ROGERS GROUP, INC

ROGERS GROUP, INC.

SAFETY PRINCIPLES:

Practical Tools You Can Use

Rogers Group History

Founded 1908, Bloomington, Indiana by Ralph Rogers

Grew with nation’s interstate system, infrastructure growth

Privately held by Ralph Rogers’ descendants

Safety 1999

Safety: Where are we?

ROGERS GROUP, INC

Personal Philosophy:Personal Philosophy:

What does safety mean to you?

SAFETY CULTURE

A “Culture” is defined as the shared values within an organization.

Rating organizational “safety culture”:

Safety Without Any Management Process

High AdversarialInsurance Excessive Employee Much StatutoryCosts Losses Relations Litigation Ignorance

Symptoms Line/Staff Blood Behaviors/ CommitteesConflict Cycles Conditions Quick Fix Programs

Quiet Transparent Integrated Equal

WORLD CLASS

SWAMP

Traditional

Progressive

SWAMPSWAMP((SSafety afety WWithout ithout AAny ny MManagement anagement PProcess)rocess)

SAFETY RESPONSIBILITY: Not Recognized/RejectedPERCEIVED: As a “Burden”

MANAGEMENT CHARACTERISTICS: • Accidents are Accepted - C.O.D.B. • One Way Communication - Fear Based• Production Compromised by Safety • My Way or The Highway• Planning - Minimal; Reactive; Short Term • “Make Do/Make Fit” Approaches• Adversarial Relationship - Ops vs Safety • Minimal Employee• Lacking HR Policies/Procedures Involvement/Interaction

ORGANIZATIONAL IMPACTS:Negative Business ExcessivePoor Employee Statutory IgnoranceImpact Losses RelationsHigh Insurance Cost Poor Injury Rates Blame Others CitationsLess Competitive High Frequency Them vs Us Repeat ViolationsOn Bids High Severity Labor vs Management Complaints

No Company Loyalty LitigationMorale Very Low

TRADITIONALTRADITIONALSAFETY RESPONSIBILITY: Not Understood (Staff Function)

PERCEIVED: As a “Cost”

MANAGEMENT CHARACTERISTICS:

• Accidents are “Excused” Away • Authority Conflicts - • Recognized Problems - Unwilling/Unable to Solve Passive Resistant• Programs/Campaigns - Short Lived • Line “Accountability” • Fix the Symptoms, Not the Cause Lacking/Inconsistent Results (Only) Measured – Results Driven • Expect Safety Department • Not Quite Sold - Willing To Go Halfway (Easy Road) to Run Safety • Likes “Off the Shelf” Canned Programs • Go Through Motions • High Visibility - Many Labels - Little Results

ORGANIZATIONAL IMPACTS:

Blood Cycles Set up for Failure Quick Fix ProgramsInspection Heavy Committees = Gripe Sessions Reactive ManagementSupervisors Ignore Safety Directives Employees Reject ChangesRepetitive Conditions

WORLD CLASSWORLD CLASSSAFETY RESPONSIBILITY: Line Management Owned/Driven

PERCEIVED: As a Good Business “Investment”

MANAGEMENT CHARACTERISTICS:

• Accidents Are Intolerable - There Are No Excuses • No “Glitz” or Hype• Safety Isn’t Safety - Its Management Effectiveness • Employee Centered –• Decisions - Time Consuming and Difficult Win/Win • Planning - Long Term - 3 to 5 Years • Communication - • Responsibilities & Expectations - Clearly Defined Informal, Open,

And Accepted Encouraged• Management Personnel are Personally Involved • Efforts “Closely • Line Accountability is Standard Practice Measured” and • Safety Has a Sense of Urgency Responded To

ORGANIZATIONAL IMPACTS:

Positive Good Integrated EqualBusiness Impact Employee Relations Quiet To CostMore Business Employee Morale High “Safety” Loses Identity To QualityEmployees Promote Safety Management There is No “Program” To ProductionNew Business There Aren’t (m)any Accidents

If you are in the “World Class” category this presentation will not help you.

If not, let’s talk about ways to make a difference!

Results of Change

ROGERS GROUP

InjuriesInjuries66

56

33

22 23 2328

0

10

20

30

40

50

60

70

FY'00 FY'01 FY'02 FY'03 FY'04 FY'05 FY'06

3.573.07

1.82

1.37 1.49 1.46 1.60

0

1

2

3

4

5

6

Rat

e

'00 '01 '02 '03 '04 '05 '06

Fiscal Year

INJURY RATESINJURY RATES

Safety System

ROGERS GROUP

(A business process for managing safety.)

Safety Policy Statement

We are committed to achieving a zero injury safety culture by implementing all Rogers’ safety principles without compromise.

Safety Principles:–Management Commitment–Line responsibility for Safety–Safety Training– Incident Investigation and

Countermeasure–Audit Process –Safety Committees –JSA implementation–Employee Involvement

Management Commitment

LEADERSHIP!

Do Not Compromise Safety!

1. Hazards in the workplace must be addressed.

2. Good planning will increase efficiency.

3. Nine out of ten injuries are the result of unsafe behavior.

Focus on people first!

1. Would you have your child do it?2. You must show care and concern.3. Injuries can’t be accepted as okay.4. Talk with employees about safety.

How do you demonstrate personal commitment?

1. Talk about safety as a value.2. Safety as the first topic in meetings.3. Audit work behavior.4. Conduct safety meetings.5. Leaders are not always chosen.

Line Responsibility

Designate safety as a line responsibility.

1. They have the control.2. It is a moral obligation.3. Safety people should be support only.

Safety Training

Safety Training:

1. Require basic training for all employees.2. Government regulations are minimum.3. Supervisors must be involved.

Reporting & Investigations

““Make a big deal out of little Make a big deal out of little things, and you will not have as things, and you will not have as many big things to deal with.”many big things to deal with.”

Ask “why” five times!

Safety Audits

Audit work activity:

1. Observe how employees perform work.2. Demand that work be done safely.3. Stop unsafe behavior.4. Talk with employees about safety.

Safety Committees

Safety Committees

1. Corporate/Company.2. Hourly involvement.3. Where it applies.

JSA Process

Job Safety Analysis

1. Think before you act.2. Job Steps.3. Hazards4. Develop methods to eliminate or reduce hazards to a level where no one gets injured.

Employee Involvement

Get employees involved.

1. Safety meetings every day.2. Employees conduct safety meetings.3. Inspections of work areas.4. Incident investigations.5. JSA process.6. Participate in Audits.

Hold employees accountable.

1. Give them responsibility for safety.2. Discipline is the method used to modify behavior.3. Equal to production, quality, etc.4. Working safely is a condition of employment.

ed.elliott@rogersgroupinc.com

812-335-5409 or 812-320-1726

THANK YOU!