We are thinking of an incentive program.  Not one that rewards for non injury, but rather rewards employees for reporting close calls, safety hazards and other safety items they suggest improvement on.

Has anyone tried this and has it worked?

BSAFE

I have tried several approaches to incentives, but most failed miserably.  Currently, we implemented an incentive based on reporting hazards, safety violations and making suggestions.  This new approach is very popular and successful.  Our employees receive a prize based on the spin of the safety wheel for any report they submit.  All of the items submitted are reviewed and actions are assigned.  The employee submitting an item is placed in future drawings if the item submitted results in a completed action.  From the very start we have seen most all items are addressed (some sooner than others).  It sends a message to our employees that we hear what they say and do something about it and at the same time has worked to get more employees actively involved in safety.  I strickly stay away from accident reporting incentives.

Incentive programs, in my opinion, hide and mask those "small" injuries.  Those injuries generally become large ones which cost the company thousands of dollars.  Their attitude is if I can hide it, no one will know.

I'm currently trying to start a safety incentive program and would like info on the safety buck program. I know that there is a lot of different ones out there. Please send them to tlindenman@cunninghaminc.com. We have never had an incentive program, and I would like to start one. One that I can give to management and one that is simple and effective. Any help would be appreciated.

Thanks. Tim L.

Safety Incentives work when you realize they are not a silver bullit. We have implemented a bonus program that is based on an employees safety record but not in the typical method of paying someone for not reporting an incident. Each of our foreman/supervisors receive a set dollar amount in an account. Each week an unannounced site safety inspection is performed on site. Each foreman/supervisor has received a copy of the inspection sheet so they know what is expected on the job. At the end of the inspection a dollar amount is assessed (each infraction has a predeturmined dollar amount). This is reviewed by the foreman/supervisor and signed. It is recorded and placed on file. The records are good for deturmining workplace compliance, it empowers the supervisor/foreman to take charge of safety on the worksite, it is an incentive for employees to move up to foreman/supervisor status and it rewards those that take safety seriously on the job. For those individuals that don't, their record will indicate this and it will require them to answer for their project short comings. Once they set a pattern of unsafe projects regardless if they was an accident on their project or not, they will be repremaded and possibly fired if it persists 

There is not a plan that is fool proof. Much thought went into this before inception. It has been in place for close to 10 years and we have one of the lowest EMR's in the nation for a commercial roofing co. We are presently rolling this plan out in 5 seperate states in all our specialty construction divisions.         

                      Greg S.     gscott@aduddell.com

Please send me the complete rules for your safety bucks program, if you would please. I think this sounds like a great idea and would like to hear more. We are struggling and needs some help quick.

 

Thanks

I have recently moved from production into an administrative position and one of the biggest topics right now is finding effective safety incentive ideas. Please e-mail me with any suggestions you may have. (ashelyod@cobaltboats.com)

Greg

Program  is interesting, would you please send details expounding on it. We are attemtpign to devise a positve programs that involves all employees to hold them accountable

Thanks

Joe

jadams@mclanahan.com

We have been discussing many alternatives, safety bucks is near the top of our list, for a safety incentive program.  Would you mind sharing the details of your progam?

Thanks much,

Chris

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chrisa@bongards.com

this seem s to be classic but here in indonesia safety program is not the main concern, it`s just a formal program that must be adopt because the goverment recommend, but in the practice both the stakeholder and worker doesn`t pay attention to safety. Safety bucks maybe the best option for safety incentive program, but what if the company is not alocate budget for this kind of program except for safety personal alone. This may be happen when we implement safety program at the first time, when the company just want to have a significant impact for being recruit safety officer in reducing accident , then they will alocate some budget for safety program. The bottom line is how to convince (safety bucks) that this surely work, what kind of approach should i have taken.

mr greg, could yu give me the detaile for safety buck program to project5depok@gmail.com

Wow!!!   I can not believe the information this site has to offer. I signed up thinking I would just cancel before the 14 day trial is up.... I’m rethinking that now. A Wealth of Info for sure.  We also are in acting the Safety Bucks program but I’m not sure about the details...

Would someone forward to me your programs, I have a general idea as to how it works but am having trouble with specifics.  We have fewer than 100 employees and are in Structural Steel industry, so any info would be great.

dgrowe@barfab.org    my office 1-727-572-6669

If you have not seen the HR.BLR and Comp.BLR sites, go look at them. This Site is so Administrative friendly its worth the money.

 

Dean Growe.

 

Could you send me some more information on your "safety kaizen".  We basically have a kaizen team for every department, but never considered applying it to safety as well.  My email is :   ncaudle@topreamerica.com

I was wondering.  A lot of these rewards are based on chance, not on concrete actions. We are deliberating changing our incentive program and some on our committee are tired of having programs in which someone is chosen a winner, spins a wheel, has the right numbers line up etc.

The feeling is if you do this, you get that.

How do most of you feel about chance based incentives. Do they end up frustrating those who may have complied and excelled but didn't 'draw a lucky number'?

Linda, thank you for a helpful way of promoting safety at the work place, BKeller