MODULE 1: MANAGEMENT COMMITMENT

Take Action

Now you have some ammunition to help get top management commitment you'll receive many more tips and ideas about this throughout the course. Right now, let's take a look at developing an effective action plan to get top management commitment. An action plan is nothing more than a set of long-term strategies and short-term tactics ("how" statements).

A Sample Action Plan

First, examine the quality of the information your safety committee is giving management. The more useful the information you provide, the more likely management will take positive action on your committee's recommendations.

Are you talking the "bottom line" with management? Is the safety committee able to present management with the estimated costs for correcting hazards? Can they estimate the much higher costs associated with accidents that might happen if the hazards are not corrected?

Are all members of the safety committee trained on their duties and responsibilities, hazard identification and control principle, and effective accident procedures?

Second, evaluate your company's accountability system that clearly informs, and includes procedures to consistently and fairly enforce safety rules. A written recognition/disciplinary plan should apply equally to all employees.

Are you and the safety committee emphasizing that responsibility needs to be assigned to line managers, from the top on down to the lead person for carrying out safety and health programs. Management carries out the program by conducting safety training, providing close supervision, and by enforcing safety rules consistently. This responsibility should not be delegated to staff people such as the safety director or safety committee, who usually have neither the responsibility nor the authority to take action on those programs. To be most effective, safety supervision, training and enforcement should be line management's responsibility.

Are supervisors adequately trained in identifying hazards and safety procedures associated with the tasks that their workers perform?

Third, establish a program that awards appropriate safety behavior. Appropriate behavior includes:

o complying with safety rules,
o reporting workplace hazards, and
o injuries.

Is your company using a reactive incentive program that pressures employees, through peer pressure, not to report injuries? Does management understand why it is important for them to encourage employees to report injuries immediately?

If you and the committee are doing everything possible, but not receiving the support you need, talk directly with the person at the top of the organizational chart, one-on-one, about the need for support.

Make sure he or she understands that the safety committee's role is that of an internal consultant group with the potential to greatly aid in protecting employees and the employer. A serious dialog between the safety committee and top management may be the catalyst needed to begin a revolution in your company's safety culture.

Now, let's see how much you have learned, by taking the short Self-check quiz.