Welcome to CoreInsights, CoreAdvantageís Monthly VPP Bulletin.

CoreInsights has been designed to provide helpful tips and advice to VPPPA members, Safety and Health professonals, their managent and colleagues in order to assist in creating continuous safety and health improvement.

Volume 3 Number 1

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  "HOT ISSUE" EXCHANGE - Manager Accountability
  • Got a sticky question?  Bring it on.
  • Would you like some free consulting?  Now's your chance.  

Continue sending me your "head scratchers" that you just can't seem to resolve.  You'll read my advice in upcoming CoreInsights newsletters.   

Email me your Hot Issue or Quesitons by clicking here.

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"HOT ISSUE" QUESTIONS & ADVICE

Our managers have safety and health included in their annual performance reviews in addition to including it in the reviews for their subordinates; however, the way that it is covered is superficial compared to production and quality. So far I have been unsuccessful in getting the organization to see the need to change; any suggestions?

Tough issue but an important one to deal with. Itís a difficult issue to change since performance reviews typically drive personnel actions, i.e., promotions, bonuses, adverse actions, etc. Your performance review system probably has undergone significant review and approval by management, HR and, may be dictated by corporate policies. If you are a union site, any change to the performance review system for bargaining unit members would probably have to be negotiated. All of this means no one is eager to mess with the system.

Hereís some suggestions:

1. I would limit the scope of the change to non-bargaining unit employees, i.e., line management. Have them lead by example then expand to others as appropriate.

2. You need to sell your top facility manager and HR manager on the need for the improvement. Then work from there.

3. I would sell the need with a discussion surrounding the fact that ďÖwhat you measure and reward gets doneĒ Ė Demming. If safety doesnít receive itsí fair share of importance it sets up competing pressures where production and quality will prevail.

4. S&H performance expectations need to be clearly defined. Once defined you then build the specificity into the performance reviews.

5. Build a measurement system, i.e., KPIís, to support the system. Create an objective system so that everyone knows what is expected and how they individually are doing. An objective system makes performance reviews much easier to conduct and removes much of the hard feelings that can be created when a person feels that their accomplishments have been over looked.

6. Consider getting outside help. A recommendation from corporate, OSHA, or an outside consultant may be what it takes to break the ice and get a discussion started for looking into the need to improve and change the current system.

KEEP YOUR QUESTIONS COMMING AND I WILL DO MY BEST TO PROVIDE OR GET YOU ANSWERS Email me by clicking here.

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TIP FOR THE MONTH - Annual OSHA VPP Reports

Itís almost that time again! Remember that your Annual OSHA report is due on or before February 15! Below are some tips for preparing the report.

1. Follow the format provided by your OSHA Regional VPP Manager or in the absence of specific regional advice, use the format in the TED 8.4 Appendix D

2. Ensure that you have done a through bench marking against the VPP criteria. Donít just pencil wipe a report based on your historical knowledge.

3. Use a team approach to perform the review and prepare the report

4. Be honest in the report. Report areas in need of improvement. For any areas identified in need of improvement also report your plans to address them.

5. Make sure that your rate data and "applicable" contractors ( worked more than 1,000 hours in any calendar quarter) data are accurate. Separate your rates from your contractors.

6. Include data on significant changes and events and, what you feel have been your significant accomplishments for the year have been. Provide information on what you believe are your best practices.


If you are struggling with issues perhaps itís time for assistance from an outside third party. Frequently a person from outside an organization can help facilitate change a lot easier than a person from within.

Evaluating VPP management systems is the core of my practice. If I can be of any assistance please give me a call at 303.499.4111 or Visit us on the web at: http://www.core-advantage.com.

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Exciting New Announcement


Several months ago we announced an exciting new product, SafePath VPP Master Control Plan. SafePath is a web-enabled software tool designed to assist in VPP benchmarking and day to day management of your VPP processes. It is a tool that can be used to help guide your annual program evaluations in addition to managing day-to-day VPP activities. It is particularly powerful for rolling out a corporate VPP initiative to multiple sites.

In the next few months we will be announcing a suite of SafePath products to include:

Root Cause Incident Investigation System
Creating Leading Indicators
Process Safety Management
OSHA Compliance for General Industry, and
OSHA Compliance for Residential Construction

For more information click here: SafePath VPP Master Control Plan

 

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Web-enabled VPP Software
VPP Benchmarking, Program Development and Application Assistance
VPP Annual Program Evaluations
Leadership Coaching/Development
Leading Metrics
Behavioral Observation & Management Systems
Safety Culture Change and Perception Surveys
Root Cause Incident Investigation Systems and Training
Team Training and Meeting Management Skills
Custom Onsite Training


CoreAdvantage provides cutting edge solutions for the workplace. We build and integrate systems for OSHA Star VPP Certification,Safety Management, Culture Change, Behavior Based Approaches, or just basic OSHA compliance.

 

Contact Jerry Ryan, Ph.D., CIH at:

CoreAdvantage
1989 Hardscrabble PL.
Boulder, CO 80305
303.499.4111
jerry@core-advantage.com

Or Visit our website: www.core-advantage.com

 

 


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