforemaking risky decisions.

Case Study: Exxon Valdez

On March 24, 1989, the Exxon Valdez strucka reef off the Alaskan coast, spilling 10.8million gallons of oil into Prince WilliamSound.

Captain Joseph Hazelwood had left thecontrols, and was suspected of beingintoxicated at the time of the collision.

The environmental impact was one of thegreatest in history, and the resulting cleanupeffort cost Exxon $2.5 billion.

Case Study: Unnecessary Risk

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Scale: Arrogant Trainable

Low scorers overestimate their owncompetence and as a result may be difficult totrain.

High scorers tend to be willing to listen toadvice and take advantage of opportunities tolearn more.

Case Study: New York Crane Collapse

On March 15th, 2008 a large crane collapsedin Manhattan, killing seven people andhospitalizing several others in critical condition.

New York Citys Department of Buildingsblamed faulty rigging for the failure.

The contractors in charge of the crane usedfour nylon slings to secure an 11,000 poundcrane support, when eight steel chain bracesshould have been used.

Case Study: Training and Development

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The Hogan Safety Report is a versatile report used to helporganizations screen applicants and develop the employees

in their existing workforce.

About the Safety Report

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Using the Safety Report

Selection Screening out applicants who are at higher risk of

engaging in unsafe behaviors Screening in applicants who are most likely to

display safety-related work behaviors

Development/Training Training and needs analysis of current workforce Integrated with online and live training

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Section 1: Safety-Related Behavior

Section 2: Overall Safety Score

Section 3: Development Areas By Safety Components optional

Section 4: General Employment-Related Behavior optional

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About the Safety Report

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The Safety Report

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Report Layout

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Provides feedbackregarding six safety-related competencies

Report Layout

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Safety-relatedstrengths and

development needs

Report Layout

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Report Layout

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SafeSystem Coaching Process

The SafeSystem Coaching Process reinforces the importance of individual and collective impact on building a safer environment.

Delivers full, interactive explanation of the Hogan Safety Report

Provides straightforward safety coaching that employees andsupervisors use to develop individual action plans

Includes tools to maintain and improve safety-related behavior in theworkplace.

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Coaching for Individuals: Access to on-line coaching course designed to maximize comprehension of personal results Provides industry-specific examples and illustrations of common risks and behaviors associated with

individual scores Includes Safety Performance Improvement Plan to outline an individuals safety-related targets for personal

development

Coaching for Supervisors: Focuses on the use of the SafeSystem assessment data within the normal course of daily supervision and

coaching

Provides detailed process information and worksheets to use in meetings between the supervisor andindividual team members. Development of Safety Performance Improvement Plans, based on feedback and completion of the on-line

training course

SafeSystem Coaching Process

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SafeSystem

When we are busy, we often overlook the importance of fundamentals.Safety is fundamental to an organizations reputation and profitability, and safety starts with the employees.

Hogans SafeSystem model provides the tools necessary to build and maintain a culture of safe working practices.

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2010 Hogan Assessment Systems Inc. Case study photos provided by AP Images. All other photography courtesy of stock.xchng andiStockphoto. Used with permission. No part of this publication may be reproduced in any form without express written permission from

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