I was thinking our achievements and commitments in last 5 years and decided to declare this year's philosophy of HSE Culture will be “Transformation” which means 260 employees will become OHSE experts who do “qualified” workplace inspections, Take 5, JHA and hazard reporting and concern pro-active actions for sustainable production in our Company.
Leading indicators
Main strategy of “Transformation” shall be Quantity to Quality. We’ve introduced necessary HSE Culture and HSE tools to identify workplace risks in last 5 years. So next 2 years strategy will be Quantity to Quality which means “qualified” hazard reports, workplace inspections, Take 5, Job Hazard Analyzes, and Metrics points will be accepted only. Quantity of hazard reporting/controlling might be reduced when we concern Quality of HSE tools.
Last year, employees reported 850 hazards and our corrective action rate was 99.53%. We strive to 100% to control all workplace identified risks.
Metrics System will be continued for Culture harmonization to involve everyone to HSE issues and train them as HSE experts. Monthly benchmark point would be same as 5 points per a month.
Lagging indicators
Total Recordable Injury Frequency will strive for Zero. Based on “Employees are our biggest asset” philosophy of Executive Director, we shouldn’t accept any injury to anyone. Should I put any number on it to accept reality? No, even 0.01 means we accept to hurt someone or tragedy for someone's family. LTI frequency reached Zero in rolling 12 months, now it's time to concern smaller injuries.
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Ganjiguur Bukhbat
TheSafetyPoster.com
