Culture of Safety. Improving the quality of care delivered to members and patients requires significantly increasing the reporting of actual errors and “near misses.” It is recognized that the reporting of such errors can only improve if employees are assured that punitive discipline is not seen as the appropriate choice to handle most errors. The reporting system will include the following components: » reporting of errors, with systematic, standardized analysis of errors and near misses; » communication of learning to help make needed policy and procedure changes; » confidentiality of involved employees unless prohibited by statute or law; » involvement of staff in error analysis and/or resolution; » positive reinforcement for reporting; » training and education programs that enhance skills and competency to help prevent future errors; » maintenance of the integrity of privileged information; and » ability to collect and trend data across the organization. Information regarding errors reported through this system will be handled through the Issue Resolution/Corrective Action process of this Agreement and will not be used as the basis for discipline except in rare cases when punitive discipline is indicated, such as the employee: » was under the influence of drugs or alcohol; » deliberately violated rules or regulations; » specifically intended to cause harm; or » engaged in particularly egregious negligence. Reporting through this system does not relieve the employee of the responsibility to complete an incident report when indicated by policy.
Culture of Safety. Xxxxxx Permanente’s goal is zero workplace injuries for all Xxxxxx Permanente employees, physicians and dentists. In order to be successful, a culture of safety must be created in which safety is a core business and a personal value, and prevention is more effective than injury management. The leaders of Xxxxxx Permanente and the Alliance have committed to continuing support for cultural change, the implementation of systems and alignment among all contributing Xxxxxx Permanente departments, which are necessary to reach the goal. The Principles of Partnership will be used to engage frontline staff and supervisors in implementing the remedies that will eliminate hazards that cause injuries. The parties agree to: » provide sponsorship and resources necessary for a broad and sustainable approach to workplace safety (WPS); » identify and/or develop early joint communication and planning for emergency preparedness to ensure engagement of all workers, regardless of job classification, in the event of a potential crisis, from planning to implementation; » use the People Pulse learning climate index to improve the safety culture for workers and expand it to include KP members. This index will be shared annually with labor consistent with the national process and timeline for People Pulse dissemination and action planning; and » institute joint planning to identify activities, such as direct-report rounding and huddles, that support psychological safety, worker safety, health and well- being (national, regional and local levels), similar to the WPS planning segment in the 2012 National Agreement.
Culture of Safety c. Staffing (including assignments despite objections [ADO], missed meal and/or rest periods and HC’s)
Culture of Safety. Improving the quality of care delivered to members and patients requires significantly increasing the reporting of actual errors and “near misses.” It is recognized that the reporting of such errors can only improve if employees are assured that punitive discipline is not seen as the appropriate choice to handle most errors. The reporting system will include the following components: Note: This contract is complete with the exception of the UFCW Local 3000 pension language. The table of contents, pagination, and indexing may change once the UFCW Local 3000 pension language is resolved. XXXXXXXXXXXXX.XXX | 45 » reporting of errors, with systematic, standardized analysis of errors and near misses; » communication of learning to help make needed policy and procedure changes; » confidentiality of involved employees unless prohibited by statute or law; » involvement of staff in error analysis and/or resolution; » positive reinforcement for reporting; » training and education programs that enhance skills and competency to help prevent future errors; » maintenance of the integrity of privileged information; and » ability to collect and trend data across the organization. Information regarding errors reported through this system will be handled through the Issue Resolution/Corrective Action process of this Agreement and will not be used as the basis for discipline except in rare cases when punitive discipline is indicated, such as the employee: » was under the influence of drugs or alcohol; » deliberately violated rules or regulations; » specifically intended to cause harm; or » engaged in particularly egregious negligence. Reporting through this system does not relieve the employee of the responsibility to complete an incident report when indicated by policy.
Culture of Safety. Xxxxxx Permanente’s goal is zero workplace injuries for all Xxxxxx Permanente employees, physicians and dentists. In order to be successful, a culture of safety must be created in which safety is a core business and a personal value, and prevention is more effective than injury management. The leaders of Xxxxxx Permanente and the Alliance have committed to continuing support for cultural change, the implementation of systems and alignment among all contributing Xxxxxx Permanente departments, which are necessary to reach the goal.
Culture of Safety. (a) Supplier shall adopt and implement the principles of Airline’s safety program, presently known as “Ready, SAFE, Go,” which requires that every representative of Supplier who performs Services under this Agreement must “Own Safety.” To “
Culture of Safety. Strategy The Grantee shall plan and facilitate at least three face-to-face meetings of the Steering Committee in the Washington, DC area, as well as, monthly conference calls to develop drafts of the Strategy document. The Grantee will write drafts of the Strategy based on feedback from the national EMS community, the Steering Committee, NEMSAC and the COTR. Drafts of the document will be posted to the Grantee’s web site to help facilitate national review. Once a final draft is completed, the Grantee will plan for and facilitate a two-day National Review meeting in the Washington DC area. The Grantee will support travel and logistics for the Steering Committee members and for key national organization representatives identified by the COTR.
Culture of Safety. RCYC staff and volunteers required to read and sign a code of conduct annually. • RCYC staff and volunteers trained annually to recognize and report signs of child abuse, including emotional, sexual, and physical abuse, neglect, and child endangerment. • RCYC staff are trained to recognize and report signs of bullying. • RCYC has established protocol for people to easily voice complaints or concerns. • RCYC members and their parent/guardian will are required to participate in an orientation prior to the first day of program attendance. • RCYC will have prominently displayed the BGCA-approved collateral that shares the ethics hotline, crisis text-line and safety helpline information with members, staff, volunteers and families. • Safety policies are available to parents and guardians during orientation.
