Step 3 – Problem solving

Once an issue has been reported by the worker to his/her immediate supervisor, there is a need to address and correct the problem collectively.

The following method is one example of a problem solving process (Figure 2 - click on image for larger view):






1. Identify the issue

•    Accumulate all of the facts and information related to the issue.  Be sure to provide as much detail as possible to clearly reflect the problem.
•    Include any actions taken to mitigate the hazards.
•    Document the situation in writing for future reference.

2. Determine the causes

•    Determine the contributing factors that are creating the issue.
•    Perform an analysis of these contributing factors.
•    Determine the root causes.

3. Suggest improvements
 
•    Together, the workers with the supervisor develop ideas to improve the situation.
•    You may want to get help from your company’s internal resources such as the site H&S advisor, the local JHSC or the corporate safety/wellness group.
•    Suggestions must be practical to effectively address the situation.

4. Take action

•    Develop a corrective action plan to deal with the issue’s resolution.
•    Review all actions required by the line organization and the specific work group to ensure that the work has been properly planned for execution.
•    Initiate the corrective action plan.
•    Upon completion, perform a corrective action follow-up to determine that the plan was successful in addressing the issue.

Step 4 – Intervention

The last step is really only required if the supervisor and workers are not able to deal with the problem.  This is often the case when the issue is caused by factors that are not in the work group’s control such as engineering design issues.

The supervisor will require assistance from his/her line organization in order to resolve the issue.  This could include the need for an engineering review, a cost analysis (budgeting) and a formal planning/scheduling process.

There are also other groups that can assist the supervisor and workers in resolving safety issues.  They are:

•    the company health & safety professional
•    the joint health & safety committee
•    external safety consultants
•    safety associations

Each of these groups can help identify and promote safe work practices as well as determine any legal requirements involved.

Intervention may require your company’s head office or corporate group for longer term, corporate, industry wide and legal issues. The bigger the issue, the more intervention will be required from the line organization.

The need for intervention can really be summed up in the definition of IRS: “Everyone in an organization is directly responsible for health and safety, regardless of their position within their company”.

It is important that the supervisor maintain an effective relationship with his/her workers to help promote the IRS.  This will go a long way towards preventing potential problems from becoming bigger ones.  It will also help create a working environment that is both respectful and engaging to the employees.

Guy Chenard, CRSP, C.E.T., is a safety professional with Ontario Power Generation.