Hogan Safety: Select, Induct, Develop and Identify a Safety

Culture

When using Hogan assessments as an integrated solution, it allows the organisation to deliver a seamless solution and integrated safety focus…

Key Considerations: Organisational governance Strategic people management strategy

• Recruit and induct• Design and review work systems• Learning and development• Performance management• Reward and recognition• Succession planning

CultureOrganisational strategy and goals Processes

Integration of Hogan within the Safety Strategy:

About the Employee Safety Climate Survey

The Safety Climate Survey identifies critical factors that can be used to improve the workplace safety climate

Based on unsafe work behaviour research since the 1970’s Employees rate safety climate using safety awareness index Measures overall safety Provides the opportunity for written comments Consists of 40 questions Can be conducted online or pen and paper Customised according to clients’ demographics Report provides benchmark scores Identifies key concerns Concludes with specific recommendations

Employee Safety Climate Survey Report

Safety Awareness Index

Safety Awareness

Index

Safety Awareness

Index Key PrioritiesKey Priorities Written Comments

Written Comments

Safety Climate Awareness Index

Safety Climate Awareness Index includes:

Management Safety Attitudes – How aware is management of safety issues?

Supervisor Safety Attitudes – How aware are supervisors of safety issues?

Company Safety Attitudes – Is the company aware of safety issues?

Co-Worker Safety – Are my co-workers safe and aware of relevant issues?

Equipment and Training – Do we have adequate training and/or safe equipment?

Safety Climate Awareness Index

Compliance versus Commitment – Is the company devoted to improving safety?

Measurement – Are employees given feedback about the level of safety of the company?

Culture – Does the company regularly communicate their expectations and regulations regarding safety issues?

Myself – Do I value safety and/or feel that my company is safe?

Company Engagement – Does the company connect with the employees on topics of safety?

Hogan Overview: Applications

Succession Management

Team-Building

Selecting candidates to minimise risk

Induction into the organisation’s safety culture

Improving the performance of current employees, ensuring risks are identified

Identifying & developing individuals who are ready to move into various roles within the organization

Helping teams align their strengths with the goals and identify potential roadblocks

Talent ManagementTalent Management

The Hogan assessments can be used to help organizations satisfy a wide variety of talent

management safety needs. They can be integrated into a safety culture road map….

On-Boarding/

Assimilation

High Potential Programs

Identifying and managing high potential employees

Employee & Leadership

Development

Candidate Screening

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HoganSAFETY

…using personality assessment topredict safe and unsafe behaviors…

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Why a Safety Report?

• It is the first step to risk management• Unsafe workers create considerable expense for

companies and consumers alike• Can use as:

– A personnel selection aid– An assessment of current workforce to uncover

training needs

• Hogan has been researching predictors of safety-related behaviors for nearly 30 years across a variety of industries– Some examples include…

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Industries

• Energy & Utilities • Construction• Government• Agriculture• Manufacturing• Transportation & Warehousing• Retail & Hospitality

Safety Competency Model

• 6 Dimensions of Safe Behavior– Each contributes

to a different aspect of best safety practices

– Each reported on a 5-range normative scale

Trainable

Cautious

Vigilant

EmotionallyStable

Strong

Compliant

BEST SAFETY PRACTICES

Defiant – Compliant• Following standard

operating procedures (SOPs)– Low scorers defy authority, and

may ignore company rules– High scorers tend to follow rules

and guidelines

• Chernobyl– On April 26, 1986, the world witnessed

the costliest accident in history. The death toll attributed to Chernobyl, including people who died from cancer years later, is estimated at 125,000. The total costs including cleanup, resettlement, and compensation to victims has been estimated to be roughly $200 Billion. The accident was officially attributed to power plant operators who violated plant procedures and were ignorant of the safety requirement needs.

Panicky – Strong• Handling Stress

– Low scorers may panic under pressure

– High scorers tend to be sure of their decisions

• Buffalo Plane Crash– On February 13, 2009, a

Continental Airlines commuter plane crashed into a house in Buffalo, New York. All of the people onboard and one individual living inside the house died, bringing the total loss of life to 50. In-flight recorders have shown that not only were the two pilots having “irrelevant chatter,” which is forbidden by FAA regulations, but the head pilot in full panic and terror pulled the plane’s nose up when he should have dropped the plane’s nose so the plane would not stall.

