Wednesday, October 22, 2014

Roles And Responsibilities In An SMS World

Roles are often associated with movies. A role where the sheriff is a newcomer to town and becomes a hero with overwhelming local support, the deputy is friends with all, the law-breaking are robbing banks and everyone else are law-abiding bystanders. These are all roles that are played to impress an audience.

In an SMS world everyone has a role to play to make the system effective, attractive, sustainable and supported by the public. A specific role in SMS is often associated with a specific SMS responsibility. A CEO of a corporation,  or an small-business owner, may have identical responsibilities in other similar structured organizations. 

Being unsure of the role is ineffective performance.
An SMS-world could have an objective of: 
Roles and responsibilities of personnel assigned duties under the safety management system. This objective identifies who, or what positions, are assigned these roles and associated responsibilities. An objective is accomplished by successfully completing tasks towards multiple goals.

Several goals, or task-oriented activities, to reach attain the objective cold be: 
Document roles and responsibilities; demonstrate control over available resources; person managing safety fulfills required job functions; safety authorities and accountability are communicated; and that personnel understand their authorities and accountability in regards to all decision and actions.

A dress code defines a role and acceptable performance level.
When people are asked what they are, many respond with what their profession is. This could be an accountant, a pilot, a doctor, a construction worker, a teacher or any other description of the job they do. The response is a description of what role they play at work. In day today living multiple roles may be taken on and played for an audience. 
With roles, responsibilities, objectives and goals, an organization has established a foundation to build an SMS world where each member is a role-player. These roles in an SMS world are played as any other roles that are taken on, and must be performed to acceptable standards for desired results.

Roles are not only found in the movies, but in everyday activities. It is not only the role-performance of a single sheriff, or manager that determines financial success, but the role-performance of all players. 


Friday, October 10, 2014

Non Punitive Reporting Policy

The intent of a non-punitive reporting policy is to improve job-performance and organizational effectiveness. A non-punitive reporting policy is either established as a “feel good – do the right thing” policy, or as a regulatory requirement, or as a policy for operational effectiveness. A non-punitive reporting policy is an organizational statement, and commitment, that a person reporting does not have to fear repercussion, threats or punitive actions from management or from their peer group when reporting a hazard, incident or accident. 

If a policy is to be considered only when the lake floods the runway, then any action cannot proceed until the runway is flooded.  

A non-punitive policy could include a statement under what conditions punitive disciplinary actions would be considered. Some of these conditions could be illegal activity, negligence or willful misconduct. By introducing this statement, illegal activity becomes the line drawn for punitive-action and not as representation of job-performance evaluation. Options for an organization are then either to view an incident as an illegal activity and proceed accordingly, or as non-illegal without applying job-performance related actions. In this environment the safety culture could become that anything goes as long as it is not done with intent.

When making the non-punitive policy an objective, the policy is a positive attraction to evaluate job performance. An objective example could be to have a policy for the internal reporting of hazards, incidents or accidents, and include conditions under which immunity from disciplinary action is granted. To reach this objective multiple goals are required, and these goals could be anything that would ensure the objective of a non-punitive job-performance environment. Goals are commitments given by both the organization and employees to strive for quality performance to reach these goals.  

Conditions under which immunity from disciplinary action is granted freedom from surprise. 
The significance difference between “conditions considered” or “immunity granted”, is that the application of “conditions considered” does not allow for job-performance adjustments unless it has reached the bar of what the conditions state, while the level of “immunity granted” is granted freedom from surprise and allows for job-performance adjustments at appropriate level and time.