risk LOCII

1. riskLOCII

2. Workplace Productivity Management Systematically Driving Workforce Performance…

3. Everyone talks about Productivity Improvement… How can we maximise Human Performance ?

4. riskLOCII- The riskLOCII (pronounced risk – low - ky) Workplace Productivity Management System allows workplace managers to take control of the risk factors for employee activity, with the aim of: Maximising Human Productivity

5. riskLOCII -is a major development of the nearZERO system nearZERO onlyaddresses physical injury prevention It is still a very good place for a business to start as it’s cost effective, productivity producing and good management practice for an expanded system

6. riskLOCII expandsnearZERO andenables quantification of risk variables and work capacity across eight: Human Performance Dimensions And, the development of a: Comprehensive Management Approach

7. The Human Performance Dimensions (HPDs) are:

8. Each HPD has a number of Aspects An online planning tool the SkillWise Wheel™ is used to examine each HPD, and its Aspects, to design and enact a system for any workplace

10. An expanded Aspect…

11. riskLOCII processes produce a system that: • Incorporates and co-ordinates existing workplace programs • Focuses directly on individual’s workplace capacity • Matches abilityto the inherent requirements of tasks • Facilitates ongoing capacity development

12. In a successful riskLOCIIsystem three key roles are well defined, and well performed! Roles to be played: The riskLOCIIWorkplace Manager The riskLOCIIProject Consultant riskLOCIITechnical Advisors – HPD specialists

13. In ariskLOCIIsystem all Jobs: 1. Have been assessed for risks to a worker’s productive capacity (Workplace Demand Assessment – WDA) 2. A Worker Capacity Assessment (WCA) is designed 3. Job demand is matched to individual work capacity

14. Using theriskLOCIICapacityPoints system workers are assigned an overall Capacity Rating for their job: • Capacity Exceeds Requirement - CER •   Capacity Meets Requirement - CMR •   Capacity Development Required - CDR •   Capacity Intervention Required - CIR •   Capacity But Conditional - CBC

15. Workers will have: • A Capacity Assessment Profile describing their capabilities • Evidenced based benchmarks for discussion and action • Personal targets to improve their workplace performance

16. Targeted Interventions: Three types of capacity improving interventions are delivered: • Global: identifiedneeds for a whole section of workers • Sub Group: small groups of workers with common needs • Individual:theneeds are specifically known and unique

17. For Effective Management: • The employer’s information system manages the data • The Capacity Assessment Profile is discussed with workers • Workers receive targeted assistance to improve their rating • Managers can quantify and report on job and workforce risk

18. Management Actions: Four distinct management actions have been installed. 1. Full documentation is in place 2. Policy and Procedure is recognised 3. Register of Action is maintained 4. Regular review processes proceed* * National and International Standards referenced where applicable

19. Maintaining the System: Management processes are by this time normalised

20. Outcomes What can be expected from this process?

21. The Business: Has evidenced based opportunity for Building Productive Capacity of their Workers Building Profit from Increased Human Performance And saves • Down time Retraining time Recruitment time • Management time Premiums (if the system allows)

22. In Summary: The Employer has Taken Controlto produce cost effective and active management of workers workplace performance. Bottom Line: Productivity and Profitability Improved