#23 Where to Start With Safety Performance Indicators

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lead and lag indicators

When it comes to health and safety reporting there is no blanket template. All businesses have different needs, and you want to make sure to be monitoring what matters to your business. The key to your reporting should be to give you confidence that you’re controlling risk and highlight how health & safety activities are creating value in your organisation. Today I break down the purpose of lead and lag health & safety performance indicators, and how each of them should be used in your reporting.

#18 WHS DUE DILIGENCE – ACCOUNTABILTY AND EXECUTIVE REMUNERATION

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Today we look at how the requirement to draft accountability maps and statements and the deferral of executive variable remuneration under the Banking Executive Accountability Regime can be applied to WHS governance – accountability maps can be a foundation piece in your WHS governance framework and help officers understand who does what; and while the BEAR requires the deferral of executive remuneration, it means very little if WHS is not included in the assessment of overall business performance.

#9 Applying An Accounting Lens to WHS Performance Reporting [FREE Sample Board WHS Report]

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Applying an accounting lens to WHS performance reporting

This week I explore the two biggest problems I’ve seen in board WHS performance reporting and share a suggested framework that will assist board members in making strategic decisions and complying with their due diligence obligations.

#5 Do Executive Incentive Schemes Effectively Drive Positive Health & Safety Performance? [3-Part Series]

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health and safety and executive incentive schemes

This is Part 3 in a 3-part series dissecting the 2016 Citi Research Safety Spotlight Report. Given that cultural change is fostered through the influence of climate and an organisation’s safety climate is shaped by management’s policies, behaviours, attitudes and decisions, this provides a compelling argument for close attention to the structure and content of those incentives used to motivate boards and senior managers. As suggested above, ‘what get’s measured (and incentivised) get’s managed’.