I would select an app that goes beyond compliance based reporting of hazards, incidents and other notifications. I'm concerned that many apps allow duplication of previous tasks and risks without allowing sufficient time for worker engagement to recognise changes in environments, work schedules, people's learning needs and various other factors.
Almost every checklist, form, schedule can be created using a google platform of some type for free and uploaded using a csv to collate and interpret the results.
I believe that the use of apps to some degree has taken away the need for good safety conversations at the coalface and maybe contributed to additional risks as a result

Does anyone have a policy regarding administration of painkillers and the potential ototoxic side affects?

I suppose it would also come down to what is deemed as reasonably practicable and if the cost is grossly disproportionate or not to the risk, on what controls are applied

Sorry I’m not an electrician
I was told that a fault in the wire could lead to additional heat and and a possible fire occurring
I was also told that you couldn’t rely on RCDs or overrides working, particularly when multi boards were plugged in parallel
Is that correct?

What I’m referring to is another method to detect the internal circuit and resistance properties of the appliance
I have spoken to a few electricians and they have said there is no viable alternative which provides the same level of confidence
Thermal image testing is a good alternative for switch boards but not for portable tools
Also, a few people have told me it is a requirement of their insurance and Argest checks in schools and it could make a claim invalidated if a fire results from overloading
It’s all very well saying you don’t have to do testing, but if there is not a viable alternative there could be consequences!

I agree, but as the regulator surely they should be in a position to suggest reasonable alternatives, rather than not replying at all?

Does anyone have an alternative to portable appliance testing for checking the appliances continuity and resistance
I have asked WorkSafe on numerous occasions but they have never come back to me with a reply?

How can risk be calculated using a simple binary formula?
People’s perceptions are based on current knowledge, experience and lessons and this is often missed during the risk assessment process
Also, changes to working conditions, changes to the workforce and ongoing alterations to processes due to delays can effect decision making.
Where in a risk matrix does it include heuristics, biases and coherence?
I am not a fan of measuring anything in safety as it does not reflect what is actually going on at the coalface and diverts time that can be better spent to thinking about actions people take and providing better solutions to proactively improve workplaces

Fantastic response Sheri
I am currently studying neuroscience through on online learning programme at Harvard and learning about the social psychology of risk to try and introduce a programme where individuals can recognise bad habits at a conscious level and develop a plan to develop unconscious ones over time. It’s fascinating stuff about finding the triggers within sectors of the brain which promote the creation and cravings around habits and how to introduce new ones to counteract them.
This might be too heavy for some people though
I would also advise people to take a good look, not at the systems that are used, but the people and the way they communicate, the language they use and adapt your response accordingly

Semiotics are only useful when they are of interest to the person and can be embedded in memory
A classic example of this is the McDonald golden arches, which in depth research over time has proven it triggers a gut reaction to cause people to drive off the road and purchase a Big Mac
Only when the person perceive a benefit will they take notice and unconscious thoughts trigger an action or reaction
The NZTA traffic adverts are fantastic at relaying then downsides of drink or drug driving, but how many people when they put on their seatbelt and drive to work are thinking about the video they watched last night?
In Denmark there have be many studies done where all the signs and traffic calming measures have been removed from a street and the number of accidents have reduced significantly as a result
I sometimes wonder if we are being paralysed by over protection and too much paperwork, which simply doesn’t allow people to think?

Introduce a 5S management system and get the employees involved in the development
Implement a KanBan scheme to rationalise the amount of stock used
Get people to capture good housekeeping and promote it during meetings and post it on notice boards
Show the finance benefits of waste reduction schemes and introduce a group incentive scheme with vouchers awarded where significant savings can be made
Transfer all documents to a fully electronic system management system where forms are completed using apps
Don’t use multiple forms when one form will suffice
Use shadow boards which show where tools should be placed after use
True eliminisation is the complete removal of a product not day to day housekeeping so keep that in mind when engaging your audience

What happens if a worker request representation, but no one gets elected because of a lack of interest?
Also, do you have to have a minimum quorum of members to have a committee and run a meeting?

I don't think that this will work, because the majority of fines since the new Act has been introduced have been based on the firms ability to pay without making them insolvent.
And, this may be one of the reasons that accidents have not decreased in 10 years because the deterrent is not significant enough and manslaughter is off the cards?

