Improving Bus Transit Safety Through Rewards and Discipline (2012) / Chapter Skim
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Pages 7-25
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From page 7... ...
Figure 2 indicates that the responding transit agencies all operated fixed route bus service, most also provided paratransit services, and several operated heavy rail, light rail, commuter rail, and/or bus rapid transit. Figure 3 provides a summary of the types of areas served by the respondents.
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All survey respondents indicated that their transit system had a mission statement (Figure 4)
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All survey respondents indicated that their agency has a written SSPP or similar document (Figure 6)
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FIGURE 5 Mention of safety in mission statement.
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12 TABlE 3 USE OF ThEIR MISSION STATEMENT FIGURE 6 System safety program plans.
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Figure 7 reveals that 50% of survey respondents included organized labor unions in the application of organizational safety programs or processes. Additionally, most of the respondents who indicated that organized labor unions are involved in the application of the agency's safety programs/process noted their involvement through regular participation in monthly or quarterly safety committees meetings.
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As anticipated, 100% of survey respondents indicated that safety was addressed in orientation. Respondents further described the importance of safety in their organization, stating that it is the first topic emphasized in new bus operator orientation.
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Figure 9 illustrates that more than 88% of respondents have a hazard identification process. The following provide some of the varied approaches used to the hazard identification process: • Safety committee responsibility • Procedures detailed in operator manual • Preventable accident committee • Monthly job site inspections • Reporting process • Multiple reporting options: radio, phone, forms -- all requiring a written response • Signage and tagging • Severity of hazard categorized and prioritized • Use of a hazard identification and mitigation matrix to prioritize the identified hazards • Use of Material Safety Data Sheets (MSDS)
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employee discipline practices for Safety-related incidents Survey respondents were asked to describe in detail how their organization handles disciplinary actions and related followups, including the appeal process, for bus operators involved in accidents and other safety infractions or incidents. The most common method of disciplinary action prescribed progressive steps of verbal warning, written warning, suspension, then termination.
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• Bus operators can be discharged for safety-related accidents or incidents, which are governed under different types of progressive disciplinary action procedures. • If an operator is charged with having four accidents in a 12-month period, or is involved in a pedestrian accident, whether fatal or not fatal, he or she could be terminated.
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The following bulleted list summarizes how transit agencies reported they typically handle customer safety complaints. • log Complaints – Complaint cards – Customer information tracking systems – Website input • Investigation of Complaints – On-board cameras – Interviews (passenger, others, operator)
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however, the main goal of any employee safety incentive program is to increase employee awareness of safety issues and encourage additional attention to safe behaviors, rather than focus on the incentives or rewards. organization reward practices for Safety Survey respondents were asked if their agencies offered individual or group incentives and rewards programs designed to improve safety performance.
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20 • In the lost Time Program, the department qualifies (100 days, 200 days, 300 days, or 365 days per fiscal year) by not having any on-duty injuries resulting in days off on workman's compensation.
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Figure 15 reveals that close to 64% of survey respondents involved bus operators in their incentive and rewards proFIGURE 16 Organized labor involvement in program development. FIGURE 15 Bus operator involvement in program development.
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effectiveness of Safety incentive and rewards programs Survey respondents were asked if their organization possessed any data that would indicate the effectiveness of their incentive and reward programs or their impacts on agency safety performance. As shown in Figure 18, only 37.5% of respondents indicated that their agency had data to document the effectiveness of their agency's safety-related incentive and reward programs.
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The questions were: • Does your organization experience a high turnover of your bus operators? FIGURE 19 Bus operator turnover rate.
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The challenge is to simplify information without "dumbing it down" or showing a lack of respect to the employee. Figure 21 indicates that 76% of the respondents stated their agencies had employee wellness programs that addressed issues affecting bus operator performance.
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• The dissemination of the agency mission statement within the agency varied widely. • All survey respondents indicated their systems had system safety plans.
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• Almost all survey respondents stated they have hazard identification programs. • Agencies have systematic approaches to managing customer-related safety complaints.
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