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New-Hire

Safety Orientation
by

sergio casillas

on 20 December 2012

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Transcript of New-Hire

Safety Orientation The health and safety of employees at Diversified Project Services International, Inc. is of the utmost importance. "Our policy is to always make health and safety a top priority and to strive constantly for the highest possible level of safety in all activities and operations". Purpose of this program is to ensure that the hazards of all chemicals and substances are evaluated and the information concerning their hazards is communicated to employees, including emergency response organizations, state and federal agencies, other employers and contractors, as necessary.
"You should review your Material Safety Data Sheet before handling or working with a new chemical". Haz-Comm In the workplace, some of the known effect of drug and alcohol abuse include: increased absenteeism and employee turnover, low morale and inferior work quality, unsafe behavior and increased on-the-job accidents. It is DPSI’s goal to provide the safest possible work environment for our employees; one that is free of the adverse effects of drugs and alcohol. Drug, Alcohol, Weapon & Search Policy DPSI's Occupational Health objectives are to:

1)Protect personnel health.
2)Provide a framework for recognizing and
managing health hazards.
3)Comply with regulatory requirements.
4)Increase DPSI employee’s awareness of occupational health hazards. Occupational Health Awareness ALL PERSONNEL MUST STRICTLY ADHERE TO THE FOLLOWING WHILE ON DPSI JOB SITES & COMPANY PROPERTY! Code of Safe Work Practices All personnel are required to comply with DPSI Alcohol and Drug Free Workplace Policy as a condition of employment. Violation of any portion of this policy may be cause for immediate discharge. While on the job site, personnel must comply with OSHA Safety & Health Standards for the Construction Industry in addition to the DPSI safety policies, procedures and client requirements. All personal work injuries, no matter how minor, must be reported to a supervisor immediately. All unsafe conditions, unsafe acts or near misses must be reported immediately to a supervisor. Unless otherwise notified, all personnel must wear hard hats while on the job site. Excluding the inside of a vehicle which has an enclosed cab. Employees shall use their personal protective equipment as required by law, including but not limited to, head, hearing, eye hand foot and fall protection devices. Employees shall not engage in horseplay, practical jokes or mischief while on the job site or Company property. Disregard or violation of any DPSI policy may result in disciplinary action, up to, and including termination of employment. All DPSI employees who may drive or operate a motor vehicle must abide by this policy. Vehicle Policy Driving while under the influence of alcohol or other drugs is expressly prohibited. Operation or use of cell phone, while driving or otherwise operating a motorized vehicle, is prohibited. The use of such aftermarket devices as “Bluetooth” or similar is recommended. This program establishes the minimum safe practices for working in hydrogen sulfide (H2S) locations. Hydrogen Sulfide Policy Hydrogen Sulfide (H2S) – An extremely deadly, toxic gas that, in its pure state, is colorless and is heavier than air. Additionally:

1) It is the second most toxic gas known to man, ranking behind hydrogen cyanide and ahead of carbon monoxide.
2) It has the odor of rotten eggs at low concentrations.
3) In higher concentrations, rapidly paralyzes the olfactory nerves (sense of smell).
4) Is soluble in water, is flammable, and poses a definite threat of explosion.
5) If hydrogen sulfide (H2S) is detected move crosswind then upwind.
6) H2S monitors are required to alarm at 10 parts per million 1)Hydrogen sulfide paralyzes the sense of smell. The olfactory senses are deadened in the presence of higher concentrations of H2S

2)Hydrogen sulfide is a colorless and heavier than air gas – it is deadly in relatively low concentration.

3)It will accumulate in low places; in low concentrations it has a strong, pungent, somewhat distasteful odor similar to rotten eggs.

4)Exposure to H2S can cause serious injury or death. Physical Effects of Hydrogen Sulfide The purpose of this procedure is to ensure employee awareness of heat stress hazards in the workplace and how to mitigate those hazards. Heat Illness Prevention Welcome Aboard D.P.S.I. Policy Statement What to do in case of an incident or illness?
Contact your Supervisor and or On-Site Safety Rep. immediately.
You must report any of the following:
Injuries and illnesses
Spills and leaks to ground
Near Misses
Motor Vehicle incidents
You have the authority and responsibility to stop unsafe work. You are the person ultimately responsible for your safety.. New-Hire Safety Orientation Purpose of this policy is to assist DPSI supervisors in the uniform application of disciplinary action for violation(s) of Health, Safety and Environmental Policies. Health & Safety Disciplinary Action Policy DPSI's Fire Prevention Policy is intended to provide compliance with all related CAL-OSHA regulations, DPSI policies and standard safe work practices. Fire Prevention First Aid Procedure Personal Protective Equipment (PPE) Behavior Based Safety Positive Feedback Reinforce the giver’s behavior of giving you the feedback, even if you disagree with the content of the feedback
“I appreciate you telling me that”

Wait…, then explore the content

Avoid Becoming Defensive

Don’t Shoot the Messenger Receiving Constructive Feedback
Positive feedback
Increases desirable behavior
Constructive feedback
Increases desirable behavior
Decreases undesirable behavior
Negative feedback
Increases desirable behavior
Decreases undesirable behavior
No Feedback
?? Types and Effects of Feedback What is feedback?

