OHSI Recommendation #6 PersonalAccountability€¦ · OHSI Recommendation #6- Personal Accountability Operator Working Group Recommendation Closure Report 8. Personal Evaluation 9

ENERGY

OHSI Recommendation #6Personal Accountability

Operator Working Group Recommendation Closure Report

September 2011

~ Husky Energy /''1 Hibernia

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Canada-Newfoundland & Labrador OffshorePetroleum Board

OHSI Recommendation #6 - Personal AccountabilityOperator Working Group Recommendation Closure Report

RECOMMENDATIONRecommendation #6

"It is recommended that the Regulator pursue and promote the matter ofpersonal accountability with the worker representatives, oil operators, and anyother appropriate stakeholder(s)."

METHODA review team from the three Operators (Husky, HMDC and Suncor) wasestablished to review personal accountability. The review team in consultationwith the offshore workforce developed a plan that actively engaged all offshorepersonnel in reviewing and making recommendations on Personal Accountabilityimprovements.

DISCUSSIONThe review team defined personal accountability as "taking responsibility toconsistently do the right thing in all activities and through interaction with othersto ensure everyone stays safe and healthy".

The team's mandate included reviewing current company programs for aspectsof personal accountability, researching throughout industry for personalaccountability programs, seeking feedback from offshore personnel through asurvey, and finally reviewing and discussing the findings of the survey in a jointmanagement / employee workshop. The feedback received in the workshopelaborated on the ways in which personal accountability can improve the safetyculture offshore; through workforce cooperation with supporting programs fromthe Operators.

Outputs from the workshop are defined in Appendix A - Personal Accountabilityfor Safety.

CONCLUSIONThe team address ten areas, all of which cover aspects of personalaccountability. These areas are:

1. Clear Expectations

2. Effective Communication

3. Personal Leadership

4. Personal Risk Awareness

5. Planning Work and Following Procedures

6. The Right and Duty to Intervene

7. Accountability

September 2011 Page 2 of 17


8. Personal Evaluation

9. Develop, Encourage and Sustain Safe Behaviours

10.Training

In respect of each area, the team has outlined personal requirements andsupport systems needed. The goal is to fully integrate personal accountabilityinto the management systems.

Taking an integrated approach; with all stakeholders (workforce, oil operators,and the Regulator) working together will enhance and strengthen personalaccountability in all our operations.



APPENDIX A - Personal Accountability for Safety



PERSONAL ACCOUNTABILITY FOR SAFETYThe feedback received in the workshop elaborated on the ways in whichpersonal accountability can improve the safety culture offshore; in cooperationwith supporting programs from the Operators. The following were developed fromworkshop outputs:

1. CLEAR EXPECTATIONS

Personal Requirements

• Make safety as important as any other personal priority

• Ensure you know what is expected of you and your colleagues

• Follow the rules and procedures and encourage colleagues to do thesame (doing the job right is more efficient than rushing)

• Ensure that you live up to the safety standards you expect of others

• Communicate what you expect of others and check their understanding ofyour message

• Help create a culture of safety within your organization

• Play your part to create a safe and healthy working environment

• Consistently perform work in a safe manner

• Ensure you have the proper tools and equipment and understand the task

• Treat fellow workers with respect

Support Systems

The organization should:

• Provide a policy which clearly requires all personnel to intervene in theinterest of safety and for this to be positively supported by all levels of theorganisation

• Provide a safety induction process which provides clear expectations forall employees, contractors and visitors

• Provide clear simple rules and procedures which are suitable andsufficient for the task

• Communicate the positive and negative consequences associated withthe safety rules and guidelines (direct and indirect consequences for theindividual, for his/her work colleagues, for his/her family, for theorganisation and the industry)

• All rules and procedures are periodically reviewed to be current and reviseto reflect any learnings



• Encourage documented Personal Safety Commitments for all employeesand contractors and establish a review process to ensure that these aremet

• Include an improvement plan with measurable targets which encouragesPersonal Responsibility for Safety

• Ensure workers are aware of their Rights: Right to Know, Right toParticipate and Right to Refuse



2. EFFECTIVE COMMUNICATION


• Where possible use face to face communication

• Remember to listen and ask open questions

• Check understanding and where appropriate agree actions

• Be sincere and be sure your actions and body language consistentlysupport what you are saying (Remember the messages you communicatewill be much stronger if you are seen to have a strong personal belief insafety)

• Actively participate in job assessments (Toolbox Talks, Step Back 5x5,hazard analysis, etc.)

• Actively participate in Safety Programs available on your installation

• Be open and receptive to give and receive feedback

• Know your limitations - ask for help if needed

• Always provide a clear and concise handover (safety issues, etc.)

