Safe manhours calculation
Hello,
Need help to understand safe man hour calculations please.
So my questions on safe man-hour calculations..
Let’s assume we have the following scenario .. 110 workers worked for 3 months (6 days a week, 8 hrs a day) .. assume no vacation/time off were taken.
Total labor hours over 3 month’s period equals to around 63,360 hours….
Now we have 1 property damage due to truck hit security gate or part of building (just an example) and 1 first aid case. Both of PD and FA cases occurred at different times during the 3 month’s period .. note that property damage incident didn’t cause any injuries to driver or other employees.. the driver was able to drive another vehicle, but there was lost time (to productivity) happened due to investigation of incident, cleaning, repair...etc.
The Questions:
1. Can we still say that total safe man hour is equal to 63,360 hours over the 3 month’s period?
As to my knowledge, first aid cases and property damage do not reset your safe man hours calculation.
2. What are the criteria/rule lead us to reset safe man hours? Is there a list?
LTI concept is understood. How about transfer to another job or restricted job? How about fatalities? Medical care beyond first aid? Can we say that any recordable injuries will reset your safe man hours?
Then why HSE call it “achievement of 10 million safe man hours LTI free” ? Is not supposed to be without recordable injury/illness to cover broader range of injuries/illnesses?
Need feedback and insight please
Thank you all
Comments (3)
There is no set standard on what "safe manhours" consists of - its all a matter of how you much you want to scrutinize yourself. However, if you have a recordable, property damage, etc., then in my opinion, that resets your clock. Damaging property via unsafe driving, to me, is considered unsafe.
When it comes to first aid, some people count that, others don't. I would say to be TRULY safe, then it should be free of any first aid incidents, too.
Curious as to other people's thoughts.
The standards are what you say they are. You measure what you want, like DART, Total Injury Rate (TIR), Lost Time ("Days Away"), and on and on.
Drew is right no formal definition that I know overall. Sometimes your corporation defines the metrics. Like in my company we measured Works Comp Cost / Labor Hour. We are self-insured and tracked the cost of all WC cost and their reserves by facility. We also tracked WC Cost/per injury.
On your hours I have questions:
#1 What about salary exempt hours that do not generally report hours worked. They do not work by the hour, but usually on an annual salary paid monthly. Salary exempt means "Exempt from having to pay overtime" (although they can be paid OT), under the Federal Fair Labor Standards Act (FLSA). Generally your Payroll or Accounting does not track those hours.
#2 If you have temporary employees are you counting their hours. Will not show up in your internal Payroll or Accounting (they will show as an expense line). For OSHA metrics you need to count these.
In my opinion we you have to be careful how you are collecting your information. Once a long time ago I asked Payroll for the Hourly employees. I wanted "actual hours worked". They thought I meant "Hours Paid". After some time I discovered my hours I was getting was being given me was hours paid. That meant they were inflated because they were counting overtime at 1.5 hours for pay purposes. I had to go back and recalculate about 18 months of data.
Also corporate used averages. For annual rates they instructed us to take the average number of all employees over a year an multiply by 2000 hours as the denominator of our ratios. Since the bigger you cam make the denominator the smaller the ratio, I always used actual hours worked and estimated because we all worked lots of overtime and our actual hours were always higher than 2000 per employee (which is 40 hours per week times 50 weeks). The smaller the ratio the better we and I looked!