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2014 RESAP Meeting Arlington, VA April 22 – 23, 2014

Join us at the RESAP 2014 Spring Meeting in Arlington for updates on safety achievements, leadership engagement levels, and strategic initiatives. Learn about the latest safety practices and engage in valuable discussions on safety performance. Don't miss out on this opportunity to enhance safety practices in your organization.

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2014 RESAP Meeting Arlington, VA April 22 – 23, 2014

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  1. 2014 RESAP MeetingArlington, VAApril 22 – 23, 2014 Rural Electric Safety Achievement Program

  2. 2014 Spring RESAP Meeting April 22, 2014 - 8:30am to 4:30pm Welcome and introduction Bud RESAP process status review All RESAP plan review All Update on OSHA Subpart V Final Rule Martha Duggan Lunch (provided) “Speak Up – Listen Up” development & implementation plan All Break-out session for SULU implementation barriers All Online system pilot and development plan review Dana, April & Chuck • Pilot plan status and approach • Development plan status update • Field ID update • I auditor (John Dvorak)

  3. RESAP Process Review

  4. First Three Year Cycle & 2014 Projection

  5. Process Review * Projected • Follow up Action: • Please review current status of your co-ops that may be lagging behind (Achievement Status Report) and notify them to complete outstanding APM, LC and SIP-C surveys as soon as possible.

  6. Special Recognition

  7. Pennsylvania

  8. Ohio

  9. North Carolina

  10. Nebraska

  11. RESAP plan review

  12. 2014 Plans & Priorities

  13. RESAP Strategic Road Map Supporting Strategies

  14. Where does your leadership engagement stand? • Generally do care • Typically doubts their involvement adds value • Typically delegates safe performance to others • Focuses almost exclusively on outcomes • Rarely attends safety events • Conversations typically center around cost, production, customer service, political issues, etc. • Time allocation to safety is limited, lacks confidence to enter the trenches • Rarely understands the real status of safety performance • Constantly reacting to negative incidents “Bank Walker”

  15. Where does your leadership engagement stand? • Sincerely cares • Unsure of where to direct attention and what specific actions to take • Generally assumes people know what to do “they just need to take ownership” • Dabbles in safety activities but unsure of what to do “Wader” • Generally stays on the fringe with occasional conversations about safety • Typically reacting to negative incidents • The best that can be achieved is average performance

  16. Where does your leadership engagement stand? • Allots specific time to safety performance (visible activities) • Blocks out time with direct reports to review safety performance • Has the confidence to enter the trench • Continually asks safety related questions equal to other key performance areas • Sets the expectations and follows up • Focuses upstream to avoid reacting downstream • Constantly looks for opportunities to recognize great safety performance • Instills safety in key business processes “All In”

  17. Where does your leadership engagement stand? “Wader” “Bank Walker” “All In”

  18. Upstream or Downstream Activity Stream of Work Activity RESAP • Established Expectations • Clearly defined responsibilities for safety performance. How do you respond to bad news? Incident Occurs • Improvement Plan • Improvement Initiatives & Priorities Teams & Involvement • Investigation • Root cause analysis • Follow-up plan Blame & Discipline

  19. 2014 Strategic Initiatives • Implement “Speak Up, Listen Up” training through statewide assn. • Conduct Safety Leadership Summit and Leading Practices Showcase (April 2015 – Indianapolis, IN) • Improve effective use of safety improvement plans • Include SIP assessment within onsite observation process • Update the existing online system to better meet program needs • Improve the use of the onsite application within the current process

  20. 2015 Safety Leadership Summit

  21. Safety Leadership Summit • JW Marriott in Indianapolis, IN • April 14 – 17, 2015 • Pre-conference sessions on the 14th • Co-op entries for the Leading Practice Showcase will begin in July

