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Hogan Safety: Select, Induct, Develop and Identify a Safety Culture

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Presentation on theme: "Hogan Safety: Select, Induct, Develop and Identify a Safety Culture"— Presentation transcript:

1 Hogan Safety: Select, Induct, Develop and Identify a Safety Culture
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2 Integration of Hogan within the Safety Strategy:
When using Hogan assessments as an integrated solution, it allows the organisation to deliver a seamless solution and integrated safety focus… Key Considerations: Organisational governance Strategic people management strategy Recruit and induct Design and review work systems Learning and development Performance management Reward and recognition Succession planning Culture Organisational strategy and goals Processes 2

3 About the Employee Safety Climate Survey
The Safety Climate Survey identifies critical factors that can be used to improve the workplace safety climate Based on unsafe work behaviour research since the 1970’s Employees rate safety climate using safety awareness index Measures overall safety Provides the opportunity for written comments Consists of 40 questions Can be conducted online or pen and paper Customised according to clients’ demographics Report provides benchmark scores Identifies key concerns Concludes with specific recommendations

4 Employee Safety Climate Survey Report
Safety Awareness Index Safety Awareness Index Key Priorities Written Comments

5 Safety Climate Awareness Index
Safety Climate Awareness Index includes: Management Safety Attitudes – How aware is management of safety issues? Supervisor Safety Attitudes – How aware are supervisors of safety issues? Company Safety Attitudes – Is the company aware of safety issues? Co-Worker Safety – Are my co-workers safe and aware of relevant issues? Equipment and Training – Do we have adequate training and/or safe equipment?

6 Safety Climate Awareness Index
Compliance versus Commitment – Is the company devoted to improving safety? Measurement – Are employees given feedback about the level of safety of the company? Culture – Does the company regularly communicate their expectations and regulations regarding safety issues? Myself – Do I value safety and/or feel that my company is safe? Company Engagement – Does the company connect with the employees on topics of safety?

7 Employee & Leadership Development Succession Management
Talent Management Hogan Overview: Applications The Hogan assessments can be used to help organizations satisfy a wide variety of talent management safety needs. They can be integrated into a safety culture road map…. Candidate Screening On- Boarding/ Assimilation Employee & Leadership Development High Potential Programs Succession Management Team- Building Selecting candidates to minimise risk Induction into the organisation’s safety culture Improving the performance of current employees, ensuring risks are identified Identifying and managing high potential employees Identifying & developing individuals who are ready to move into various roles within the organization Helping teams align their strengths with the goals and identify potential roadblocks

8 …using personality assessment to predict safe and unsafe behaviors…
HoganSAFETY …using personality assessment to predict safe and unsafe behaviors… 8 8

9 Why a Safety Report? It is the first step to risk management
Unsafe workers create considerable expense for companies and consumers alike Can use as: A personnel selection aid An assessment of current workforce to uncover training needs Hogan has been researching predictors of safety-related behaviors for nearly 30 years across a variety of industries Some examples include… 9

10 Transportation & Warehousing Retail & Hospitality
Industries Energy & Utilities Construction Government Agriculture Manufacturing Transportation & Warehousing Retail & Hospitality - Energy & Utilities Crewmen, Radiation Protection Technicians, Cashiers, Apprentice Mechanic Employees, Truck Drivers, Store Managers & CSRs - Construction Offshore Anchor Handlers, Project Managers, Superintendents, Estimators, Dispatchers & Supervisors, Project Engineers - Government Area Mining Leaders, Law Enforcement i.e. Correctional Officers, Deputy Sheriffs, Probation and Parole Agents, Fire Service - Agriculture Farm Marketing Rep., Conservation Officers - Manufacturing Food Service Technician, Service Operation Dispatchers, High Pressure Cleaners, Machine Operators, Installers/Assemblers, Surfacing & Coating Employees, Entry-Level, Lift Truck Driver - Transportation & Warehousing Short-haul drivers, Line-haul drivers, Engineers, Pilots, Service Operation Dispatchers, Pick-up & Delivery Drivers, Truck Drivers - Retail & Hospitality Crew Members & Restaurant Managers, General Managers, Area Managers, Drivers, Guest Services 10 10

11 Safety Competency Model
6 Dimensions of Safe Behavior Each contributes to a different aspect of best safety practices Each reported on a 5-range normative scale

12 Following standard operating procedures (SOPs)
Defiant – Compliant Following standard operating procedures (SOPs) Low scorers defy authority, and may ignore company rules High scorers tend to follow rules and guidelines Chernobyl On April 26, 1986, the world witnessed the costliest accident in history. The death toll attributed to Chernobyl, including people who died from cancer years later, is estimated at 125,000. The total costs including cleanup, resettlement, and compensation to victims has been estimated to be roughly $200 Billion. The accident was officially attributed to power plant operators who violated plant procedures and were ignorant of the safety requirement needs.

