Aligning the workplace safety and health values of Decmil and the personal values of its workforce.

RECRUITMENT, INDUCTION & ORIENTATION

The desired personal commitment to SHIELD starts at recruitment and selection with the Human Resources Department short-listing candidates that demonstrate the safety and health values we expect.  Information on the SHIELD Program is also published on the Decmil website which emphasises Decmil’s expectations and values for workplace safety and health.

Decmil’s Induction and Orientation Program includes an introduction to the SHIELD Program and requests a personal commitment by individual’s to their safety and the safety of their work mates through completion of a ‘Personal Safety Plan’.  Recognition of ‘what matters most’ at a personal level for every Decmil New Starter is carried as a photo inserted at the back of their SHIELD Personal Commitment card.

PRE-MOBILISATION & PROJECT EXECUTION

Direct conversations with individuals throughout the business will be held regularly as to their approach to safety and to ensure ‘what matters most’ is foremost in their mind whilst at work. This discussion is initiated through meeting agendas, behaviour based observations, workplace inspections and safety scorecard audits.

SHIELD cultural alignment for new projects, facilitated by the relevant Operations Manager, will commence pre-mobilisation. These sessions allow project leadership, with corporate support, to lay a solid foundation for a safe project. Through an integrated workshop all aspects are covered to ensure safety is present across quality, HR/IR, design and engineering as well as budget and schedule. This approach is again reviewed at scheduled realignment workshops mid-way and at the end of the project and may also be held if there has been a change of Project Manager or key leadership personnel or if there is a significant deviation from achieving project targets. 

The final step in the SHIELD cultural alignment process is the ‘Opportunities for Improvement’ workshop which is held at the completion of a project and feeds into overall continuous improvement for the business as information captured is used at the commencement of new projects.

Every six months each project conducts SHIELD Refocus sessions that encourage all team members to take time out from the construction schedule to hold an open and honest discussion with Project Management and Corporate Management on safety and health issues. Projects with less than 50 people complete these sessions as a single group, but with workforces over this number ‘Stop Work’ field interactions are held with individual work crews.