  22. Leading Practices Showcase Examples

  23. “Tidy Friday” – A creative way to create employee ownership The Issue • Housekeeping tasks were not being completed regularly – only prior to RESAP observations • Safety hazards were increasing due to improper housekeeping and organization What we did • The Safety Committee and management identified areas that required attention on a regular basis. • Employees were assigned specific duties to be completed every Friday. • Regular feedback is provided to recognize great consistent performance. The Results • Employees take great pride and ownership • Employees take greater care of their equipment and work place on the off days • Creates positive teamwork • Employees have a clear understanding of expectations • Our co-op is maintained in a orderly fashion on a consistent basis 23

  24. Oglethorpe Power

  25. RESAP Logo Redesign

  26. Logo Redesign

  27. Update on OSHA Subpart V Final Rule Martha Duggan

  28. “Speak Up – Listen Up” development & implementation plan

  29. Speak Up Listen Up - Task Team Members • Garry Christopherson • Rob Land • Tommy Greer • Phil Newton • Tony Toncray • Joe Selnekovic • Mike Williams

  30. Speak Up Listen Up – Program Purpose • Assist leaders in establishing a structured approach for safety communication • Engage employees in constantly recognizing safe performance that reduces the risk of injury • Instill confidence and courage in employees to address safety performance • Strengthen overall safety culture

  31. Speak Up Listen Up Implementation Schedule Production Shoot May 16th – 21st Production Planning & Scenario Development Editing & Content Completion Training-the-Trainer 2 or 3 Sessions Sept 30th, 2013 Mar 31th, 2015 Mar 31st Sept 30th Nov 19th – May 9th May 26th – Aug 1st Aug 25th – Sept 29th Oct 6th – Feb 1st Feb 1st – Apr 30th Jan 1st, 2014 Jun 30th, 2014 Jan 1st, 2015 Possibly Start Training in some States Training-the-Trainer 1 or 2 Sessions

  32. SULU implementation Barriers Break-out session

  33. Considerations for Implementation Barriers • Ability to engage seniors leaders in the initial training • Communication / relational challenges • Scheduling challenges • Resource and time constraints • Support needs, if any • Department / co-op • State • NRECA

  34. Online System Pilot and Development Project

  35. Online System Development Plan • Tablet Pilot Project • Alabama, Iowa and Michigan • Online System Development Effort with NRECA IT staff • Field ID National Discount Agreement

  36. Online System Development Plan Review Dana Bain & April Cunningham

  37. I-auditor Review John Dvorak

  38. 2014 Fall RESAP Meeting (Second Day) April 23, 2014 – 8am to 12N Online system pilot and development plan review (continued) All Application review and open discussion for future plans All Visit from Jo Ann Emerson and Martin Lowery All Area Administrator Roundtable All Meeting Evaluation All Summary and Next Steps All End

  39. Online system pilot and development plan review (continued)

  40. Summary of SULU Discussion

  41. SULU Breakout Session – Take-aways Promotion • NRECA needs to promote directly to co-ops with a consistent message and guide them to the states for questions (?) • To successfully promote states need the trainer-the-trainer session upfront (varied opinion?) • CEO’s that need it most are less likely to participate

  42. SULU Breakout Session – Take-aways Scheduling • Scheduling interests varied: • Some states want to proceed with training-the-trainer and begin implementation this year • Others will not be ready until 2015 with implementation mid-year • Others have large training commitments already, may have to postpone start until late 2015 • We could use 4 hours training at Fall / NUTSEA meeting or possibly a series of web conference to review content

  43. SULU Breakout Session – Take-aways Delivery • CEO’s may be hard to schedule to a 4 hour session • CEO’s need to understand the upfront value proposition • Should we training CEO’s together and/or with management team at their co-op? • Can the content be delivered in separate sections to a co-op • Based on local familiarity should we use trainers from other states to help elevate the importance • Training could be coordinated with other training and delivered within normal scheduling

  44. Application Review and Open Discussion

  45. Visit from Jo Ann Emerson and Martin Lowery

  46. Area Administrator Roundtable

  47. Meeting Evaluation / Next Steps

  48. Questions or Comments?

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