• Participate in social activities to get to know your co-workers

Support Systems

The organisation should endeavour to ensure that communication is two-way andmessages are fully understood by all personnel by adopting the followingprinciples:

• The identification and communication of solutions rather than problemsshould be encouraged

• Communications should be in clear and concise language, avoiding jargonand abbreviations

• Face to face communication should be encouraged (General SafetyMeeting, Town Halls, etc.)

• The reasons for change should be explained and employee and contractorinput collected and considered

• A questioning approach should be encouraged with open feedback and nofear of retribution

• A clearly visible schedule for regular site visits by Line and SeniorManagement to communicate with employees

• Reflection time at the end of meetings to confirm "What We HaveLearned"



• Program for soliciting input from workers and system to act onsuggestions and provide timely feedback on positive and negative issuesraised

• Encourage and support social committee programs to promote personnelmorale through social interaction both on and off the job



3. PERSONAL LEADERSHIP


• Lead by example, be consistent and follow procedures

• Recognize safe behaviour, give praise and say thank you where deserved

• Have courage to do the right thing and do not tolerate unsafe behaviour

• Demonstrate personal commitment to safety at work and at home

• Believe that you can make a difference and follow up commitments

• Be enthusiastic, open and take time to interact on safety matters

• Give and welcome feedback

• Even when facing conflicting priorities maintain your safety standards

• Openly share your Personal Safety Commitments

• Mentoring new workers

Support Systems

The organisation should provide:

• Senior Management commitment to incorporate and actively supportpersonal accountability for safety throughout its systems

• Training that supports the development of appropriate safety leadershipand behavioural skills for all personnel

• A process to recognise outstanding safety performance and provideappropriate responses to unacceptable behaviours

• A process that encourages all employees and contractors to documenttheir personal accountability for safety and provide a system of feedbackfor individual performance

• A mechanism to ensure openness and integrity of reporting without fear ofrepercussion

• Encouragement for continued safe behaviours at home through educationand/or practical support



4. PERSONAL RISK AWARENESS


• Get involved in discussions about risks on the job, questioning anythingyou do not understand

• Share your experiences with others and encourage them to do the same

• Get involved in practical worksite inspections and always stay aware ofyour surroundings

• Even when undertaking a routine activity that you believe is safe, alwaysconsider the consequences of the worst possible outcomes (personal,family, company, legal etc) and act in a way that reduces the risk

• Practice your observation skills away from the workplace

• Continually assess the potential influence of changes to the job

• Be aware that alcohol and drugs may impair risk perception

• Participate in the Hazard Recognition and Job Observation Programs

Support Systems

The organisation should:

• Provide relevant risk assessment and observation skills training for allpersonnel

• Facilitate the capture and sharing of information and best practice withregard to personal risks

• Provide a process for raising risk awareness outside the workplace

• Assign experienced personnel to inexperienced, new or transferredpersonnel to share their knowledge and experience on job/site specificrisks

• Provide Hazard Recognition and Job Observation Programs

• Ensure identified hazards are corrected appropriately

• Provide practical training for peer-to-peer observations and feedback

• Provide specific programs for addressing major risks specific to yourinstallation (DROPS, Process Safety, etc.)



5. PLANNING WORK AND FOLLOWING PROCEDURES


• When planning ensure input from all involved, consider any limitations,ensure you have the time and resources to do the job safely and requesthelp where needed

• Asses hazards before starting the job and communicate them to the otherpeople involved

• Understand your interaction with other people involved in the plan

• Where changes to the plan occur stop work safely and take time toreassess the situation

• Ensure you know and follow the appropriate procedures for the job.

• Look for improvement opportunities whilst conducting the job and providefeedback for inclusion in future plans and procedures

• Follow the work permit system and ensure safety controls are identifiedand implemented

• Use the right tool for the job

• Keep worksite clean

Support Systems


• Procedures that are easy to access and understand

• A planning process which requires the participation of all the personnelinvolved in the task

• Clear work instructions which outline individual responsibilities

• A work permitting system that captures the identification of hazards andidentification of controls

• Adequate time for proper planning

• A simple and effective Change Management process

• A process to capture learning and ensure this is incorporated in futureplans and procedures

• Provide equipment that is fit for purpose and training for equipment use

• Provide proper personnel protective equipment and training for its use



6. THE RIGHT AND DUTY TO INTERVENE


• Believe you can make a difference to challenge unsafe acts

• Lead by example and take action (think about the consequences ofturning a blind eye and remember you have a right and moral duty tointervene)

• Welcome interventions from others and accept them in a positive manner

• Have the confidence to stop any job that you believe cannot be completedsafely

• Intervene in a way which is positive, constructive and considerate

• Intervene to learn and to praise positive and safe behaviours as well as tochallenge unsafe behaviours

