Assessment of production staff

Problem:

Candidates and existing employees include people who have a propensity to break the rules and engage in unsafe behaviour.

If these risks are not identified, they will come to light during work sooner or later. And in that case it may already be late. Behavioural safety projects do not work if the wrong individuals are selected.

Solution:

Online assessment tools make it possible to identify the risks of unsafe behaviour for candidates and existing employees.

This makes it possible to minimise the threat through the screening of high-risk candidates during the selection process, the relocation of high-risk employees from hazardous sites, the correct staffing of workforces so that managers and employees create together a high level of safety culture.

Employee assessment tools:

Risk factor	Detech solution
Limited ability to understand safety instructions and rules	Gray battery test for production staff: Understanding of instructions
Limited ability to assess risks in mechanical systems	Gray battery test for production staff: Understanding of mechanical principles
Propensity to unsafe behaviour	The DEEP Safety © questionnaire assesses the propensity of an individual to commit violations and engage in unsafe behaviour based on the following safe behaviour components: Attitude to violations (disciplined approach and principled). Attitude to work duties, good faith in their performance. Risk attitude. Stress resistance.
Inability to stand up to pressure	The DEEP Safety © questionnaire assesses: The attitude of the individual to colleagues and management, susceptibility to the influence of other people.

Production unit manager assessment tools:

Assessed factors	Assessment tools
Abilities to work with information	Green battery tests, norm group “Mid-level managers”: Verbal test – understanding of oral and written texts. Numerical test – rapid and exact calculations, understanding of schedules, numerical tables, etc.
Safety management competencies	The DEEP questionnaire [assesses] the following safety competencies: Control and search for sources of hazards. Principled. Decisive actions in emergencies. Prevention of accidents and dangerous situations. Convincing communications. Engaging leadership.
Leadership and subordination systems	The DEEP questionnaire assesses preferred leadership and subordination styles. This makes it possible to improve the effectiveness of the staffing of workforces and improve relations in the “leader-subordinate” system.

Example of the presentation of assessment results in a report.

For employees.

[Translation of table: Baseline safety competencies:
Results based on the sten scale . Description of competencies (for a high development level)
Disciplined approach; Intolerance of violations; Responsibility; Accuracy; Caution; Stress resistance; Avoidance of conflict; Strives to comply with all the norms, rules and instructions adopted at the company. Strives to prevent violations committed by other employees; Strives to comply with the obligations that he/she has assumed and adhere to a planned action plan; personally assumes responsibility in the case of failure, without laying the blame on others. Performs tasks extremely attentively and accurately, imposes high requirements on the quality of work of other people. He/she contemplates his/her actions, tries not to perform reckless actions. Retains his/her self-control, reacts calmly to unforeseen situations. Continues to be efficient even in tense and stressful situations. Does not provoke conflict in the workforce.

Services on the safety culture