MODULE 2: ACCOUNTABILITY

Elements of an Effective Accountability System

Element 3. A Process of Evaluation

When applied to safety performance, accountability demands much more than simply being answerable. When employees are held accountable for meeting safety standards set by the company, the quality of their safety performance should be measured some way. Evaluation strategies include:

o Informal daily observations. Through observation, supervisors may provide feedback on safe behavior.

o Periodic formal evaluations. Supervisor keeps track of employee safety performance, writes an appraisal, and conducts a review with the employee.

It's important that behaviors, rather than results, be evaluated. When behaviors somehow impress the employer, recognition is certainly appropriate. However, when employees violate safety rules and discipline is justified, then discipline is appropriate. If employees believe they will be disciplined for having an accident (a result), they are less likely to report incidents or accidents.

Bottom line - don't discipline employees for having an accident (a result). Discipline employees, when justified, for non-compliance (a behavior). The accident, itself, is irrelevant to the discipline process. When an employee has an accident, he or she suffers natural consequences. Discipline is a form of system consequence and should address only behaviors.

Discipline for substandard behavior, not for getting hurt!