Something additional, a number of years ago I investigated the reasons why Safety Footwear needing replacing. A major reason was comfort, with innersoles wearing out being the main issue, so we provided replacement innersoles as needed. In doing this the footwear replacement period extended by an average of 50%, reducing the overall footwear costs significantly.

I have previously! It has not been such a big deal in my current role (low injury rate)
It is an interesting discussion as I have a strong view that injuries can be prevented. Sometimes it can be as easy as one of my favorite sayings - A place for everything and everything in its place, together with having good procedures and creating an interest around it. Also when injuries happen they can be managed, early intervention can save a minor injury developing into significant time away from work and spiraling costs. Like you Michael, I have, previously achieved mid ninety percent reductions in both cost and time lost. It is satisfying, because knowing a full contingent of workers reduces pressures and makes achieving the work more achievable and reduces the risk of more injuries occurring.

EAP Services changed hands at the end of last year and is now owned by the Habit Group which has resulted in improved performance.

Over the years I have used a number of different software platforms.
The system I adopted around 5 years ago is SafetyBase (safetybase.co.nz)
This is a system developed by an experienced and practical NZ H&S consultant after he saw a need many years ago. I like it because it is simple and intuitive and enables us to capture most of what we need.
With sites and workers all across NZ SafetyBase enables the workers (currently we have around 400 active employee users and growing) to input their own reports (Incident/ Injury, Hazards, Site and workshop Checklists, Vehicle checklists, observations, etc) via a push platform and emails a link to their manager to advise a new report is available to enable the manager to log in and manage the report. In addition it captures training, emergency records, safety meeting minutes, procedures, safety plans, contractor data, visitor data, documents, etc.
It has mobile devise capability, is customizable and adaptable, good reporting capability (with an upgrade currently occurring) and secure. Data can be bulk uploaded and downloaded in CSV to integrate into other business platforms. The charging and development costs don't break the bank either.

I do agree that WorkSafe have applied the Act to the full extent as it was intended. This will be the first real test of the act for all parties concerned. For us sitting on the side lines we will be all watching with interest and potential learnings - might need to use the sieve to find the gems.
We do need to keep in mind that this was a tragedy with too many lives lost, so our thoughts should be with the victims, their loved ones and associated parties.

For me I had started working at Goodman Fielder (Quality Bakers) in a part time sales support role while doing a business degree. Out of the blue I received a call from the site manager asking me if I was interested in helping them with a Safety Programme - Food Safety though. That went well and then H&S was next up and after completing a H&S Certificate, which I had asked for to ensure I has some knowledge. Then trying to work out what I needed to do the Goodman Fielder H&S Manager @Terry Johnson showed up at our site in late 1998. I still remember sitting down with me as he inspired me, first by explaining the new Safety the GF Way programme that was about to be launched. Then verbally relaying a lock out procedure that was a needed addition to the Procedural Manual I was in the process of putting together, oh to have that knowledge. I was hooked and then further work with Terry on the Safety the GF Way at my site and went on to help train people at other GF site. So Terry is still around, leading Safety at The Warehouse now.

Hazard records are generally one of the most poorly completed aspects of H&S in my view - because they are not understood. They are a technical document and most employees, unless trained, don't understand them and in most cases don't care anyway.
For me a lot of years ago adopted the use of Hazard / Risk reports - that Aussie had adopted. These reports are formulated by forming small work teams (incl. Workers, Managers & Specialists) to identify and record the hazards and their associated risks (before and after controls). Each report includes all identified hazards is for a specific task / process or area in a systematic process - reports are usually 2-4 pages long so are a manageable size. The work teams review these regularly (3/6/12 monthly dependant on risk) and ensure they are kept up to date.
This information including controls are then written into Safe Working Procedures for the relevant workers to incorporate into how they work - including checking that controls are in use. It is the SWP's that are relevant and managers then must ensure the workers are trained and the SWP's are followed.
With the SWPS it is also important that the required equipment and engineering controls are also in place.
It is a lot of work recreating the documentation, however once created it is easy to review each one to ensure they are current.

Do a google search on 'Eye Muffs' Trialled a few different models of these a number of years ago, however didn't progress they were not quite right as hearing protection wasn't required a lot of time in that business.

I have been in the great position of extending my H&S team by two roles in the last few months, one filled and one in the later stages. These roles have been advertised and I got a great response, however the majority of the applications were from either overseas applicants who are still overseas, with no advised work visa, or have recently arrived in New Zealand.

About over half of the applicants had the experience or background I was looking for, so after weeding out the candidates without this and the candidates who were not in the country with the right visa's I was left with around a dozen applicants for each role. Then it came down to fit. The role that I have filled was filled by an immigrant, she had only been in the country a few weeks and is working out well. The second role is down to a shortlist and is also looking like going to an immigrant.

Local applicants for both these roles were in short supply and for me I have in the past and did look at existing employees with no H&S qualifications and either no experience or Rep level experience. I would have also looked at anyone with H&S qualifications and not H&S experience, however some relevant experience in any job related field would have also got candidates a look in.

Over the years, and even last week, I do get people contacting me to ask how they can break into the industry and a lot of the time it is not who you know but who you know. I do think that it is easier for new people to progress into H&S roles within an organisation to gain the experience they are looking for. There would also seem to be a number of new people getting their start with the regulator and then stepping out into company roles.

Hi Adam. We are using SafetyBase.co.nz It is cloud based NZ software that covers all the bases, and straightforward to use. With its mobile platform capability it could help you manage a number of areas beyond your core requirements.