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HSEC a Profession in demand

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You are all part of our team now', said the HR rep during the welcoming briefing. ... cannibals said to the others, 'Which one of you idiots ate the Safety Officer? ... – PowerPoint PPT presentation

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Title: HSEC a Profession in demand


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HSEC - a Profession in demand
  • Ben Wilson BMgmt (Emp Rel), Dip. FM
  • Chris Ginever Grad. Dip. OHSM
  • Wilson People Management

3
The hazards of being a safety officer...A big
mining company recently hired several cannibals.
"You are all part of our team now", said the HR
rep during the welcoming briefing. "You get all
the usual benefits and you can go to the
cafeteria for something to eat, but please don't
eat any of the other employees". The cannibals
promised they would not. Four weeks later their
boss remarked, "You're all working very hard, and
I'm satisfied with you. However, one of our
Safety Officers has disappeared. Do any of you
know what happened to him?" The cannibals all
shook their heads.After the boss had left, the
leader of the cannibals said to the others,
"Which one of you idiots ate the Safety Officer?
A hand rose hesitantly, to which the leader of
the cannibals continued, "You fool!!! For four
weeks we've been eating Engineers and no one
noticed anything, but noooooo, you had to go and
eat someone important!
4
Demand outstripping Supply!
  • Just not enough HSEC/Risk professionals to meet
    demand
  • This positive trend started in 2000
  • It is expected to peak and continue with the
    super cycle for a minimum of 5yrs
  • Biggest issue is dilution of numbers, quality,
    high salaries and wages, little mentoring and
    limited career succession programs.

5
At a glance
  • Labour market and industry skills needs have
    undergone unprecedented change
  • OHSW Legislation has been ramped up and
    prosecution targets have been set by some state
    inspectorates. Some jurisdictions now have
    Industrial Manslaughter
  • Strong economic growth coupled with low rates of
    unemployment
  • Growth of new industries with few ready-skilled
    HSEC professionals
  • Relocation of new industries into different
    regions with a different skills base
  • Location of industry or project-based work in
    remote regional areas across Aust
  • Technological changes within industry, especially
    production resulting in new innovative methods
    that outstrip legislation and therefore increases
    need for HSE assessment by up to date OHS
    personnel.

6
Industries most effected by OHS skills shortage
  • Australia is experiencing a boom in demand which
    is placing pressure
  • on industries and their HSEC systems and
    processes
  • Resources (Mining, Oil Gas) - Digging as fast
    as they can
  • Construction Engineering - Building as fast as
    they can
  • Government Managing the private sector demands
    and dealing with compliance issues competing
    with big .

7
Salary Survey Results
  • For a career path thats often portrayed as the
    poor relative of Human Resources, the results of
    a salary survey of safety and risk professionals
    comes as a shock.
  • OHS graduates coming into the workforce are
    attracting a minimum of 60k
  • At the top end of town, Australian HSEC
    professionals are demanding and getting
    packages
  • approaching 350k. Internationally this figure
    increases.
  • Director HSEC or VP Global Safety attracting
    450k

8
WPM survey results
  • The demand for Australian safety professions over
    the next 5 yrs will increase and the approximate
    levels are
  • Position Salary Number
  • HSE Graduate 60k 150
  • HSE Officer 70k 50 100
  • HSE Supervisor 70 100k 70 100
  • HSE Manager 100 150k 50 75
  • HSEC Executive 180k 30 50
  • HSEC President 250k 15 25
  • VP or Director 300k 20
  • Duties
  • Corporate HSEC culture, OHS Systems Audit, Risk
    Management, OHS Policies and Procedures,
  • OHS Training, OHS due diligence, OHS
    Rehabilitation, OHS Claims Management, OHS Nurse/
  • Emergency response.

9
Australian Salary Survey Results
  • Permanent Safety Appointments
  • Organisations that have 200 staff are employing
    OHS graduates from 50 - 70k
  • OHS Generalists in the medium to large
    Resources/Construction organisations are paying
    80 120k
  • Safety Superintendents in Resources/Construction
    120 170k
  • Safety Managers 150k
  • Group Safety Executives and Major Project HSEC
    Leaders 200 300k
  • Global VP Safety role 400k
  • Contract Safety Appointments
  • The minimum hourly rate for a OHS preventions
    contractor is 45 - 50/hr and this is for a
    relatively inexperienced but qualified OHS
    professional
  • The maximum hourly pay rates are between 100
    250/hr for highly experienced candidates on
    major projects.

10
Profession in Demand
  • Just not enough HSEC/Risk professionals to meet
    demand
  • This positive trend started in 2000
  • It is expected to peak and continue with the
    super cycle for a minimum of 5yrs
  • Biggest issue is dilution of numbers, quality,
    high salaries and wages, little mentoring and
    limited career succession programs.

