Thank you for the info.

I'm looking for some ideas on how to present some training - the leading questions, how to present them, e.g. confined space, manual lifting, forklift etc etc. Just general information, ideas, to brighten up my info. Not looking to delve deep, but to keep them light hearten etc

Hi Sheri, could you also email me a copy of the resources you have used. lkeighleyatxtradotcodotnz . Thank you in advance.

Thanks for the feedback. Maybe they need another heading? Maybe non-negotiables is the wrong wording. Set of principles? Is this the name of them?

Maybe the calibre of our H&S people is of such a high standard that companies can't or won't pay what they are worth. I agree with the latter. Do NZ companies really pay a good rate for the H&S staff?

I believe both are difficult. Convincing senior management that a health strategy is worth pursuing is my major issue at present. I've introduced a idea about men's health as Movember is fast approaching and thought this would be a good opportunity to promote a health strategy. Why was a major question closely followed by where to start.

I agree - H&S roles do not pay enough. For the qualifications that you are required to have and the competency and ability to complete the role, it is important that the salary rate is reflective of the value that you add to a business.

It appears that construction pays higher than other industries. Is this correct? If so, why aren't other industries equal to construction companies?

Health and safety is supposed to be of high importance to everyone in NZ, maybe this is one reason for people not entering into this profession.

IT and gaming are of more value - monetary wise.

I disagree that money isn't a motivating factor, because I believe it is. People want to earn a fair wage for working. Is it fair that the salaries offered don't reflect what a company want and needs out of the H&S person?

I too have found that forms don't really get the desired result as they seem to sit on peoples desks, not get forwarded. Also we have tried Observation cards, smart cards and they don't seem to work much better. I send out weekly toolbox talks and pick a subject and it gets discussed and then I provide a feedback form back from the toolbox talks. This is working at present, but next month it may not. You just have to keep trying different methods. But it's a no to forms for me (at present).

Problem with equipment coming back from sites. At the sites they are poorly loaded and have to travel back to our depot. The sites struggle to understand how or why they need to load the equipment correctly and the depot struggle to instruct the sites on the correct loading style. The sites seem to forget that the equipment has to travel on motorways and arterial routes, therefore have the potential of causing major issues. A series of guidelines is been adopted but is there a better way?

thank you. lkeighleyatabergeldiedotcom

Thanks very much Craig. I was struggling to find useful information on it.

We currently only complete pre employment. I have looked into exit medicals, but in reality it is harder to achieve them. We complete medicals through their employment and this should give us their base line.

Thanks for the ideas. I think these ideas are great. Shame we don't hear about them until we come through the forum.

Hi there
Yes I am one of the people who have forgotten about it. I thought I would use it more but because I don't receive emails, newsletters or updates, it has slowly been pushed into the background. I'd like to see a weekly or monthly newsletters come through, idea emails, groups discussions through emails. Maybe some other ideas that others will have. I think it is a good platform but like you have said, it has only scratched the surface.

I agree - the panels didn't work. The conference could have finished in one day instead of 2. There were some interesting discussions but a lot of misses as well.

It's a shame when mentioned that we shouldn't be looking at TRIFR I got a negative reaction. In the construction arena it appears to be the norm.

I agree with Julie and the rest. H&S requires it to have it's own space and report directly to the Executive team or GM. For it for fall under HR in my mind is bad for businesses. HR is all about the people and can be deemed the fluffy stuff, H&S is all about the people but the serious side of the business.

Hi all
I'm Lee Keighley, HSEQ for Abergeldie Harker. I'm new to this forum and looking forward to reading some interesting topics. Cheers