208: Company Issue
Definition/Typical Issues
Were inappropriate personnel hired to perform the work? Were insufficient numbers of personnel available to perform the task?
Were personnel rewarded for undesirable behavior? Were personnel punished for desirable behavior?
Should the individual personnel performance issues have been detected prior to the incident? Were workers rewarded for improper performance?
Note 1: Consider dual coding under Supervision During Work Issue (#192).
Examples
Example 1
- The workload for the document control group recently increased by a factor of 3. However, the resources assigned to complete the task were not changed. As a result, many drawing and procedure changes were not processed in a timely manner.
Example 2
- Supervisors that increased output were typically given large raises. As a result, many supervisors bypassed safe work practices to increase production whenever they could.
Example 3
- A mechanic came to work drunk. He was having trouble walking and talking. When talking to his supervisor, he had trouble speaking and understanding the work directions he was being given. The supervisor didn't notice that he was drunk. While going to get a part from the warehouse, the mechanic fell down some steps and injured himself and another worker.
Example 4
- Six months ago, an engine mechanic was hired who could not read. The supervisor and human resources group had not detected the problem, even though this mechanic had trouble with all of his nonroutine tasks (those that required him to use a procedure).
Typical Recommendations
- Ensure that personnel meet the job requirements at the time of hiring.
- Ensure that plant staffing levels are appropriate.
- Provide supervisors with training on the detection of personal problems.
- Provide supervisors with training on detection of drug and alcohol abuse.
- Give supervisors the authority to remove workers from hazardous assignments when personal problems are detected.
- Encourage coworkers to help identify individual personnel performance problems.
- Develop rewards that are consistent with company goals and objectives.
- Ensure that metrics and other measurements for performance are consistent with facility goals and objectives.
Cross-References
| Maritime Element(s) | |
|---|---|
| Node ID | Node Name |
| 246 | Company Issue |