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Promoting Positive Safety Culture
- 2. 2 “Why Promoting a Positive Safety Culture Makes the Difference”
- 3. . OUR COMPANY • Founded in 1980 • Offices in 7 Countries on 4 continents • Global coverage – exclusive agent representation in +20 countries • 150 employees ashore • 600 crew members • Own fleet of 13 specialized heavy lift vessels + 2 long-term heavy lift time charters • Highest HSEQ standards • In-house engineering team
- 4. 4 . •COMBINED CRANE CAPACITY •from 550 to 2000 t SWL •HOLD SIZE •up to 107.10 × 17.00 × 13.50 m •DECK SPACE •up to 128.50 × 27.50 m – up to 3500 m² •UNRIVALLED SPEED •20 knots OUR FLEET
- 9. 9 •Type 161B •L 151 m • B 21m • LC 2 x 350 t SWL – comb. to 700 t + 1 crane 250 t SWL •Type 176 •L 160 m • B 24 m • LC 2 x 700 t SWL – comb. to 1400 t + 1 crane 350 t SWL •Type 183 •L 160 m • B 27 m • LC 2 x 1000 t SWL – comb. to 2000 t • DP 1 & 2 •Type 161A •L 151 m • B 21m • LC 2 x 320 t SWL – comb. to 640 t + 1 crane 200 t SWL •Type 161 •L 151 m • B 20.5 m • LC 2 x 275 t SWL – comb. to 550 t + 1 crane 150 t SWL •Type 116 •L 133 m • B 23 m • LC 2 x 450 t SWL – comb. to 900 t | • Ice class GL E3 / Swedish 1A OUR FLEET
- 10. 10 Culture and Safety – the way we do things around here Incidents contiune to occur in our industry, causing harm to our people, damage to cargo and delays in cargo reaching its destation. A poor culture encourages an atomosphere where not complying with safe working practices is acceptable, this can result in poor quailty and finanical control as well as poor health and safety.
- 11. 11 Cost Impact to Business Often we measure direct costs which are normally insured or recoverable costs but on average the indirect or uninsured loss is 10 times more. Indirect costs include: • Delays to schedule • Poor client/customer relations • Implementing corrective actions
- 12. 12 Promoting a Positive Safety Culture in SAL Positive attitude towards risk management and compliance with the control processes from top to bottom Introducing safe working practices and rules for effectively controlling hazards on board our vessels The ability to learn from the past relating to incidents and bring about continual improvements
- 13. 13 Improving Behavioural Safety Safety Observation Cards
- 14. 14 Safety Campaigns – Hands on Safety
- 15. 15 The ultimate level of effort - Training But what really makes a difference? PEOPLE!
- 16. OUR PEOPLE • More than 600 seafarers • Own Crewing departments in Germany and Philippines • Own cadetship programs • Crew development programs • All crew experienced in heavy lift shipping • Many seafarers are with SAL in their second generation
- 17. OUR PEOPLE - CREW HAMBURG • GERMANY MANILA - PHILIPPINES OWN CREWING OFFICES SAL Sales Offices Main Commercial Agents Retention rate: more than 96% year to year
- 18. EXPERIENCE GRAPH 0 10 20 30 40 50 60 70 1 2 3 4 5 6 7 8 9 10 11 Age vs Experience
- 20. SBT CBT OJT OJT CBT SBT Competence – is the ability of an individual to do a job properly, to the required standard.
- 21. • Dedicated Training & Crew Development Department • Competence Management System • Real focus on each seafarer development • Mentoring at each level onboard • Structured training programs • Structured career progression plans • Shore-based seminars • Safety leadership incorporated into performance assessment system • Policies adherence part of performance assessment
- 22. But does this make a difference?
Editor's Notes
- Leave this slide on till you are ready to start
- Introduce yourself during this slide, who you are and the role you have in SAL Heavy Lift Give a brief overview on the topic “Safety Culture” and how the same accidents appear in the marine industry over and over again, there is in place strong regulations but yet these accidents continue to occur, what are the causes of such accidents? Next will be the overview of SAL
- Talk about the history of SAL using the slide
- The different types of cargo we carry from general cargo to single project type cargos
- Expalin our fleet
- Go on to explain what is a Safety Culture A culture is a way of doing things that is shared, taught or copied. Everyone in a particular culture tends to do things in a similar way, which we consider to be the norm, it can also be described as a combination of how people feel about the safety culture, what they actually do and the policies and procedures the company has It has been defined as consisting of shared values (what is important) and beliefs (how things work) that interact with an organizations structure and control systems to produce behavioral standards – (the way things are done around here) Give a few examples of Peer groups, taking short cuts and how we see safety
- The focus here has to be on clients/shippers and SAL Highlight the real cost of accidents, damage and delays due to such incidents, we often measure the direct cost but seldom the indirect costs, give examples of direct costs which effects clients/shippers and SAL caused in part by a poor safety culture, example of damage to cargo using wire slings instead of soft slings, direct costs as damage to the packing case, with the indirect cost of poor condition on arrival at the client premises which could in effect demonstrate a “Just don’t care attitude” resulting loss of future business. So what have we done to change this…….
- One the first slide, highlight how we have demonstrated visibility in our Management leadership and the reinforcement of safety as our number one priority based on our values and the new SAL safety values. Second click, explain why procedures are now developed with the help of our officers and crews giving buy into change and ownership of these improvements rather than developed by office staff alone. Third click, the investigation process now focuses on root causes rather than a direct cause, explain how this works Next two slides will give examples of how we have focused attention on safety culture……
- Explain about unsafe acts and conditions – how some people see this as a blame culture but as 80%-90% of accidents are caused by these why we have implemeneted these and how the change is coming about. Show how the work in the day to day activities on board the vessel, how we in the office assess and provide feedback
- How many hand finger injuries there where in 2015 and how the first six months in 2016 has changed