The Assessment Process provides an accurate and current picture of your organization, including both positive and negative issues and influences on safety, health and environmental attitudes and behaviors in all levels of employees.
Examine existing obstacles to safety, health and environmental excellence.
Conduct perception surveys through questionnaires to leadership & line employees (in person or online)
Conduct structured interviews (Approx. 10% cross section of the training population).
Conduct tour of work site areas.
Review previous and current trainings, programs, safety procedures, safety manuals,
Review work order processes, and accidents, injuries and health and environmental Incidents for the past 2 years.
Conduct focus group session with management and line/labor safety representatives to review initial findings and recommendations to design and format the training sessions, and to establish a process support system.
The SAFOR Safety Awareness Training is an intensive, experiential, and interactive program addressing safety awareness, and the attitudes and behaviors essential for self-observation and self-management of each person. Participants discover the choices available to them that support their commitment to themselves, their co-workers, their families and friends, the safety process, their health and the environment.
All employees (managers & non-managers).
Four - hour all employee foundation course.
Four - hour all employee reinforcement session.
Up to 40 participants per session.
Develop and structure the Agreements Process – an employee involvement, safety, health and environmental improvement and problem solving process.
Leadership for Safety provides a practical knowledge of the key skills and specific attitudes, behaviors and actions required to lead and manage the workplace so that the desired level of safety, health and environmental performance is achieved.
All safety leadership (managers, supervisors, & line/labor).
Sixteen-hour leadership training.
Four-hour leadership follow-up session.
20 to 30 Participants.
Develop and structure the Breakdowns Process - an employee involvement, safety, health and environmental improvement and problem solving process.
III. Agreements and Breakdowns Processes
These continuous improvement processes initiated in the SAFOR and Leadership for Safety training aspects, combine structured problem-solving techniques and employee involvement at all site levels. These processes are designed to identify, resolve, clarify, and/or correct the procedures, rules, policies, and issues that impede safety, health and environmental performance and organizational effectiveness.
All employees are involved.
Line/Labor/Management Teams are established.
The process is tailored for each site.
A tracking system monitors progress.
IV. Safety Awareness Reinforcement Process
This process provides an internal system and support structure that strengthens long-term awareness, skills, and commitment to improving safety, health and environmental performance through the full participation of all employees.
Four - hour training for Safety Meeting Facilitators (management and line personnel designated to lead the meetings).
In-house Safety Meeting Facilitator Communicator Support Team to coordinate the process, coach and assist Safety Meeting Facilitators where required.
Monthly safety meetings (approximately 30 minutes in length).
Available to All Employees.
Safety Meeting Facilitator Manuals and Participant Workbooks provided.
One year follow-up telephone consulting & support.
We provide a basic system, consisting of the structure, format, forms, checklists and procedures that will allow for the tailoring of this Safety, Health and Environmental Improvement Initiative Review to meet the specific philosophy, needs, requirements, and policies of the site.
The purpose of this phase of the Topf Initiative is to introduce safety observations and reviews and provide constructive S, H & E intervention skills to all levels of employees so they are perceived of and used as a constructive and valuable tool for the prevention of accidents, injuries and health/environmental incidents.
The observation and review process and system serves to reinforce key safety, health and environmental awareness, skills and behaviors, by providing a method for observing, evaluating and giving feedback to line and management employees regarding personal, team, and departmental performance. A step-by-step safety, health and environmental observation and review process is tailored and implemented to support and enhance overall performance while maintaining consistency with existing labor and management human resource policies.
Observation and feedback processes can be an effective method to reinforce safe attitudes and behaviors and correct or improve unsafe attitudes, behaviors and workplace conditions and/or procedures when used in conjunction with other culture change and attitudinal/behavioral improvement methods.
This process will:
Provide a basic system, complete with structure, format, forms, checklists and procedures that will allow for the tailoring of this Safety Improvement Process Review to meet the specific philosophy, needs, requirements, and policies of each unique project location. A cross-functional design team will be selected for this tailoring process for your company or site.
Introduce safety observations and reviews to all levels of employees so they are perceived as a constructive and valuable tool for the prevention of accidents, injuries and health and environmental incidents.
Reinforce the specific leadership, management, team support and interpersonal skills which will enable the safety support team participants to conduct safety observations and reviews, reinforce positive behaviors, correct unsafe attitudes and behaviors, and improve workplace conditions in a constructive, supportive manner.
Train a selected team of managers, supervisors, and union or line personnel to be Safety Improvement Process Reviewers.
Determine a meaningful form of measurement and feedback, which will assess current progress and improvement in attitudes, behaviors, and workplace, conditions.
VI. Ongoing Coaching / Consulting
The coaching and consulting phase consists of sessions that are designed to facilitate a smooth transition during the hand-off phase, as well as, provide ongoing support, troubleshooting and feedback during the 2-year process.
Six to twelve consulting days per year.
Support all aspects of the process.
Address any issues, breakdowns and assist with solutions.
Provide training and support for Team Leaders and new employees.
Provide consultation upon request as needed.
Support the Safety Always First: Observation and Review Process if implemented.
What Results Can You Expect?
The key result of the TOPF Initiative is to make safety, health and environmental excellence an “internal/personal value” with all levels of employees, thereby changing the safety culture. As a consequence, safe behaviors are driven by the attitudes and beliefs of all employees and not by “external” drivers such as threats, rewards, observation teams, etc. As a consequence, improvements in attitudes, behaviors and performance are sustained. Improvements in attitudes and safety statistics are rapid and sustainable across all industries as seen in the following client performance slides. (Click photo to enlarge)
We would be happy to speak and/or meet with you to provide in-depth information about the Topf Process or any of its components. We would like to learn about your key issues and concerns so we can address them and demonstrate how our process raises awareness and changes unsafe.attitudes, beliefs, and thinking to prevent errors, accidents, injuries, and health/environmental incidents.