Teresa Preston OSHA Small Business Forum September 14, 2007.

Teresa Preston OSHA Small Business Forum

September 14, 2007

OutlineWhat is a “small” shipyard?What is a “medium” shipyard?Management CommitmentEmployee InvolvementWorksite AnalysisTrainingHazard Prevention & Control

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What is a “small” Shipyard?Single Owner (often family-owned)< 500 employeesUsually fills a niche market (i.e. barges, tugs,

rig support vessels, etc.)Locations often have been industrial for over

50 years (Environmental history)

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Steiner Shipyard, Inc.

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What is a ‘medium” Shipyard?Usually Private owner (single, family, private

equity firm)500-1500 employeesMixed market, commercial/governmentLocations have often been industrialized for

many yearsOften “large” local” employer, but small by

shipyard standards

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Atlantic Marine Alabama

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Management CommitmentSingle Owner/private firm

Advantages/Opportunities

Flat Management system

Private/family-owned

Owner/President often is also EHS/HR

EHS reports to the topImmediate responseExcellent employee access

Personal bias/fears

Training/expertise/focus lacking

Can make decisions quickly

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ORA Kick-OffPresident McAlear and V.P. Williams attended every ORA training session unless they were on travel

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Employee InvolvementTraits Advantages/

OpportunitiesMany long-term

employees

Family atmosphere

Management Access

“We’ve always…”Comfortable approaching

management

They “look out” for each other

Easy to arrange feedbackPresident/VP kick-off

training sessions

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Employee Recognition – Timely, AppropriateEmployee recognized for Good Samaritan acts for a contractor who had a heart attack in his truck.

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Worksite AnalysisTraits Advantages/

OpportunitiesOld sites, up to 100+

years

Small EHS staff, if any

Environmental “sins” of the past

Need to remove “blinders”

MUST guard against putting production first-SAFE PRODUCTION a MUST

Budget constraints12

Employees need to be trained to recognize hazards in their work areas

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TrainingTraits Advantages/

OpportunitiesSpecialized work and

workforce

High turnover

Staff/budget constraints

Maritime EHS pre-packaged training unavailable

Many specialized reqts

Hard to schedule to ensure compliance

Outsource training - $$$$

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Using Outside Resources for Emergencies requires coordinating training and drills

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Hazard Abatement & PreventionTraits Advantages/

OpportunitiesTools/equipment that

require retrofit guarding

Specialized worksites

Small EHS staff

Tools/equipment that require retrofit guarding

Regulators don’t know

the differences

Must outsource services such as IH, Emergency Response, etc.

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Working on a large semi-submersible rig

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ChallengesRegulated like the big dogsLack of understanding of processes and

specialized regulations by the regulatorsLack of understanding of reasoning behind

regulations by business ownersResources available to small businesses often

untapped

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Overcoming obstaclesTrade Organizations pool knowledge, open

doors to regulators, keep track of changing regulations, advocate for us

Local EHS Organizations (GCMSA, VSRA, etc.)

OSHA Outreach toolsOSHA Alliances, EPA Sector StrategiesVPP & SHARP Mentors

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Investing in Culture ChangeORA programLeadership TrainingTeambuildingFollow-up and follow-throughSafety & Hazard Control CommitteeRCCA’s (Root Cause, Corrective Action

Meetings)Focus SessionsEmployee Trainers

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Questions?

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Copyright 2006 Northrop Grumman Corporation

OSHA’s Small Business Forum, Washington DC, September 14, 2007

September 14, 2007

James R. ThorntonDirector, Environmental, Health and SafetyNorthrop Grumman Corporation


Even a Bear Can Do It…..


ANCHOR CHAIN


ANCHOR LIFT AND WEAPONS ELEVATOR


BOW LIFT


BUSH PROPELLOR


CARRIER CONSTRUCTION


CATAPULT WORK


WELDING AND FLOATING DRYDOCK


GRINDING


HULL PAINTING AND ZENITH PROPELLER


MIG WELDERS


PAINTING AND X36 RIGGERS


PIPEFITTERS


PROPELLER INSTALL AND SHAFT SUPPORT


PROPELLER AND SHAFT


RIGGER WINCH AND RUDDER INSTALL


TEXAS CONSTRUCTION


TIG WELDER


USS RONALD REAGAN, PEARL HARBOR, 6/28/06


USS LOS ANGELES, 12/7/06


Why Have H&S Program?

It is it required by law

It’s good for the business - worker’s comp costs - productivity, quality, etc, but…..

It’s good for the employees - morale (they care about me) - families like it

It is the right thing to do


Why Go For H&S Culture Change (VPP)?

Reduces Injury Rates and Costs

Stimulates Culture Change (if it is needed)

Improves Visibility of H&S Program

Improves Relationship with Union(s)

Enhances Relationship with OSHA


Injury/Illness Performance – Rates of Total Recordable Cases

0

10

20

30

40

50

Cas

e R

ate

2007 Goal = 7.52

Industry Average w/o Newport News

Industry Average

Newport News


Total Number of Injuries

0

500

1000

1500

2000

2500

3000

3500

4000

4500

5000

1992 1994 1996 1998 2000 2002 2004 2006


Injury/Illness Performance – Rates of Recordable Cases with Days Away from Work

0

2

4

6

8

10

Ca

se

Ra

te

Industry Average w/o Newport News

Industry Average

Newport News2007 Goal = 1.88


Total Number of Lost Time Injuries

0

200

400

600

800

1000

1200

1400

1992 1994 1996 1998 2000 2002 2004 2006


How To Do This Stuff “Safely”

Management Engagement Forget “commitment” Accountability, accountability, accountability (“who

is responsible for safety”) You will know it when you see it

Employee Engagement Forget “involvement” Culture – “is this a safe place to work?” “Do they

care about me?” Accountability, accountability, accountability Safety begins when the supervisor turns back

Visitors (leased, supervised, contractors)


What is EH&S’s Role?

Be a catalyst, a stimulator, a “marketer”

Continue to ratchet accountability

Get momentum going, move aside, but keep pushing

Saturate the airwaves

Celebrate successes

Teresa Preston OSHA Small Business Forum September 14, 2007.

Documents

Transcript of Teresa Preston OSHA Small Business Forum September 14, 2007.