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Designing and Executing Effective Safety Incentive Programs. Introductions. Jim Custer, Principal ROI Performance Group. Karen Turner, Marketing Manager USMotivation. John Domenick, Independent executive consultant, trainer and project manager, Leadership Intelligence.

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Presentation Transcript

Jim Custer, Principal

ROI Performance Group

Karen Turner, Marketing ManagerUSMotivation

John Domenick,

Independent executive consultant, trainer and project manager,

Leadership Intelligence

safety incentive programs
Safety Incentive Programs

Assumption:Rewards for safety are intended to improve safety


safety incentive programs1
Safety Incentive Programs

Injurieson the job are caused by a number of manageable factors:

• Work Methods/design

• Productivity Pressure

• Habitual Non-compliance

Every year in America, nearly 4 million people suffer a workplace injury from which some may never recover.


safety structure
Safety Structure


Safe work processes

Work environment

critical program elements
Critical Program Elements
  • Focus: Determine what you want people to do
  • Expectations of Senior and Middle management, front line supervisors, associates
  • Control: Do your employees have control over
      • Job performance?
      • Work practices?
      • Performance Measurement Systems?
      • Feedback Systems?
      • Reinforcement and Recognition?
      • Rewards?
  • Significance: Are the rewards meaningful?
      • Impact on their Wallet?
      • Impact ontheirWork Environment?
      • Prestige?
what not to do
What Not to Do

In an unsafe work environment a Safety Rewards program will be viewed with contempt

    • People must have some level of control over their own safety

Rewards for team results alone can NOT produce predictable individual behavior

  • Teams are made up of individuals, who act individually

Rewards that are not given frequently will not impact routine short-cuts or bad habits

  • Positive Immediate and Certain Consequences
implementing a program
Implementing a Program
  • Don’t implement a program unless the essentials are in place:
  • Physical Environment (lighting is good, tools are available, and machinery is working, plans are in place to make improvements)
  • Safe Work Processes are in place (procedures are realistic, people have been trained and are aware of the policies), and the work process allows people to produce in a safe manner.
  • Clearly identify your purpose for the program
  • Identify all performance requirements (manager, supervisor, employee) that will contribute to prevention measures
  • Accurately and effectively communicate performance expectations and results objectives
  • Provide skill training in performance areas as required
implementing a program1
Implementing a Program
  • Establish budget/funding for the program
  • Identify and deliver meaningful rewards for group results
  • Regularly communicate with participants
  • Offer tangible recognition for individual performance
  • Monitor and continually improve the system
key points
Key Points
  • Vary recognition and rewards – don’t escalate.
  • Never take away rewards that have been earned!
  • Leaders at every level have to play an active, visible part in the program
  • Link social recognition with tangible rewards