OIPA Fall Conference Presenter Philip Valois DOT & Regulatory Director Pacer Energy Marketing, L.L.C. Management Support and Employee Involvement. Worksite Hazard Analysis Prevention and Control Training for Employees, Supervisors and Managers. Documentation You MUST have a commitment from top management that training & safety is a priority. It should be high on the list if not first as one of a companies core values. You have to get the employees involved. Change Behaviors / Behavioral Safety. Meet with your staff and ask for their input regarding what types of training they would like to see. Identify site specific safety issues. Review previous incidents or accidents and consider the causes. Focus on educating your audience not scolding or shaming them into policy compliance. Communicate to your audience that if you are following safety rules because it’s a written rule then you are really doing it for the wrong reasons! Begin with a written Hazard or Task Analysis to gather information. Needs to be on an ongoing basis to ensure the training program stays current with operations. The mechanism for using the worksite analysis as part of the training program needs to be incorporated into the basic policies and procedures. i.e. PPE Hazard Assessment Determine if there is any training required by State or Federal agencies, for your particular business. 1. OSHA 2. DOT 3. EPA 4. Other regulatory agencies i.e. DEQ Beside regulatory training you may want to provide, Orientation training Basic safety training. New task training. Refresher training. Corrective action training Using all the information you have now gathered you are ready to develop your plans and procedures. There are many resources available these days to assist you in the correct way to compose plans and procedures. Each policy or procedure should include: Objective Purpose Scope Employee Involvement Training, Documentation. Objective-typically a statement of commitment by the management to adhere to the policy. “Company XYZ strives to provide a safe work place for our employees” it may also generally address the company's philosophy. It describes the end result which the training is intended to produce. For Instance: "This training is intended to comply with 49 CFR part 40" describing required procedures for conducting drug and alcohol testing for the transportation industry" Purpose- what is the purpose of the written policy. What should the students know or be able to do as a result of this lesson. " This written policy will" or “This written policy is in place to communicate to employees the policies and procedures to follow in the event of a fire.” Scope - The scope is the body of the plan and will define the policies and procedures contained in each plan. It will identify who is responsible and what responsibilities each level of involvement and each job task will have. It will also identify the administrative controls and/or engineering controls which are necessary to make the job or workplace safe. All companies should have some form of written disciplinary procedures which should be stated somewhere in your safety policy. At a minimum communicate disciplinary procedures to the employee during orientation training. Disciplinary actions should be taken as soon as possible after the infraction. Why? Written disciplinary statements should describe if it is a violation of company policy. Verbal reprimands should be documented via email or other written form. Counseling documents are useful. All documents indicating disciplinary actions should be reviewed and signed by the employee and supervisor. Always, Always, Always document! All employees must be eligible for recognition on an equal basis. The recognition must supply the employer and employee with specific information about what behaviors or actions are being rewarded and recognized. The recognition should occur as close to the performance of the actions as possible to reinforce certain behaviors. Make the rewards known by all employees and also include spouses. Maintain good records regarding rewards and recognition. An Appreciated Employee is a loyal employee Orientation Basic Safety training. Annual New training. training. Task training. Corrective Action training. New employee safety orientation training is a very important issue. Many new employees or (short service employees) are injured within the first 6 months of employment. A new employee needs to be brought current with all safety and operational procedures involved in his job before undertaking it. Many times there is too much information to deliver in one sitting, if you expect the employee to retain the information you may need to break it down into smaller sessions. Consider computer based training when possible, break the training up into several sessions. Without safety training for employees, supervisors and managers, the safety program would never become a cohesive program nor would it ever have any merit. Therefore training is an essential part of every successful safety program. Many regulatory agencies require annual training: OSHA for example requires employees to be trained annually by calendar month. DOT HAZMAT training has its own set of special provisions, Every three years for HAZMAT. Employers must keep records current on all their team members training. Annual training is important for all employees and managers. Refresher training. Changing trends. Revisions New to company policies and procedures. equipment. Whenever a new task is created, an existing task is modified or procedures are changed you should assure affected employees are properly trained. This might include hands on training as well as classroom training. Be sure to document. If an employee has had a near miss accident or has been observed approaching a job unsafely they should receive a corrective action type training to assure they know the correct procedure. When you discipline an employee it is also important to teach them what they did wrong and why and try to correct that behavior. You need to document the corrective actions. The delivery method may be defined as the various techniques and media used in teaching to convey content to students. Computer Based Training Internet White Boards Flip Charts Power Points Videos Handouts-Training Blueprints Tailgate meetings Professional Motivational Speakers Someone from within the organization Know your audience….. We receive information through several different senses at one time. We each tend to use one sense most efficiently. Three different types of learning styles: 1. Visual 2 Auditory 3. Kinesthetic (kin-uh s-thet-ik) The VISUAL learner prefers the sight of words or picture, Neat, likes order. Great imagination. Good at note taking. Likes to look at graphs, tables, charts. Likes to watch slide show. Likes to learn from videos. The AUDITORY Learning is a learning style in which a person learns through listening. Must be able to hear what is being said. Use their listening and repeating skills. Repeats directions or commands often. Good at following oral directions or commands. Generally, the auditory learner will remember 75% of what they hear in a lecture. KINESTHETIC (kin-uh s-thet-ik)/ Tactile Learners- Prefers physical activity. Plays with things at desk. Gestures when talking. Learns by doing. Fidgets Likes to draw or illustrate materials Likes to move around/ physical activity. Likes to participate in games. Likely the most important part of your training is the documentation that training existed. All training that is performed needs to be documented. Who attended the training- employees signatures LEGIBLE. What topics were covered. Who provided the training and when the training was delivered. Your documentation should include a Statement such as: - I acknowledge I have received the training regarding Blood borne Pathogens. I understand it and accept the plan as a policy that I will support and follow in my daily work at XYZ Corporation. Should have a place for both the employee's signature and their printed name and date. Should provide a place for the instructor's signature and their printed name and date. What to do with the documentation? Save either a hard copy or electronic copy in the employee's Safety folder. You must be able to document your safety training efforts but even that is not enough. You must be able to prove not only that you delivered the training to your workers, but that you took steps to verify its effectiveness. As mentioned earlier, top management must commit itself to placing training & safety as one of the company's top values and the employee must know this. The five basic components will then provide a solid foundation for a successful and effective training program. What are the Five Basic Components of a Successful Safety Training Program? Management Support and Employee Involvement. Worksite Analysis Hazard Prevention and Control Training for Employees, Supervisors and Managers. Documentation Philip A. Valois Pacer Energy Marketing, L.L.C. 918-770-1205 [email protected]
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