Building a Safety Performance Culture, One Mile at a Time

Oldcastle Materials' APAC-Missouri company launched its ROADS (Rewarding Outstanding Achievements that Drive Success) program to improve a once-stagnant safety record and to change the once-reactive culture of the company to one of positive reinforcement with a reward-based process that encourages interactive learning and promotes discretionary effort. Because a handful of enlightened managers have been focusing on increasing the engagement levels of the entire work force, the culture is changing.

APAC employees who participate in the ROADS program can earn miles, which are redeemable for merchandise, four different ways:

• By performing any number of set activities chosen by the safety committee. These include submitting a near-miss report, performing a job safety analysis or mentoring a new hire.

• Being observed performing a task the safe way is another way to earn miles. Supervisors are armed with duplicate coupon books worth 100 miles and regularly provide this on-the-spot positive reinforcement.

• Completing the various e-learning courses integrated on the ROADS Web site is another way to earn miles. The customized multimedia and narrated OSHA and MSHA content features quizzes and interactive exercises.

• Finally, miles may be awarded on a global or departmental level to celebrate company-wide performance, housekeeping contests and so on.

Since the launch of ROADS at APAC's Missouri operations in 2006, the program has roughly doubled in size — from 500 employee participants to more than 1,700 — by adding APAC operations in Kansas City, Arkansas, Oklahoma and Texas.

BROADENING THE REACH

“Over the last couple of years, we've made several changes to the program,” said Christopher Schwedtmann, APAC's operations manager for EHS and HR services. “The ROADS program and its online platform, created and operated by KL&P Motivation, is now more visually appealing and more user-friendly.”

He said the reward gallery has grown during that time and that the company evaluates the program every quarter. Employees now can personalize the gallery with a reward that they really want to work for, said Schwedtmann. “If there is something that they really want, we can put it on the site,” he added. “That enhancement was based on employee feedback.”

In addition, Schwedtmann said that based on two employee surveys conducted since the ROADS launch, APAC has improved its online training modules by making them more interactive, and thus more interesting and engaging for participants.

“What has excited me the most is that the people of our organization have embraced this and have expanded ROADS beyond just a safety program,” Schwedtmann said. ”It's really seen as a performance management program. It falls into place with performance management technology — set pinpoints, give feedback and positively reinforce what's being done correctly.”

He said that more and more frequently, employees are being awarded miles for efforts that contribute to productivity and how they are doing their job for process improvement than for pure safety activities. “It's allowed us to begin to move from the separate safety and operational programs to one concept of safe production,” noted Schwedtmann. “Safety is beginning to be part of the job not just an add-on.”

Other APAC executives remarked that, as with many programs of this type, ROADS did not get off to a rapid start, nor have results been quick to tally. However, with time and refinements suggested and driven by APAC's own employees, the acceptance level and positive results have grown.