Information about behavior that allows a person to change the behavior Feedback Keep Conversation Open-End
Ask Open-Ended Questions

1st – Ask the Performer What Result they may be Expecting and What May Result with Identified Behavior.

2nd Clearly Communicate Expectations to Performers of the Behavior

Engage Observee in Alternatives to Correct

Provide better feedback to influence behavior Correcting Behaviors Pinpointing will help you:

Select Critical Behaviors

Describe Behaviors Objectively

Measure and Influence Behavior Pinpointing Behaviors Be Specific About Results and Behaviors!

Behavior - an observable action of an individual

Result - the outcome of a behavior or series of behaviors Identifying Behaviors Notification of Observation

Begin Observation and Fill out Workbook

Discuss to Understand Behaviors.

Based on Discussion Adjust Safe / At-Risk

Feedback Results

Submit Form to Data Collector Steps of an Observation Perform a Non-intrusive Viewing of a Person’s or Workgroup’s Activity to: (make the BBS work)

Positively Recognize Safe Behaviors.

Identify Potential “At-risk” Behaviors.

Discuss Improvement of “At-risk” Behaviors.

Notification (fill out and turn in worksheet) Being the Observer Safe Zone

When any Employee has the Intention of Making an Observation, then the Behaviors Observed are Safe from Discipline.

In No Case can Knowledge Gained from an Observation be Used as a Subsequent Step of Progressive Discipline. BBS Rules to Success IDLH (Immediately Dangerous to Life and Health)

Observers are Instructed That They Must Stop Observations When an Observed Behavior is IDLH.

If the IDLH Situation is Corrected, the Observation can be Continued with the Behavior Recorded as “At Risk.” Nothing in the Observation can be Used as Part of the Discipline Process.

If the situation isn’t or can’t be corrected, then observers are instructed to terminate the observation and do what is necessary to correct the situation (stop the work and contact a supervisor.) BBS Rules to Success BBS Rules to Success
Any Consequence that Follows a Behavior Increases the Probability that the Behavior will Occur More Often in the Future.

Most Effective Way to Maintain or Increase Desired Behaviors.

The Ratio of Positive to Negative in Successful Organizations is Around 4 to 1. Positive Reinforcement
An Observable Action

Can be Desired or Undesired

Must Be Objectively Defined Behavior Break Into Groups

Practice Giving and Receiving Feedback
Observer (Give Feedback)
Observed (Receive Feedback) Role Playing Line of Fire Walking Working Surfaces Positive Feedback Accept it
“Thank you”

Avoid deflecting it
“I was just doing my job”
“John really did most of the work”

If it is Too General, Ask for More Specific Feedback.

“What Did you Like Most About What We Did?” Receiving Positive Feedback Sincere

Specific

Immediate

Personal

Is Intended to Help the Individual Succeed! Effective Feedback
Lets us Know How we are Doing.

Allows us to Maintain or Change our Behavior.

Combined with the Appropriate Consequences, Improves Performance. Why is Feedback Important? Have 80% Influence on Behavior.

Consequences can Increase or Decrease the Likelihood of Those Behaviors Occurring Again.

They can be Positive or Negative

Effect can only be Determined by the Individual Receiving the Consequence.

Should be changed if the person won’t do the behavior Consequences
Have 20% Influence on Behavior

Have Short-term Effects if not Paired with Consequences

Are Overused Compared to Consequences

Should be Changed if the Person Can’t do the Behavior Antecedents
Antecedents
Lead up to or Trigger a Behavior

Behaviors
Actions that can be Observed

Consequences
Things that Happen to the Performer as a Result of Behaviors Understanding and Influencing Behavior
(ABC’s) You Call It! Body Mechanics You Make the Determination Can You See It? Recognizing “At Risk” Behaviors “I” statements (instead of “you” or “the Company”)

Describe how you feel, supported by what you see

Clear, direct requests (not hints)

Tone of Voice

Eye Contact

Body Language Feedback Giving Tips BARF
Beliefs

Attitudes

Results

Feelings Behaviors are not:
List of pinpointed safety behaviors (Listed on Observation Sheet)

All are based on Accident/ Incident / Near- Miss / First Aid history Critical Behavior Index (CBI) Observations

Self-observations are Discouraged.

A Free Style of Observation is Encouraged; time, place, appointments, permission to do observations, discussion of at-risk behaviors, one or many behaviors, etc.

Feedback and Showing the Completed Observation Worksheet to the Observed is Required.

Being Observed is Required unless There is a Reasonable Explanation. BBS Rules to Success Management Promotion & Participation
Repercussion – Free Feedback
Held Accountable for Safe Behaviors Achievable Results Room is lit Flip Switch Dark Room Consequence Behavior Antecedent The light turns on and the room is no longer dark Light Switch Example Confidentiality

What is Observed is Confidential.
Observers are instructed only to capture if the behavior is safe or at risk and why the employee chose to work at-risk.
Data entry people are instructed to strip out any information that could become a clue as to time, place, who, etc.
Observation forms are destroyed the day they are entered into the data base
Database access is limited.

Participation is Part of our Ongoing Safety Program and is not Confidential.

Observers are Instructed to not Discuss Observations in a Way that Can Lead to Discipline or Embarrassment For the Observed. Incident Protocol
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