Rewards and Incentives
Do they work?
What Is A Reward?
Something of value given in return for
action/behavior/outcome
What Is An Incentive?
Something of value given in anticipation
of desired action/behavior/outcome
Is There a Place for These in
Safety?
 They
both have a role in a
comprehensive safety program.
 If used in the right manner they can
encourage participation.
PROS
 Reward
desired
outcomes
 Encourage active
involvement
CONS
 Can
encourage
non-reporting of
injuries
 People can
“game” the
system
Example
 Reward


Go through year without injury and you get
_______________ (gift/money/day off)
What did you just reward?
Another Example
 Reward


The department with the best safety record
(incident rate) for the year will get
_________ (meal, trophy, day off, etc)
What did you just reward
Question

Is it better to:
Reward people not to do something

Or:
Reward people to do something
Example
 Incentive


Complete a safety walk down of each area
during the quarter and you’ll get ________
What did you just reward?
Experience
Avon Lake Power Plant
Experience
Avon Lake Power Plant





First Energy
CEI
Orion Power
Reliant Energy
RRI Energy
Safety Incentive Program
The safety incentive until 2006:



For each quarter you did not get hurt you
received $10.00
This came as a gift card to one of four
chains (Best Buy, Wal Mart, Home Depot,
Giant Eagle)
You could roll it from quarter to quarter
and cash in all 4 at the end of the year
Safety Incentive Program
In 2007 we started changing the criteria





The amount was raised to $100.00
Not getting injured was 40%
Wearing all your PPE was 40%
Housekeeping was 10%
Training was 10%
Safety Incentive Program
In 2008 we changed the criteria some
more




The amount stayed at $100.00
Not getting injured was 20%
Wearing all your PPE was 30%
Quarterly audits were 50%
Safety Incentive Program
In 2009 the criteria is:




The amount stayed at $100.00
Completion of safety training is 25%
Wearing all your PPE is 25%
Quarterly audits are 50%
Safety Incentive Program
In 2010 the criteria will be:



The amount will stay at $100.00
Quarterly audits are 50%
The other 50% - still working on it
Additional Incentive
In 2009 the plant implemented a “Pay for
Performance” program

Each hourly employee can receive up to
2% of annual pay. Based on:
•
•
•
•
•
Safety/environmental
Job knowledge
Attendance
Productivity
Teamwork/leadership
Additional Rewards
Movie Tickets


Each month a safety quiz is published that
covers material from the previous month’s
safety training.
All correct quizzes (100%) are entered in a
drawing – four winners get four movie
tickets each.
Additional Rewards
Lake Erie Crusher tickets are given out
from time to time
Additional Rewards
Trinkets


Shirts and/or jackets are given out when
we reach safety milestones
Meals are provided for exemplary
performance
Additional Rewards
Power Bucks
Employees can nominate other
employees for Power Bucks. These are
for actions that demonstrate company
values: safety, integrity,
communication, etc.
Does It Work?
itself – who knows?
 As part of an overall safety culture - yes
 By
Issues?
 Some
of the program parts are
voluntary
 OSHA does not like programs that
would encourage non-reporting
 There is some administrative workload
Questions/Discussion