11
Safety, a lever for cultural change
  • Safety is seen as a key lever for cultural change
  • HSEC is seen as part of the risk management
    strategy
  • Organisations switched- on understand that if
    they can bring all employees together on safety,
    they use this as a lever for larger cultural
    change and better business outcomes across the
    entire organisation
  • HSEC is recognised as part of the organisations
    risk management strategy
  • WPM see a clear link between organisations with
    solid safety programs and profitability
  • These changing corporate attitudes to HSEC
    clearly mean the labour market is that much
    tighter for qualified professionals in this
    field, nowhere is this more apparent than the
    resources and construction industries in the boom
    states of WA, SA QLD.

12
Industry effects
  • Higher salaries, wages organisational costs
  • A recent survey, titled the Heath Safety and
    Environment Remuneration Survey 2006-07, states
  • In three of the five survey positions
    remuneration packages in the resources sector
    were the highest, some corroborating evidence
    supports our findings that the resource-dominant
    regions of WA, SA and QLD had the highest
    salaries overall when compared with others states
    and territories. (Source Drawn from Australian
    Job Search - an initiative of the Commonwealth
    Government of Australia - based on the ABS Labour
    Force Survey to February 2006.) Safe seek
  • Quality of OHS output is at risk
  • OHS retention issues can effect performance and
    overall culture
  • More pressure on existing OHS systems and
    processes
  • Projects not completed on time or on budget
  • OHS candidates have unrealistic salary
    expectations
  • Some OHS candidates are running before they can
    walk
  • Making organisations focused on OHS skills
    development.

13
Industry Effects continued
  • Organisations are putting safety down as a real
    value and part of the overall risk management
    strategy and not just paying it lip service
  • Some organisations are still attempting to take
    short cuts
  • Some safety practitioners are not operational
    enough and loosing executive management support
  • They need to think overall risk and influence OHS
    throughout culture programs
  • Organisations need strategies to compensate for
    higher salaries e.g.
  • OHS graduate programs, and
  • OHS Contracts mentoring programs
  • Focus on long term, rather than short term
    solutions

14
Key strategies employed to deal with HSEC skill
shortages
  • Its time to skill!! Think safety culture!! Think
    organisational risk!!
  • Safety must be seen as a real value and
    organisations must not compromise
  • Integrating Risk Management, Quality, Safety,
    Environment Community into business planning
  • Job customisation, Internal OHS succession
    planning
  • Outsourcing OHS project management, OHS Graduate
    programs
  • OHS Contractor/Mentor programs
  • Embarking on International recruitment drives in
    conjunction with Governments and niche
    recruitment providers.

15
Strategies for coping with growth
  • Training more safety representatives
    operational level input to safety management
  • Collaboration with government, service providers
    tertiary units
  • Identifying university graduates
  • Sponsorship of o/s graduates and practioners
  • Offering existing staff OHS courses/education
    programs
  • Think outside the square, multi-skilling, cross
    training from other disciplines.

16
What this means for HSEC Professionals
  • Quality candidates are relocating on a global
    basis
  • Employers must pay their best employees well to
    retain them
  • Huge pressure on OHS systems and processes
  • More QA on OHS strategies
  • Think overall risk management. Not just
    descriptive OHS strategies

17
What this means for HSEC Professionals
  • Higher salaries
  • Be more open to contracting flexible working
    arrangements to secure the best OHS professionals
  • Contractor training for existing employees
  • Be prepared to look outside Australia and
    consider sponsoring overseas OHS specialists
  • Use FIFO/contracting as a short term OHS
    mentoring option
  • Mentoring programs for new graduates.

18
How organisations are combating the long-termOHS
HSEC skills shortage
  • They accept the new reality the market, not the
    company will ultimately determine the movement of
    your employees
  • Managing OHS retention in the past was like
    tending a dam. Today its like managing a river.
    The object is not to stop flow, but to control
    direction and speed (Source Harvard Business
    Review - Finding and Keeping the best people)
  • Convincing OHS teams that youre serious about
    career programs not just performance management
  • Electronic OHS career centres are being adopted
    for regional OHS professionals
  • Visible support for OHS from management is
    crucial

19
Conclusion
  • Be aware of the market conditions
  • Move quickly when the right candidate presents
  • Dont be promoted or promote OHS professionals
    too quickly to fill a gap (walk before you can
    run)
  • Be flexible in either full-time or contract
    arrangements
  • Think about the long-term not short-term benefits
  • Think overall OHS culture
  • The best way to convince management and thus gain
    support for OHS is to present a financial
    cost/benefit analysis

20
Questions
  • Wilson People Management Pty Ltd
  • Adelaide (08) 8232 9997
  • Perth (08) 9480 0449
  • www.wilsonpeople.com
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