Over-Reaction – Emotionally Stable

• Maintaining emotional control– Low scorers may easily lose their

temper– High scorers tend to remain calm,

even in stressful situations

• Hudson River Plane Crash– On January 15th, 2009 US Airlines flight

1549 crash landed into the Hudson River after striking numerous birds upon takeoff. Everyone on board (155 people) survived and were accounted for. The flights pilot, Chelsey B. “Sully” Sullenberger, was described as “calm, cool and collected” as he maneuvered the plane into a safe landing position. There is no training for such landings and because of Sully’s focus and composure, a tragic accident was averted.

Distractible – Vigilant• Focusing attention

over time– Low scorers can be easily bored,

and become inattentive– High scorers tend to stay focused

on the task at hand

• Metrolink Crash– On September 12, 2008, in what

was one of the worst train crashes in California history, 25 people were killed when a Metrolink commuter train crashed head-on into a Union Pacific freight train in Los Angeles. It is thought that the Metrolink train may have run through a red signal while the conductor was not paying attention – instead he was busy text messaging. Wrongful death lawsuits are expected to cause $500 million in losses for Metrolink.

Reckless – Cautious• Avoiding unnecessary

risks over time– Low scorers are prone to taking

unnecessary risks.– High scorers tend to evaluate

options before making risky decisions.

• Exxon Valdez– The Exxon Valdez oil spill was not a

large one in relation to the world's biggest oil spills, but it was a costly one due to the remote location of Prince William Sound (accessible only by helicopter and boat). On March 24, 1989, 10.8 million gallons of oil was spilled when the ship's master, Joseph Hazelwood, left the controls and the ship crashed into a Reef. It was alleged that Joseph Hazelwood was intoxicated. The cleanup cost Exxon $2.5 billion.

Arrogant – Trainable• Engaging in training

& development opportunities– Low scorers overestimate their own

competence and as a result may be difficult to train

– High scorers tend to be willing to listen to advice and take advantage of opportunities to learn more

• New York Crane Crash– A large crane collapsed in Manhattan on

March 15th, 2008, killing seven and putting several others in critical condition as it smashed into nearby buildings. The city Department of Buildings blamed faulty rigging for the collapse. The contractors in charge of the rigging attached four nylon slings to an 11,000 pound steel brace that was supporting the crane alongside the building. Eight chain braces should have been used and because of this, the crane collapsed.

…but safety is just one component of job performance…

3 Dimensions of General Employability

1. Dependability• Concerns following established procedures

and making work-related activity a priority.

2. Composure• Concerns handling stress and pressure

without becoming upset or emotional.

3. Customer Focus• Concerns the capacity to relate to internal

and external customers in a friendly, positive, and helpful manner.

Based on decades of experience predictingperformance in a wide range of jobs.

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Implementation of the Safety Report

• About the report– General information – Breakdown of sections– How it works…

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About the Safety Report

• Generated from the Hogan Personality Inventory (HPI)– A Business-related measure of normal personality– Designed to predict occupational success– Developed exclusively based on data collected from

working adults– No invasive or intrusive items– Items written at 4th grade reading level– No adverse impact– Fully internet enabled– Available in multiple languages– Typically takes 15-20 minutes to complete

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About the Safety Report

The report has 3 main features:1) Presents information about 6 dimensions

of safety-related personality2) Gives three scores related to general

employability3) Provides development areas for safety-

related behaviors

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About The Safety Report

• 5 Total Pages with 3 Main Sections– Section 1 (Components of Safety-Related Behavior)

• Optional Overall Average Safety Score

– Section 2 (Components of General Employment-Related Behavior)

– Section 3 (Detailed Development Areas By Safety Components)

• Optional

• Off-the-Shelf (no additional research study required)• Easy to Use and Understand• Created Based on Input from Safety Managers and

Consultants

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Using the Safety Report

• For Selection– Screening out applicants who are at higher risk of

engaging in unsafe behaviors– Screening in applicants who are most likely to display

safety-related work behaviors

• For Development/Training– Training and needs analysis of current workforce– Can be integrated with safety-related

training

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How it works…

Participant logs into Hogan Assessment

Platform and completes the assessment

(Also available in paper form)

System generates report and emails

to assessment administrator

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The Safety Report

Report Layout

Provides information on the whole report and definitions of each of the six safety dimensions.

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Report Layout

Provides feedback regarding six safety-related competencies

Safety-related strengths and development needs

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Report Layout

Defines three general employability scales.

Provides normative scores on three general employability scales.

