Managing Health and Safety Risk within the Workplace
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Psychometric testing is used to assess new recruits' safety risk and training potential. Tests measure cognitive ability, personality traits like conscientiousness, and other factors related to safety. A case study found recruits identified as higher safety risks by a Health and Safety Indicator test had 6 times more performance issues and accidents within the first year. The company saw a 10% reduction in injuries and $130,000 savings in workers compensation after using the assessments to manage apprentice risk and training. Three years later, a validation study found 75% of safety accidents occurred within 5 months, confirming the value of early risk screening for new hires.
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Managing Health and Safety Risk within the Workplace
- 1. Excellence in Business. Excellence in People. Assessing Safety Risk and Training Potential Amongst New Recruits Ben Hainsworth Managing Psychologist
- 2. Overview Why use psychometric assessment? Health and Safety Indicator – Overview Case Study: HVTC
- 3. Why Use Psychometric Testing? 0.02 0.10 0.10 0.18 0.18 0.26 0.35 0.37 0.40 0.48 0.51 0.51 0.54 0.63 0.65 Graphology Years of Education Interests Years of Job Experience Unstructured Interviews References Biodata Assessment Centres Personality Questionnaires Job Knowledge Test Structured Interviews Ability Tests Work Sample Tests Ability Tests and Structured Interview Ability Tests and Personality Questionnaires Correlation with Job Performance
- 4. Why Use Psychometric Testing? Safety Research… 20% staff are responsible for 80% of workplace accidents
- 5. Why Use Psychometric Testing? i. Demographics: (a) Injured workers per 1000 people who worked sometime in the 12 months to June 2006 Source: Work-Related Injuries, Australia, 2005-06 (ABS cat No. 6324.0).
- 6. Why Use Psychometric Testing? ii. Cognitive Ability as a function of Safety Risk: Higher cognitive ability is correlated with: • ↓ Accidents (Blasco, 1994; Carty et.al, 1999) • ↓ Lower mortality rates (Hemmingsson et.al 2006) • ↓ Fewer deliberate safety violations (Carty et al, 1999)
- 7. Why Use Psychometric Testing? iii. Personality & Safety • High levels of conscientiousness, agreeableness and low neuroticism are reliably associated with fewer workplace accidents • High Safety Aware people, are 7x less likely to have an accident at work (Testgrid, 2010)
- 8. Why Use Psychometric Testing? iv. Costs: • Workplace injury in 08/09’ cost the Australian economy $56 Billion • Costs to organisations: • High Risk’ vs ‘Low Risk’ employees… • x6 more paid leave • Averaged $1,643.00 per person in work cover payments • 63% of ‘High Risk’ employees filed a compensation claim • Costs to the individual, family, community…
- 9. Why Use Psychometric Testing? v. Legislation: • Coal Industry Act 2001, Order No. 41 • Psychometric testing is scientific, objective and defensible
- 10. When Should Pre-Employment Testing be Conducted? 5. Preferred Candidates undertake Pre-employment Medical Assessments - Medical History, Spirometry, Urinalysis etc. 1. Job Advertised 2. Receipt and Screening of Job Applications 4. Interview of the ‘Short List’ - Structured Behavioural Interview 6. Results to help drive L&D programs - Candidate Feedback - Customise individual and team development programs 3. ‘Long List’ undertake Pre-Employment Assessments: - Psychometric Testing & Assessment Centres
- 11. Health and Safety Indicator (HSI) • International reputation • Cognitive Ability • Personality • 3 Reports • Profile • Professional • Feedback Report • Online administration
