Safety Motivation and Compensation

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Safety Motivation and Compensation
Crushing Obstacles to Safety III
Solutions for Small Mines
INTRODUCTION
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Safety Professionals are busy

• - Writing and implementing standards
• - Developing training plans and materials
• - Training, training, and more training
• - Auditing implemented systems
• - Varied State and Federal inspections
• - Independent Contractor Safety
• - Dealing with accidents
• - Dealing with attorneys
• The list is endless
  . . . .

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In a small operation you may be much more. -
Production - Hiring
Jack-Of-All-Trades

Its a huge, maybe impossible, load.
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Not to worrySafety professionals all agree.
Sharing is essential.

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Need free material?
Call MSHA EFS -Pt 46, Pt 48
-Required topics Theyre a great source for
your Safety library.
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What about your written safety procedures?
Are you ready to merge safety and compensation?

If its still on your to do list I have a
template for you.
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This template is- Free- Easy to edit - Easy
to present- Presentation counts toward Pt.
46 and Pt 48 training.

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Contains- Company Safety Policy - Disciplinary
Action Policy- Management and Supervisory
responsibilities- Safety Committee lay out -
Rules and Procedures
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Free templates are also available for
-Position description and
requirements summaries
-Accident Investigation
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- Improved safety
ADVANTAGES

• Equal pay for performance

• Legal defense basis for merging compensation
  and safety.

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NOW- Youve got the tools. - Youve done
the training.
- Upper Management believes in safety.
But . . .
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Theres still the employee who just doesnt seem
to get it.
Discipline is rarely a productive solution.
Is there a way to turn this around? Lets take
a look .
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Safety Motivation and Compensation
Crushing Obstacles to Safety III
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The Human Behavior Experts
(Ya Gotta Love em)

• Abraham Maslow
• Needs Hierarchy Theory
• Safety is a human need secondary only to food,
  water, and air.

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The Human Behavior Experts
(Ya Gotta Love em)

• V.H. Vroom Expectancy Theory
• Motivation to achieve depends on
• - Expectation of outcome from effort
• - Value of the goal
• - Likelihood of reward

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The Human Behavior Experts
(Ya Gotta Love em)

• J. S. Adams
• The Equity Theory
• Behaviors deteriorate if
• rewards are inequitable.

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In short.

• - Humans want to be safe.
• - Just teach them how and treat them all the
  same.

(Really? What Planet do these Experts live on?)
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Thank you, Experts

• - Ask any safety professional.
• - We all agree.
• - Its just not that easy.

Unless its incorporated into a payroll
compensation system!
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The Universal Concept

• If you paid for it. . . .
• You should get it.

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Buy a new car? . . .
Reject a damaged new car . . .
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The Universal Concept

• It works in daily life . . . .
• And it works with employees.

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- Easily understood - Easy to develop -
Easy to use
Performance Compensation It can get you what
youre paying for!
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Define the System
Step 1
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Define Rates
Step 2
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Easy as 1-2-3

• - Establish starting wages.
• - Define what you will pay for
• Level of Task Performance
• Level of Safety Performance
• - Define the outcome for sub-normal
• performance in either category.

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- No discipline- Simple explanationIm not
getting what Im paying for I will only pay
for what Im getting
The Conference
Behavior change is immediate.
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Template Request Form

• - Your Name
• - Your e-mail address
• - Use the check off boxes for templates you
  would like to receive.

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Thank You !

• Please remember
• -Templates are only a starting point and must
  be edited to meet the requirements of your
  Company and your state.
• - E-mail order forms
• - Course evaluation forms