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Report Layout

Provides areas of development based on subscale scores.

“Nice report, but does it work?”

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Case Study #1: Bus Drivers

• Background– Organization:

• Large, west-coast U.S. metropolitan transportation organization

– Participants:• 185 Bus drivers

– Criteria:• Accidents• Rule violations• Worker’s compensation claims• Customer complaints

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Case Study #1: Bus Drivers

• Over 20% fewer20% fewer accidents.

• Over 40% fewer40% fewer rule violations.

• Over 25% fewer25% fewer worker’s compensation claims.

• Over 10% fewer10% fewer customer complaints.

• Results– Compared to the Below Average Safety group, drivers in

the High Safety group reported:

0

10

20

30

40

50

60

70

80

90

Accidents Rule Violations Worker's Comp Customer Complaints

Below Average Safety

High Safety

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Case Study #2: Manufacturing

• Background– Organization:

• Mid-western U.S. manufacturing organization

• Administered prior to or during employment

– Participants: • 32 assembly workers with

tenure of 1 year or longer• Longer tenure provides more

opportunities for incidents– Criterion:

• Worker compensation claims filed over the past 2 years

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Case Study #2: Manufacturing

• Results– Compared to the Below Average Safety group, assembly

workers in the High and Moderate Safety groups reported less compensation claims:

Predictor OutcomeSafety Outcome

Claim No Claim % With Claim

Low Safety Group 9 4 69.23%

Moderate and High Safety Groups

6 13 31.58%

These results demonstrate that workers in the Low Safety group are over 2.2 x more likely to file a compensation claim compared to the Moderate and High Safety groups.

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Case Study #3: Consumer Goods

• Background– Organization:

• Large U.S. snack foodsmanufacturer

– Administered prior to or during employment

– Participants: • 129 entry-level factory

workers

– Criterion: • Recorded accidents and

injuries

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Case Study #3: Consumer Goods

• Results– Compared to the Low Safety group:

• Employees in the Moderate and High Safety were TWICE TWICE LESS LIKELYLESS LIKELY to have had a major accident.

– Confident and Emotionally Stable scales were most predictive of safe behavior.

Case Study #4: Transport•Background

–Multiple trucking companies throughout Australia–Research study–Participants:

•100 Transport Drivers

–Criteria: •Facets of job performance•Preventable accidents•Driving violations•Absences

Case Study #4: Transport

• Results– Drivers with low Compliant scores were:

• Almost FIVE TIMES more likely to have had at least one preventable accident

• More than TWICE as likely to have had at least one driving violation

– Drivers with low Emotionally Stable scores were:• More than TWICE as likely to have had at least

one driving violation– Drivers with high Dependability scores were:

• More than THREE TIMES LESS likely to have had unexcused work absences

• TWICE as likely to be rated as high overall performers

Summary

The Safety Report provides a fast, easy-to-understand method for predicting safe and unsafe behavior.

The Safety Report has proven validity with a wide range of safety-

relevant jobs.The Safety Report is flexible enough to be used in selection or development efforts.

Creating Long-Term Creating Long-Term Commitment to Safe Commitment to Safe

Behavior in the WorkplaceBehavior in the Workplace

Taking the next steps with Hogan Safety Report results.

Copyright © 2009, Hogan Assessment Systems

Using the Hogan Safety Report for…

• Selection– Screening tool

• Development– Improving safe behaviors of team– Identifying areas for development

Next Steps

An employee has received the Hogan Safety Report…now what?

A supervisor’s team has received the Hogan Safety Report…now what?

Line Employee Training

• Live in-person • Online e-learning• Objectives:

– Understand how to interpret Hogan Safety Report results.

– Utilize information provided to improve safety performance.

• Outline:– Introduction– Understanding the Hogan Safety Report– Coaching Yourself/Self-Evaluation

Supervisor Training

• Live in-person• Online e-learning• Objectives:

– Understand how to interpret the Hogan Safety Report results.

– Utilize information provided to improve safety performance of team.

• Outline:– Introduction– Understanding the Hogan Safety Report– Coaching Individual Team Members– Coaching Team to Improved Safety Performance

Integrated Safety Solution

SAFETY CLIMATE SURVEY

SAFETY-BASED SELECTION

SAFETY-BASED DEVELOPMENT

PERSON-BASED SAFETY TRAINING

SAFETY CLIMATE SURVEY

HOGANSAFETYREPORT