Environmental Engineering Reference
In-Depth Information
AFter the oBservAtIon
A.brief.post-observation.discussion.should.be.held.with.the.employee..One.of.two.
things.should.be.done..When.the.job.was.done.as.required,.the.employee.should.be.
complimented..Recognition,.when.deserved.and.when.sincerely.given,.will.reinforce.
safe.behavior..This.acts.as.a.positive.motivation.for.the.worker..Any.unsafe.behavior.
seen.during.the.observation.should.be.discussed..If.the.employee.performed.in.an.
unsafe.manner,.the.supervisor.should.discuss.what.occurred.and.get.the.employee's.
reasons.for.doing.the.job.as.it.was.done.
The.concern.now.is.not.with.what.has.been.done,.but.with.changing.the.employ-
ee's.behavior.so.the.same.thing.is.not.done.in.the.future..The.supervisor.must.take.
required. corrective. action. and. should. give. the. reasons. behind. the. measures.. The.
post-observation.conference.should.always.end.with.the.feeling.that.things.are.right.
between.the.supervisor.and.the.employee.
deAlIng WIth unsAFe BehAvIors or Poor PerFormAnce
The.“dealing.with.unsafe.performance”.diagram.in.Figure 14.2.may.be.helpful.in.
determining.why.unsafe.practices.are.continuing..This.diagram.gives.a.step-by-step.
procedure.to.follow.in.correcting.unsafe.performance..The.supervisor.should.record.
the. speciic. unsafe. performance. that. has. been. observed. and. determine. the. type.
of.accident.that.could.result.from.this.action..Because.this.action.and.the.possible.
results.have.already.been.discussed.with.the.employee.after.or.during.the.irst.obser-
vation,.the.supervisor.must.decide.what.has.caused.this.action.to.continue.
Let's. trace. the. steps. of. the. diagram. in. Figure 14.2.. The. irst. step. is. to. identify.
the.performance.problem..In.this.area,.the.performance.problem.may.be.someone's.
actual.performance.and.his.or.her.desired.performance.
Is.the.problem.worth.solving?.Not.every.performance.problem.is.worth.solving..
The. problem. must. be. evaluated. realistically.. What. impact. will. the. performance.
problem. have. on. doing. the. job. safely?. If. the. problem. has. or. can. have. no. adverse.
impact,.then.ignore.it.
In.determining.the.cause,.you.need.to.ask.or.try.to.ind.out.the.cause.of.the.perfor-
mance.problem..Could.this.person.do.it.if.he.or.she.really.had.to?.If.the.answer.to.this.
question.is.“No,”.then.the.following.question.should.be.asked:.“Does.the.employee.
have.the.potential.to.perform.this.job.safely?”.Both.physical.and.mental.capabilities.
must.be.assessed.in.this.area..If.the.answer.to.this.question.is.“No,”.then.the.job.may.
have.to.be.changed.to.it.the.employee's.ability.or.if.possible.the.employee.can.be.
placed.in.a.job.that.its.his.or.her.capabilities..If.the.employee.has.the.potential.to.do.
the.job,.then.the.following.question.should.be.asked:.Has.the.person.ever.performed.
the.job?.If.the.answer.to.the.question.is.“No,”.then.classroom.or.on-the-job.training.
will.be.necessary..If.the.person.has.performed.the.job,.refresher.training.may.be.all.
that.is.necessary.
If.the.employee.could.do.the.job.if.he.or.she.really.had.to,.then.a.non-training.
solution. will. help. identify. and. solve. the. performance. problem.. One. way. to. solve.
the. non-training. problem. is. to. provide. feedback.. Feedback. should. come. from.
