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(Case History)
Copyright Material IEEE
Paper No. ESW2017-31
Abstract – A case history of how after a company had two or The incidence rate used to benchmark with other companies
more work place safety policies in use, accidents started to rise is called the total incident case rate, or TICR. While some
and deaths started accumulating, a personal accountability tool companies use work hours to calculate the rate, what TICR
we called an individual safety plan was put in place! This paper really expresses is how many injuries and work-related
explains how we implemented human performance and change illnesses, or incidences, occur for every 100 full-time employees
management in our new Safe Work Practices Program to per year. The standard base rate for the calculation is based on
achieve zero significant injuries or fatalities the very next year a rate of 200,000 labor hours. This number (200,000) equates
and a reduction in our total incident case rate. to 100 employees, who work 40 hours per week, and who work
50 weeks per year. [2] For the rate, utilities count only injuries
Index Terms — Electrical Safety, Conflicting Policy, Safety or illnesses that resulted in a worker being away from work,
Plans, Reduction in Workplace Injuries, Personal having work restrictions or receiving medical treatment beyond
Accountability, Human Performance and Change Management. first aid.
1
B. My Policy! goals. It was through the use of the IDP’s established process
that the ISP was to be deployed. Furthermore, management
When the safety steering committee first convened, its first provided full support for the ISP deployment by changing the
challenge was to identify the problem with safety by addressing Annual Performance Plan (APP) breakdown to reflect a 35
two questions: percent contribution to implementation and completion of the
1) What is it? The problem was that although the two ISP. Within the IDP/ISP process, an employee and his/her
companies had merged workforces, each had brought its own manager would finalize the plan before March 31 and then
safe work practices. review at midyear. All stated courses and activities were to be
2) How to enforce it? The managers and safety completed by October 31 for an employee to be eligible for
professionals were uncertain of which safety policy to enforce his/her contribution incentive as part of his/her APP. This
whenever there was ambiguity in either policy or a clear conflict incentivized both the employees and managers to make a
between the two policies. concerted effort at putting safety first.
2
• Change management will be highly effective by
ensuring: [4]
o Senior management’s commitment and
leadership
o Management is involved and understands
the benefits
o That the cost benefit is clearly identified
• ISPs tied in to annual evaluations like IDP get support!
VI. ACKNOWLEDGMENTS
VII. REFERENCES
VIII. VITA