Employee surveys

Prior to beginning any training activity, exact training needs should be identified. Training needs may vary based on hazards, potential exposures, work requirements, roles and responsibilities, job descriptions, and compliance requirements. Job hazard analyses and employee surveys... 

Fact-based decisions differences between the companies must be made transparent. Possible approaches range from in-depth interviews with managers through to broadly-structured employee surveys ... 

In contrast to this more integrated approach, some companies have elected to develop and administer a special survey focused solely on D I issues. Although this results in more data (because the survey is entirely D I-related), our recommendation is to ultimately fully integrate that content into the core employee survey programs so that the D I agenda does not appear to stand on its own. This also makes it more likely that the D I content will be sustainable this is less likely when there two separate survey efforts must be managed over time (which can increase administration and response burden). 

Wiley, J. (2010). Strategic employee surveys Evidence-based guidelines for driving organizational success. San Francisco Jossey-Bass. 

Chapter 6 is titled Measuring Outcomes. It commences with additional discussion of the reliability and validity of measurements. Subjects covered are injury statistics, other statistics, behavioral and work-site observations, employee surveys, analytical equipment measures, workplace audits, unintended outcomes, and practical considerations. 

Is this why the employee survey indicates that employees still rank this company as an unhealthy and unsafe place to work in ... 

Ergodyne was named one of the 2011 Healthiest Employers in the June issue of Minneapolis/St. Paul Business Journal. Award recipients were determined based on results from a web-based employee survey provided by Quantum Workplace. 

It s critical that everyone be clear about expectations for their contribution. The organization needs to use all the channels regularly employed to communicate expectations for other important initiatives. There also needs to be a system for holding people accountable. This could include incorporating standards for inclusive behavior into the performance review process or tying some portion of a manager s bonus to employee survey results. 

Worksite analysis involves identifying high-risk situations through employee surveys, workplace walkthroughs, and reviews of injury/illness data. 

Working alongside a rapidly deployable temporary floodwall, U.S. Army Corps ofEngneers employees survey rising waters near Hannibal, Missouri. (PR Newswire/AP Imj es)... 

Nevada, for example, reported 4,400 incidents among its 97,400 employees surveyed in educational services (North American Industrial Classification System code 61) for a rate of 4.52 injuries per one hundred educational service workers. Vermont reported 5,200 such injuries among 9,500 employees in the survey. Vermont s rate then is 54.74 injuries per 100 educational service employees. Kentucky reported 2,600 injuries among 15,800 employees for a rate of 16.46 injuries per one hundred educational service workers. The trend in the last five years has shown an increase in injuries (U.S. Bureau of Labor Statistics, 2010). By U.S. region, the comparison is shown in Figure 35.1. 

In February, 1990 WSRC conducted a survey on the effectiveness of the Employee Concerns Program. An Action Plan to address program deficiencies was issued March 30, 1990 (Reference 19). . The plan addresses three objectives effective advertising, policy and procedure review, and development of performance indicators. Implementation of the plan is nearly complete. Closing tasks include issuance of a revi,sion to MRP 1.06 and the evaluation of performance Indicators, including an employee survey. 

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