- 12. Health and Safety Indicator (HSI) HSI Scale Subcomponent Definition Ability Understanding Instructions & Safety Related Information Ability to read English, both written and in tables Checking & Attention to Detail Ability to be careful, fast and accurate when checking information Understanding the Safety Environment Non verbal test of problem solving and learning potential Personality Safety Motivation Preference for behaving safely and avoiding risk. Safety Diligence Conscientiousness Adherence to Rules Preference for following rules Openness to Guidance Willingness to participate in training Safety Confidence Self confidence Safety Composure Resilience & stress management
- 13. Sample Question – Understanding Instructions
- 14. Sample Question – Checking & Attention to Detail
- 15. Sample Question – Understanding the Safety Environment
- 19. Health and Safety Indicator (HSI) Profile
- 20. • Hunter Valley Training Company: • 34 years old • 1200 apprentices • Competitive GTO market – NSW/QLD • Innovate and respond to client demand • Improve completion rates • Changes to WHS Laws 2012 • Modified recruitment process – focus on assessment and management of mental health risk factors Case Study – Hunter Valley Training Company
- 21. Case Study – Hunter Valley Training Company Candidate HSI Safety Score Literacy Checking Problem Solving Motivation Diligence Rule Follow Open to Guidance Confidence Composure David 9 10 8 9 8 8 7 7 6 8 Hamish 8 8 7 8 7 6 8 9 7 8 Sam 7 8 7 7 6 5 9 9 6 6 Peter 4 5 6 4 6 5 6 6 4 4 Kelly 3 5 4 3 6 7 8 6 5 3 Michael 3 4 5 4 6 5 5 4 6 4 HSI Order of Merit
- 22. Best Practice Recruitment Decisions Case Study – Hunter Valley Training Company Candidate Safety Score (1-10) Medical Functional Assessment Interview Score (1-10) Assessment Centre (1-10) Reference Checks (1-10) David 9 7 7 8 Hamish 8 8 7 8 Sam 8 7 8 6 Divesh 6 6 6 5 Peter 4 6 6 4 Kelly 3 5 6 3 Michael 3 4 4 4
- 23. Sandvik Case Study • Multiple LTI’s, MTI’s • Assessed post placement • Stakeholder meeting • HSI Staff Management Report • Implemented Strategies • Results: Compliance, Performance “HVTC & OPRA demonstrated a simple yet effective management plan underpinned by innovative psychometric assessment results and subsequent consultation. The result has been a clear improvement in safety performance and compliance” Case Study – Manage the Risk
- 24. Case Study – The Pilot Program Results Pilot Program • 89 Apprentices • Completed HSI • 3 Groups • % Suspensions • Critical Score 0.0% 3.5% 13.0% 0% 2% 4% 6% 8% 10% 12% 14% Low Risk (n = 20) Moderate Risk (n = 41) High Risk (n = 28) Percentage(%)ofPerformance Issues
- 25. ATS Integration
- 26. Case Study – The Pilot Program Results Within the first 12 months: • Workers compensation - $130,000 & reduction in premium • Reducing apprentice management costs • LTIFR – 10% reduction • Assessment of mental health indicators • Performance & talent management • Consistent recruitment process – all field staff receive training in psychometric testing
- 27. Three 3 Years Later • Inherently difficult to measure safety • Conducted 2 Validation Studies in this period • Identified that 75% of Safety Accidents occur within 2 - 8 months • 5 months presents as a Critical Period of Safety Risk
- 28. Three 3 Years Later Relationship between HSI Assessment and Severity of Safety Accidents
- 29. Impact on Claims $- $20,000.00 $40,000.00 $60,000.00 $80,000.00 $100,000.00 $120,000.00 $140,000.00 2011/12 2012/13 2014/15 Workers Compensation Claims Costs Claims Costs
- 30. Key Learnings • Robust Assessment of Physical and Psychological Risk Factors • Psychological: Literacy, Abstract, Conscientiousness & Resilience • Invested in Workforce Training • Matching Apprentices with Host Employers – ‘Openness to Guidance’ • Frequency and timing of monitoring visits and safety audits and inspections • Alignment of Human Capital solutions – ATS • Commitment from Stakeholders to conduct Validation Studies / Reviews • Continuous improvement
- 31. Example Reports – HVTC Results