13 Panicky – Strong Handling Stress Buffalo Plane Crash
Low scorers may panic under pressure High scorers tend to be sure of their decisions Buffalo Plane Crash On February 13, 2009, a Continental Airlines commuter plane crashed into a house in Buffalo, New York. All of the people onboard and one individual living inside the house died, bringing the total loss of life to 50. In-flight recorders have shown that not only were the two pilots having “irrelevant chatter,” which is forbidden by FAA regulations, but the head pilot in full panic and terror pulled the plane’s nose up when he should have dropped the plane’s nose so the plane would not stall.

14 Over-Reaction – Emotionally Stable
Maintaining emotional control Low scorers may easily lose their temper High scorers tend to remain calm, even in stressful situations Hudson River Plane Crash On January 15th, 2009 US Airlines flight 1549 crash landed into the Hudson River after striking numerous birds upon takeoff. Everyone on board (155 people) survived and were accounted for. The flights pilot, Chelsey B. “Sully” Sullenberger, was described as “calm, cool and collected” as he maneuvered the plane into a safe landing position. There is no training for such landings and because of Sully’s focus and composure, a tragic accident was averted.

15 Distractible – Vigilant
Focusing attention over time Low scorers can be easily bored, and become inattentive High scorers tend to stay focused on the task at hand Metrolink Crash On September 12, 2008, in what was one of the worst train crashes in California history, 25 people were killed when a Metrolink commuter train crashed head-on into a Union Pacific freight train in Los Angeles. It is thought that the Metrolink train may have run through a red signal while the conductor was not paying attention – instead he was busy text messaging. Wrongful death lawsuits are expected to cause $500 million in losses for Metrolink.

16 Avoiding unnecessary risks over time
Reckless – Cautious Avoiding unnecessary risks over time Low scorers are prone to taking unnecessary risks. High scorers tend to evaluate options before making risky decisions. Exxon Valdez The Exxon Valdez oil spill was not a large one in relation to the world's biggest oil spills, but it was a costly one due to the remote location of Prince William Sound (accessible only by helicopter and boat). On March 24, 1989, 10.8 million gallons of oil was spilled when the ship's master, Joseph Hazelwood, left the controls and the ship crashed into a Reef. It was alleged that Joseph Hazelwood was intoxicated. The cleanup cost Exxon $2.5 billion.

17 Engaging in training & development opportunities
Arrogant – Trainable Engaging in training & development opportunities Low scorers overestimate their own competence and as a result may be difficult to train High scorers tend to be willing to listen to advice and take advantage of opportunities to learn more New York Crane Crash A large crane collapsed in Manhattan on March 15th, 2008, killing seven and putting several others in critical condition as it smashed into nearby buildings. The city Department of Buildings blamed faulty rigging for the collapse. The contractors in charge of the rigging attached four nylon slings to an 11,000 pound steel brace that was supporting the crane alongside the building. Eight chain braces should have been used and because of this, the crane collapsed.

18 …but safety is just one component of job performance…

19 3 Dimensions of General Employability
Based on decades of experience predicting performance in a wide range of jobs. Dependability Concerns following established procedures and making work-related activity a priority. Composure Concerns handling stress and pressure without becoming upset or emotional. Customer Focus Concerns the capacity to relate to internal and external customers in a friendly, positive, and helpful manner.

20 Implementation of the Safety Report
About the report General information Breakdown of sections How it works… 20

21 About the Safety Report
Generated from the Hogan Personality Inventory (HPI) A Business-related measure of normal personality Designed to predict occupational success Developed exclusively based on data collected from working adults No invasive or intrusive items Items written at 4th grade reading level No adverse impact Fully internet enabled Available in multiple languages Typically takes minutes to complete 21

22 About the Safety Report
The report has 3 main features: Presents information about 6 dimensions of safety-related personality Gives three scores related to general employability Provides development areas for safety-related behaviors Presents information about 6 dimensions of safety-related personality Each dimension contributes to a different aspect of safety Each dimension is presented as a normative score along five score ranges Critical Challenge, Moderate Challenge, Average, Moderate Strength, Strength Optional Overall Average Safety Score Gives three scores related to general employability Dependability, Composure, Customer Focus Each score is presented as a normative score along five score ranges Low, Below Average, Average, Above Average, High Provides development areas for safety-related behaviors Based on Moderate or Critical Challenge scores 22

23 About The Safety Report
5 Total Pages with 3 Main Sections Section 1 (Components of Safety-Related Behavior) Optional Overall Average Safety Score Section 2 (Components of General Employment-Related Behavior) Section 3 (Detailed Development Areas By Safety Components) Optional Off-the-Shelf (no additional research study required) Easy to Use and Understand Created Based on Input from Safety Managers and Consultants 23

24 Using the Safety Report
For Selection Screening out applicants who are at higher risk of engaging in unsafe behaviors Screening in applicants who are most likely to display safety-related work behaviors For Development/Training Training and needs analysis of current workforce Can be integrated with safety-related training 24

25 How it works… Participant logs into Hogan Assessment Platform and completes the assessment (Also available in paper form) System generates report and s to assessment administrator 25

26 The Safety Report 26

27 Report Layout Provides information on the whole report and definitions of each of the six safety dimensions.

28 Report Layout Provides feedback regarding six safety-related competencies Safety-related strengths and development needs 28

29 Report Layout Defines three general employability scales.
Provides normative scores on three general employability scales. 29

30 Report Layout Provides areas of development based on subscale scores.
30

31 “Nice report, but does it work?”