While leaders in organisations may act in a conscious way in carrying out activities associated with leading indicators, it is the non-conscious (and automatic) responses and actions that we in the risk and safety industry should be on the lookout for.

This poses a problem for people in risk and safety. While many may understand that ‘measuring does things to people’, they are bound by the requirement of most organisations who insist on measuring activities to ‘measure’ risk and safety and often struggle with how to deal with this.

So, here are some tips for you to consider in your organisation if it too is focused on measuring:

• Firstly, check in with yourself and take time out to think through each item you want to quantify. The worst thing you could do is just agree with common ideas without thinking through things yourself, more thinking the better!
• Use this paper as a discussion topic with your leaders if you feel they are up for the discussion. Ask them what impact the safety measures you have in place has on your culture. Is the focus on quality or quantity and what does this mean for your organisation and your people?
• Lead the way yourself, how do you go about your ‘safety interactions’, does the measure drive behaviour and does it focus on quantity over quality? What can you do about this?
• Rather than trying to change to whole organisation, can you do it through ‘bite size chunks’ and focus on the better leaders in your organisation and work with them to influence others?

There is a big difference between what we value (outcome and object) and what is a value (principle/ethic) when we consider strategy and thinking in risk and safety. The confusion of the two confuses understanding and blurs boundaries in learning in organisations. We see this when safety is articulated as an organizational ‘value’. The difference between what we value, and a value should be quite simple. I value my children, but my children are not a value, I value my car, but my car is not a value and I value money, but money is not a value. I care and love my children so; care and love are the values. It is important to know what values drive what we value. If we cannot tell the difference between a principle and an outcome, between process and trajectory, we will also confuse ethical and philosophical foundations.

I've been told that if there isn't a formal process for electing health and safety reps, or if they are merely volunteers on a committee, then reps are not covered under the immunity from prosecution under schedule 2, part 1 (16) page 142

Does anyone know if that is correct?

There is no legal requirement to rate risks or hazards in the Act, the only requirement is to manage the risk to eliminate or minimise harm to a reasonably practicable level. The use of a risk matrix is very subjective and if used wrongly can increase risk if factors such as experience, training, knowledge, human factors and the environment are not considered when evaluating the likelihood of the possible injury.
The hazard or risk register should also include the hierarchy of controls for each hazard as per the General Risk Workplace Management Regs 2016 for Eliminating the risks or if if this not possible, using as many of the other categories (substitute, isolate, engineering, admin and ppe) to mitigate harm to a safer level.
Also, actual and potential health risks should be included in all hazard registers, something that is often overlooked

Wow Alex 400 KPI’s that’s equivalent to 400 reports and 400 interventions
Can you explain the rational behind this decision?

Also, I’m not sure why we use the term lead indicators because (like a near miss) it’s an oxymoron as lead indicators cannot be measured because if they have, they’ve already lagged
Lead indicators should not be measured by numbers reports submitted, but by the effectiveness and quality of the outputs suggested by those directly effected by the inputs

Hi Jeanne,
I would recommend that the first thing you do is choose KPI's that align with the goals of your organisation and in particular what they want to achieve over a six month period.
Choose no more than 5 things to measure as any more than that can take the focus away from the core goals.
Then instead of focusing on the number of inputs made such as number of employees trained, focus on the quality of the outputs such as the quality of the training, was information provided for the delegates to review prior to the course, was the training aligned to the business needs, did the trainer go beyond the minimum requirements of NZQA etc
Also, don't just focus on the physical aspects of the business, please consider evaluating the health outcomes from health monitoring, the quality and effectiveness of communication at a team meeting.
Also, please don't compare your stats with other companies, branches or industries because nothing is comparable with your business and should never be used to portray it in a positive or negative manner against anyone else.
Use the the numbers to guide you where to focus and where to dig deeper and get your employees involved early by asking them what should be measured and why?
Finally I'm not keen on giving individual rewards for safety, but do celebrate the journey with your team, no matter what happens good or bad
Cheers,
Mark Taylor

Hi Janet, Can't seem to find you on linkedin please can you call me on 0220 723368