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Crushing Obstacles to Safety III: Motivation and Compensation Solutions for Small Mines

In small mine operations, safety professionals face numerous challenges from production demands to handling accidents. Sharing resources and free templates from MSHA can be beneficial in merging safety and compensation. This initiative offers advantages like equal pay for performance and a legal defense basis. The content includes tools for management responsibilities, safety policies, disciplinary actions, accident investigations, and improved safety procedures. Understanding human behavior theories such as Maslow's Hierarchy, Vroom's Expectancy Theory, and Adams' Equity Theory can help motivate employees to prioritize safety. Creating a performance-based compensation system can reinforce safety efforts, ensuring employees are rewarded for meeting safety goals. To receive the free templates, interested parties can fill out a request form, which serves as a starting point for tailoring safety and compensation solutions to specific company needs.

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Crushing Obstacles to Safety III: Motivation and Compensation Solutions for Small Mines

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  1. Crushing Obstacles to Safety III Safety Motivation and Compensation Solutions for Small Mines INTRODUCTION

  2. 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 . . . .

  3. In a small operation you may be much more….- Production - Hiring Jack-Of-All-Trades It’s a huge, maybe impossible, load.

  4. Not to worrySafety professionals all agree…. Sharing is essential.

  5. Need free material? • Call MSHA EFS • -Pt 46, Pt 48 • -Required topics • They’re a great source for your • Safety library.

  6. 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.

  7. This template is:- Free- Easy to edit - Easy to present- Presentation counts toward Pt. 46 and Pt 48 training.

  8. Contains:- Company Safety Policy- Disciplinary Action Policy- Management and Supervisory responsibilities- Safety Committee lay out - Rules and Procedures

  9. Free templates are also available for: -Position description and requirements summaries -Accident Investigation

  10. - Improved safety ADVANTAGES • Equal pay for performance • Legal defense basis for merging compensation and safety.

  11. NOW…- You’ve got the tools.- You’ve done the training. - Upper Management believes in safety. But . . .

  12. 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 .

  13. Crushing Obstacles to Safety III Safety Motivation and Compensation

  14. 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.

  15. 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

  16. The Human Behavior Experts (Ya Gotta Love ‘em) J. S. Adams: The Equity Theory Behaviors deteriorate if rewards are inequitable.

  17. 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?)

  18. 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!

  19. The Universal Concept If you paid for it. . . . You should get it.

  20. Buy a new car? . . . Reject a damaged new car . . .

  21. The Universal Concept It works in daily life . . . . And it works with employees.

  22. - Easily understood - Easy to develop- Easy to use Performance Compensation It can get you what you’re paying for!

  23. Define the System Step 1:

  24. Define Rates Step 2:

  25. 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.

  26. - 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.

  27. Template Request Form - Your Name: - Your e-mail address: - Use the check off boxes for templates you would like to receive.

  28. 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

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