32 Case Study #1: Bus Drivers
Background Organization: Large, west-coast U.S. metropolitan transportation organization Participants: 185 Bus drivers Criteria: Accidents Rule violations Worker’s compensation claims Customer complaints 32

33 Case Study #1: Bus Drivers
Results Compared to the Below Average Safety group, drivers in the High Safety group reported: Over 20% fewer accidents. Over 40% fewer rule violations. Over 25% fewer worker’s compensation claims. Over 10% fewer customer complaints. 33

34 Case Study #2: Manufacturing
Background Organization: Mid-western U.S. manufacturing organization Administered prior to or during employment Participants: 32 assembly workers with tenure of 1 year or longer Longer tenure provides more opportunities for incidents Criterion: Worker compensation claims filed over the past 2 years 34

35 Case Study #2: Manufacturing
Results Compared to the Below Average Safety group, assembly workers in the High and Moderate Safety groups reported less compensation claims: Predictor Outcome Safety Outcome Claim No Claim % With Claim Low Safety Group 9 4 69.23% Moderate and High Safety Groups 6 13 31.58% These results demonstrate that workers in the Low Safety group are over 2.2 x more likely to file a compensation claim compared to the Moderate and High Safety groups. 35

36 Case Study #3: Consumer Goods
Background Organization: Large U.S. snack foods manufacturer Administered prior to or during employment Participants: 129 entry-level factory workers Criterion: Recorded accidents and injuries Only tend to report major accidents and injuries, which are tremendously costly (six figures). 36

37 Case Study #3: Consumer Goods
Results Compared to the Low Safety group: Employees in the Moderate and High Safety were TWICE LESS LIKELY to have had a major accident. Confident and Emotionally Stable scales were most predictive of safe behavior. 37

38 Case Study #4: Transport
Background Multiple trucking companies throughout Australia Research study Participants: 100 Transport Drivers Criteria: Facets of job performance Preventable accidents Driving violations Absences

39 Case Study #4: Transport
Results Drivers with low Compliant scores were: Almost FIVE TIMES more likely to have had at least one preventable accident More than TWICE as likely to have had at least one driving violation Drivers with low Emotionally Stable scores were: Drivers with high Dependability scores were: More than THREE TIMES LESS likely to have had unexcused work absences TWICE as likely to be rated as high overall performers

40 Summary The Safety Report provides a fast, easy-to-understand method for predicting safe and unsafe behavior. The Safety Report has proven validity with a wide range of safety-relevant jobs. The Safety Report is flexible enough to be used in selection or development efforts.

41 Creating Long-Term Commitment to Safe Behavior in the Workplace Taking the next steps with Hogan Safety Report results. Copyright © 2009, Hogan Assessment Systems

42 Using the Hogan Safety Report for…
Selection Screening tool Development Improving safe behaviors of team Identifying areas for development

43 Next Steps An employee has received the Hogan Safety Report…now what?
A supervisor’s team has received the Hogan Safety Report…now what?

44 Line Employee Training
Live in-person Online e-learning Objectives: Understand how to interpret Hogan Safety Report results. Utilize information provided to improve safety performance. Outline: Introduction Understanding the Hogan Safety Report Coaching Yourself/Self-Evaluation Introduction Commitment Model Understanding the Hogan Safety Report Six dimensions and score levels Coaching Yourself/Self-Evaluation Interpreting individual assessment Creating personal plan for improving safety behavior

45 Supervisor Training Live in-person Online e-learning Objectives:
Understand how to interpret the Hogan Safety Report results. Utilize information provided to improve safety performance of team. Outline: Introduction Understanding the Hogan Safety Report Coaching Individual Team Members Coaching Team to Improved Safety Performance Introduction Commitment Model Understanding the Hogan Safety Report Six dimensions and score levels Coaching Individual Team Members All Green – Coaching Tips Mixed Green and Yellow – Coaching Tips Red – Coaching Tips Case Studies Role Play Coaching Team to Improved Safety Performance Utilize Commitment Model to change supervisory behavior

46 SSA Commitment Model Creating an Understanding Developing Competence
Allowing for Influence Showing Appreciation Understand Competence Culture Of Commitment Appreciate Influence

47 Availability In-person Training E-learning for Individuals Materials
Curriculum July E-learning for Individuals End of August

48 Integrated Safety Solution
SAFETY CLIMATE SURVEY SAFETY-BASED SELECTION HOGAN SAFETY REPORT SAFETY-BASED DEVELOPMENT PERSON-BASED SAFETY TRAINING SAFETY CLIMATE SURVEY


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