Crushing Obstacles to Safety III Safety Motivation and Compensation Solutions for Small Mines INTRODUCTION
Safety Professionals are busy • - Writing and implementing standards • - Developing training plans and materials • - Training, training, and more training • - Auditing implemented systems • - Varied State and Federal inspections • - Independent Contractor Safety • - Dealing with accidents • - Dealing with attorneys • The list is endless . . . .
In a small operation you may be much more….- Production - Hiring Jack-Of-All-Trades It’s a huge, maybe impossible, load.
Not to worrySafety professionals all agree…. Sharing is essential.
Need free material? • Call MSHA EFS • -Pt 46, Pt 48 • -Required topics • They’re a great source for your • Safety library.
What about your written safety procedures? Are you ready to merge safety and compensation? If it’s still on your “to do” list I have a template for you.
This template is:- Free- Easy to edit - Easy to present- Presentation counts toward Pt. 46 and Pt 48 training.
Contains:- Company Safety Policy- Disciplinary Action Policy- Management and Supervisory responsibilities- Safety Committee lay out - Rules and Procedures
Free templates are also available for: -Position description and requirements summaries -Accident Investigation
- Improved safety ADVANTAGES • Equal pay for performance • Legal defense basis for merging compensation and safety.
NOW…- You’ve got the tools.- You’ve done the training. - Upper Management believes in safety. But . . .
There’s still the employee who just doesn’t seem to get it. Discipline is rarely a productive solution. Is there a way to turn this around? Let’s take a look .
Crushing Obstacles to Safety III Safety Motivation and Compensation
The Human Behavior Experts (Ya Gotta Love ‘em) Abraham Maslow: Needs Hierarchy Theory Safety is a human need secondary only to food, water, and air.
The Human Behavior Experts (Ya Gotta Love ‘em) V.H. Vroom: Expectancy Theory Motivation to achieve depends on: - Expectation of outcome from effort - Value of the goal - Likelihood of reward
The Human Behavior Experts (Ya Gotta Love ‘em) J. S. Adams: The Equity Theory Behaviors deteriorate if rewards are inequitable.
In short…. - Humans want to be safe. - Just teach them how and treat them all the same. (Really? What Planet do these “Experts” live on?)
Thank you, Experts - Ask any safety professional. - We all agree. - It’s just not that easy. Unless it’s incorporated into a payroll compensation system!
The Universal Concept If you paid for it. . . . You should get it.
Buy a new car? . . . Reject a damaged new car . . .
The Universal Concept It works in daily life . . . . And it works with employees.
- Easily understood - Easy to develop- Easy to use Performance Compensation It can get you what you’re paying for!
Define the System Step 1:
Define Rates Step 2:
Easy as 1-2-3 - Establish starting wages. - Define what you will pay for • Level of Task Performance • Level of Safety Performance - Define the outcome for sub-normal performance in either category.
- No discipline- Simple explanation“I’m not getting what I’m paying for”“I will only pay for what I’m getting” The Conference Behavior change is immediate.
Template Request Form - Your Name: - Your e-mail address: - Use the check off boxes for templates you would like to receive.
Thank You ! Please remember: -Templates are only a starting point and must be edited to meet the requirements of your Company and your state. - E-mail order forms - Course evaluation forms