Safety Incentives

Rewards that work

Developing an effective safety incentive program

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Incentive programs

Promote safety culture Reward safe and healthful work practices Discourage reporting of injuries? NOT required by OSHA


Incentive programs

4/30/1996 Letter of Interpretation: “Some safety incentive programs actually present concerns to OSHA…there are also some negative or dubious incentive programs that actually encourage employees to not report workplace injuries and illnesses.”


What is the objective?

Increasing worker safety while reducing the direct and indirect costs of accidents and injuries. Must first have a company safety program in

place in which to build upon. Increase worker awareness of safety issues

and procedures, not to win a prize.

*Click on the KOL Safety Management Process icon on the homepage for guidance in developing a safety and health program.


What are the benefits?

Worker’s comp savings (some states) Injury reduction Fewer lost work days OSHA penalty reductions

(as part of a complete safety management program)


Incentive programs

B.F. Skinner – “founder” of behavior modification Behaviors resulting in positive consequences

increase Behaviors resulting in negative

consequences decrease

Positive reinforcement can only be called as such if it increases behavior.


Incentive programs

Incentives versus rewards Proactive versus reactive behaviors Basic program guidelines Desired behaviors and worker participation Possible consequences and rewards Sample programs Evaluation


What is an incentive?

Incentive: Activator that promises a positive

consequence (reward) once the desired behavior has occurred

Disincentive: Activator, such as a policy or procedure, that

yields penalties for undesired behaviors


What is a reward?

Act (consequence) performed to strengthened approved behavior

Extrinsic (tangible) Intrinsic (internal)


Poll question

What rewards do you use most often?a. Money/gift cards

b. Clothing/mugs/tools/kits

c. “Employee of the Month”/certificates

d. None of the above


Extrinsic (tangible) rewards

Examples of extrinsic rewards: Money – gift cards/certificates, coupons Awards - plaques, pins, cups, certificates,

jackets Time off from work Social - parties, lunches Parking lot assignment


Intrinsic rewards

Examples of intrinsic rewards: Improved self-esteem Increased sense of purpose Higher credibility Feeling of accomplishment


Who rewards the behavior?

Supervisors Immediate rewards and recognition Perceived as act of leadership Improves worker-management relationship


Reactive versus proactive

Reactive programs: Generally reward workers for “working safe”

over a given period of time Commonly defined as a outcome or

condition, such as: 1 year injury free Are NOT ideal


Reactive versus proactive

Proactive behaviors Using safe procedures and practices Complying with all safety rules Reporting injuries immediately Reporting hazards Submitting safety suggestions


Basic guidelines

Determine: Objective Participants Focus Prizes Duration Goal


Basic guidelines

Behaviors should be specific. Recognize appropriate behavior in a

meaningful way Everyone who meets behavioral criteria

should be rewarded Better for many participants to receive

small rewards than for one person to receive a large reward


Basic guidelines

Rewards should be tangible Contests should not reward one group at

the expense of another Groups should not lose rewards for failure

by one individual Progress toward achieving a safety

reward should be monitored and posted


Reward worker participation

Make the recognition: Timely Consistent Certain Significant Sincere



Leading training sessions Leading tool box meetings Hazard Inspections and identification Hazard corrections Incident investigations JSA development Safety committee involvement



Housekeeping practices Using personal protective equipment

(PPE) Immediate reporting of injuries/illnesses Near miss reporting


Effective consequences

We do what we do because of consequences – rewards

Without effective consequences, improvement in behaviors and performance will not occur



Does recognition occur soon after the performance?

Is recognition based on behaviors or luck?

Are games (safety bingo, drawings, etc) used to determine who gets recognized?



Does the recognition process include individual/group competition?

Are employees certain they will be recognized for performance?



Do employees know exactly what behaviors lead to recognition?

Are recognition and rewards considered significant/meaningful to employees?

Are the motives for recognition perceived as sincere?



Do recognition procedures actually result in changed behavior in the desired direction?

Does recognition occur as a result of meeting/exceeding behavioral expectations rather than "working accident free“?



Are employees automatically disqualified from safety recognition if they have an accident?

Are employees involved in determining criteria and recognition?

Is the recognition process consistently applied throughout the organization?



Is recognition and reward appropriate to the positive impact on the organization?

Do employees consider the recognition process fair?


Safety bucks

Workers receive bucks for: Warning a coworker, Identifying a hazard, Reporting an injury immediately, or Making a suggestion that prevents injury.


Bonus program

Rewards employee who: Identifies a hazard in the workplace that

could cause serious physical harm or a fatality, or

Makes a suggestion that prevents injury or saves the company money


Safety hero

NOT “Employee of the Month” Everyone who meets specified criteria

receives recognition or reward


Recognition

Recognition for a job well done makes us feel valued, important, and part of a team.

Personally acknowledgeand praise employees fortheir safety efforts.


Contests

Slogans Children’s essays/coloring/poster


Suggestion program

Encourages employees to submit safety-related issues and suggestions:

Place boxes throughout company Reward good suggestions Hold monthly random drawings for all

suggestions submitted


Point system

Collect points to earn prizes Example:

1 point for being injury-free 3 points for making safety suggestion 5 points for conducting safety inspection 5 points for attending safety talk


Safety slogans

Variations include: Most original Quarterly slogan Best slogan


Safety slogans, cont.

More variations: Children’s slogan “Do you know?”


Safety quizzes

Safety trivia What’s wrong with this picture? Crossword puzzles Word scrambles

* Visit KellerOnline’s Interactive Tools area for several activities you can do with your employees including What’s Wrong with This Picture? and other games.


Evaluation

Essential for continually improving the processes within your incentive and safety programs.


Evaluation

Management involvement Safety committee involvement Employee involvement

Participation Feedback Surveys


Conclusion

Incentives always motivate some kind of behavior.

Trick is to motivate proactive safety behavior.


Questions?

If you have questions, please use the Q&A function in the upper right of your screen. If we don’t get to your question today, please use

the Personal Assistant feature (shown below).


Thanks for joining us!

KOL will be hosting 2 upcoming events: OSHA Injury & Illness Recordkeeping:

Will your records stand inspection? Tuesday, January 26 @ 1PM Central Time

Bloodborne Pathogens Standard: Are your compliance efforts cutting it? Wednesday, February 24 @ 1PM Central Time

Safety Incentives

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Transcript of Safety Incentives