Support Systems


• A policy that requires all employees and contractors to intervene in theinterests of safety and for their actions to be supported at all levels withinthe organisation

• A clearly communicated requirement for all individuals to acceptconstructive intervention in a positive manner

• An observation and intervention programme which requires and facilitatesworkforce feedback and provides visibility of actions taken

• Training in constructive intervention skills where needed

• Recognition program(s) that rewards safe behaviours (group and/orindividual recognition)

• Program to provide training on interpersonal skills



7. ACCOUNTABILITY


• Follow the rules, they are there to keep you safe

• Lead by example

• Take responsibility and ownership for your health and safety in theenvironments in which you live and work

• Take time to think about the positive and negative consequences of youractions

• Have the confidence to stop any job that you believe cannot be completedsafely

• Be a positive influence on others and set a good example

• Be open minded and flexible to change

• Don't just identify problems, offer solutions to mitigate hazards andprevent accidents

SUPPORT SYSTEMS


• Health and wellness programs that provide and support personal healthand wellness both on and off the job

• Provide proper exercise equipment and dedicated exercise room at workplace as part of the Health and Wellness program

• The organisation should provide clear and concise safety rules andguidelines. These should be effectively rolled out and the consequencesof unacceptable safety behaviour clearly identified

• The organisation should apply a fair and consistent response tounacceptable safety behaviour which is focused on behaviouralimprovement through training, coaching and as a final resort disciplinaryaction



8. PERSONAL EVALUATION


• Ask for feedback from others who work with you and be prepared to givefeedback to others

• Use feedback generated to guide self improvement

• Be open to change

• Make your own health and wellness a priority (don't smoke, keepphysically fit, eat a healthy diet, well rested, etc.)

• Be aware of Employee Assistance Programs

Support Systems


• Encourage all personnel to have personal safety commitmentsincorporating clear targets to provide a reference point for personalevaluation

• Include an evaluation process to provide feedback from the Supervisor onindividual safety performance

• Provide information and encourage individual home safety assessments topromote consistent safe habits at home which translate into safer workinghabits and a safer work environment

• Conduct Safety Perception Assessments with the intent to analyze anduse for improving safety culture

• Provide Employee Assistance Program



9. DEVELOP, ENCOURAGE AND SUSTAIN SAFE BEHAVIOURS


• Start every day by thinking of how you can keep yourself and others safeand make continuous improvement a personal goal

• Make hazard recognition and reporting a habit

• Consistently do things the safe way at work and at home (Champions ofsafety on and off the job)

• Provide feedback and encouragement on things that work andconstructive criticism for things that don't

• Explain why the rules and procedures are there

• Share good practice and intervene to change bad practice

• Give and act on positive and negative feedback

• Continually look for opportunities to learn from others

• Keep communicating the benefits of sustained safety

• Always report change in medical status

• Show up for at the heliport "Fit for Duty" (mentally, physically, properlyattired, etc.)

• Participate in safety programs

• Accept responsibility and learn from your mistakes

• Continually improve on your teamwork skills

• Lead by example - always demonstrate safe actions and behaviours

Support Systems


• Define and provide examples of safe behaviours and encourage theirconsistent application

• Assess training and coaching needs with respect to safe behaviours(Training and coaching should be provided to close any gap identified fornew and existing personnel)

• Establish within the organisation, mechanisms which provide theopportunity for all employees and contractors to contribute to theimprovement of safety

• Provide campaigns with worker participation to promote safe behavioursboth at work and at home



• Provide Safety Alerts and Lessons Learned to stimulate continuousawareness and involvement

• Encourage worker participation in Workplace and Permit Systems Audits

• Support research to evaluate the proper degree of undergarment thermalprotection for helicopter transport

• Provide an incident evaluation process that determines system failuresbefore assigning fault



10. TRAINING


• Ask for training that you feel is required for you to complete the worksafely

• Complete training and competency requirements identified for yourposition

• Attend training with an attitude to learn

• Mentor new workers to pass your knowledge to them

• Be willing to learn all there is to know about the safety programs and usethis information both at work and at home

Support Systems


• A clear set of Training and Competency requirements for individuals

• Training and Competency Programs that assess for competency not justcompletion of training

• A process that allows personnel to ask for additional training or refreshersif they feel it is required to do the job safely

• Training for the companies policies and procedures

Source: 2011 Step Change in Safety

http://www.stepchangeinsafety.netlP RFS_Guidance


http://www.stepchangeinsafety.netlP

Documents

OHSI Recommendation #6 PersonalAccountability€¦ · OHSI Recommendation #6- Personal Accountability Operator Working Group Recommendation Closure Report 8. Personal Evaluation 9