Safety Knights

Part of it falls on the safety leader(s), but ultimately, it falls on nearly everyone within the company to some capacity.

I personally don't think OSHA recordables are a good measure of anything other than how good your recordkeeping is.

All you have to do is peruse any safety group and read the "is this recordable?" posts and you'll see how variable what people actually record is. If you took two companies with identical injuries but two different people in charge of recordkeeping you could have two very different injury logs making one company artificially look better than the other.

No, I don't - and I hate lagging indicators used in this way. Goals need to be achievable by the individual and this is a group metric.

I would say yes and no.

Again I am right there with Drew. Sure EHS should be held responsible, but to the same degree as the entire rest of the organization!!! EHS should not be the only ones!

In my corporate life my company had several location metrics that determined the amount or annual raises we ALL got! One was an OSHA Recordable Rate of >1.0. One of the others was WC cost under $.05 per labor hour (self-insured). the former was for everyone the later for managers and supervisors only. We also had a few other metrics for things like quality and productivity.

In 2012 OSHA made the decision to discourage linking the reporting of injuries to incentive systems (games). We use to do that all the time of years and years! One of the best ways to stop the bleeding especially with a big spike in injuries! Anyways I did not like the fact all our raises were "held hostage to the Recordable Rate!" To me that was a the "PRIME Incentive!" How could OSHA let that one go! As an HR Manager I decided to do what HR people should do, protect out employees, so I called our Corporate Labor Attorneys, both external and internal (Ogletree-Deakins) are external. Asked why OSHA allows the company to use the 'Ultimate Incentive".

Every attorney told me it was legal! Because we were all being held accountable! It was universal edict and thus not individual. Although one lawyer told me we the company had to be very carful to not allow anyone to be "signaled out" as to putting us over the goal. That was 2013. To me that makes no sense. But to my knowledge that company still does it like that!

In the end, I came to the conclusion it was a very good thing, making every body responsible! sure promoted the idea of keeping yourself safe! "Momma needs her new shoes!"

I say yes with the following caveat, as stated by Benjamin Franklin, one of the Founding Fathers of the United States: “We must, indeed, all hang together or, most assuredly, we shall all hang separately.”

Safety performance is a function of the established safety programs, policy, and culture. More responsibility lies with management and the entire workforce for supporting, communicating, executing, and complying with the established safety systems. But the development of these systems is guided by the EHS philosophy of the “Safety Manager.”

I have a hard time understanding how debris in eye and antibiotics is in the same grouping as a broken leg. It’s so for an overhaul