TWI JOB SAFETY. TWI JS
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Impact
Safe workplace: eliminate and manage safety hazards in the work environment, and minimise risky behaviours of your people
Safe people: dramatically reduce safety incidents and injuries by ensuring everyone knows and diligently applies the safest methods
Safety culture: raise awareness of safety hazards on all jobs and use TWI JS habits to build a culture of continuous safety improvement
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How it works
Safe methods: TWI JS provides a structured method of analysing the way each job is done, so safety hazards can be reliably identified, eliminated and mitigated.
Safe skills: by deliberately building safety skills into on-the-job instruction, every person knows and is able to apply the best, safest method of doing each job
Safe behaviour: safety is built into the daily operations routines of supervisors and their teams and safety attitudes and behaviours are consistently reinforced through observation and coaching
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Core elements
TWI JS 4-Step Method: an improvement pattern to identify hazards and develop effective countermeasures
Ten Hazard Spots: an observation technique that uncovers every hazard on every job, person and potential contact that may lead to safety incidents
Chain of Causation: a pattern of analysing and predicting how hazards combine to become causes of safety incidents, in order to prevent future incidents
Four Rules: a hierarchy of countermeasure categories that guides supervisors to developing the most effective way of handling a hazard
Why TWI Job Safety?
Systematic prevention
In TWI Job Safety we say ‘The meaning of safety is to spot and handle hazards before an incident occurs.’ A clean safety record is not achieved by accident, it is the result of the vigilance and daily efforts of our supervisors. To be effective in this task, supervisors first need to be able to accurately and quickly detect all hazards in their workplace and their people. You cannot even start to deal with a hazard unless you recognise its existence.
Many supervisors depend on general experience to indicate where hazards exist - an incident happened in a particular way in the past and they try prevent its recurrence. Corrective action after a safety incident is an important part of an effective safety system.
But preventing recurrence - whilst certainly important - is not enough: it implies that hazards will slip through the net undetected and put our people at risk of harm. A hazard missed is a hidden menace.
TWI Job Safety provides a systematic pattern that enables our supervisors to reliably detect hazards and develop and implement effective countermeasures before safety incidents occur. Like all Training within Industry skills TWI JS is developed through frequent application and practice and coaching. This way managers and supervisors quickly ‘learn to see’ and anticipate the causes of future safety incidents and take swift, appropriate action.
Effective countermeasures
Once a supervisor becomes aware of a hazard, it is essential to take swift, effective preventive action. Any delay or an inappropriate or ineffective countermeasure may put the person at risk. The TWI JS 4-Step Method provides clear guidance on how to identify the nature of the safety hazard - method, skill or attitudes and behaviours - and to apply an appropriate countermeasure to address the hazard before it gets a chance to cause a safety incident or injury.
Safety happens when methods, skills and attitudes - in short, the way our people do their work - improve. Supervisors skilled in improving methods, instructing people on the job and leading and motivating them to follow standard work and remain vigilant will find it easier to improving Job Safety. If our current method does not keep the person reliably safe, it must be improved. If a safe method exists, but the person does not know this method, then developing knowledge and skill must be developed. If the person knows how to apply the correct standard work but chooses not to apply it, then attitude and behaviour must be improved.
Therefore, in TWI Job Safety we say that the TWI J-skills of TWI Job Methods, TWI Job Instruction and TWI Job Relations provide effective ‘solution courses’ to handle safety hazards. They become the ‘tip of the spear’ in supervisors’ efforts to improve safety in their department.
Safety built-in
TWI Job Safety emphasises the power of building safety into the environment and methods applied in doing the work. One of the five responsibilities of supervisors for safety TWI JS identifies to to ‘Make all jobs safe’: it is the supervisor’s job to understand every safety hazard on every job. She then applies ‘Four Rules for Breaking the Chain of Causation’ to handle every hazard before it leads to an incident or injury.
One of the most effective ways of making all jobs safe is to apply TWI Job Methods, which yields many ways to ‘Eliminate the Hazard’ (Rule 1) and ‘Safeguard the job’ (Rule 2). TWI Job Safety reinforces the power of TWI JM through the Ten Hazard Spot, which are applied to draw the supervisor’s attention to safety-related aspects of the job that need to be questioned and improved. This systematic treatment of every detail of every job ensures that safety is systematically built-into all job methods used in the department and both the workplace and its people are made safe.
Once the new method has been developed and tested, TWI Job Relations is used to prepare the people in the department and carefully guide them through the required changes. TWI Job Instruction is used to develop the needed knowledge and skill and to build the new habits that will make the changes stick and ensure the maximum effect of the TWI JS countermeasures for every hazard. By using the TWI J programs together, supervisors are able to make quick, sustainable changes that dramatically improve safety in their department.
TWI Job Safety…
is not the absence of accidents,
but the presence of capability to manage hazards in variable conditions.
Three tools of TWI Job Safety
TWI JI is a foundational leadership skill that enables supervisors to quickly stabilise and raise their team’s performance by standardising work methods. It consists of three core elements: the TWI Job Instruction Breakdown, the TWI JI 4-Step Method, and the TWI Training Timetable.
TWI JI Breakdown
Good job-skills training requires careful preparation.
Before delivering a training session, the supervisor effectively thinks through exactly what she will say, how she will say it and when she will say it as she demonstrates the job to the team-member.
This lesson plan is written down on a Job Instruction Breakdown sheet, which has three columns: Important Steps, Key Points and Reasons for the Key Points.
Perhaps the most critical aspect of TWI Job Instruction are the Key Points, which capture precisely how to execute a job safely, correctly and efficiently. By following the Key Points conscientiously, a person is able to do the job successfully every time.
TWI JI 4-Step Method
Once the supervisor has captured the best way of doing a job on the JI Breakdown sheet, it needs to be delivered in a structured, reliable way. This is where the 4-Step Method comes in. It specifies the exact structure of a successful job-skills training session, step-by-step.
In Step 1, the supervisors ensures the person is ready to learn.
In Step 2, she demonstrates the job whilst saying the Important Steps, Key Points and Reasons.
In Step 3 she verifies the learner fully understands and is able to do the job correctly.
In Step 4, the person gradually builds muscle memory and independence in doing the job, whilst being coached by the supervisor.
TWI Training Timetable
Training must be done by plan, not by accident. Successful supervisors systematically identify current training needs and anticipate future training needs that need to be handled pro-actively, before they become urgent or impact performance. The TWI JI Training Timetable develops a supervisor’s habit of identifying and closing gaps in her team’s skills proactively.
By regularly reviewing and updating the training timetable, supervisors reliably pinpoint current skills gaps in capacity and multi-skilling as well as safety, quality and productivity. They also look at upcoming changes in their team, changes in processes and methods and changes in demand to be prepared ahead of time. Once the skills gaps are identified, the visual TWI Training Timetable makes training scheduling and follow-up easy and quick.
Safety incidents are caused.
As supervisors we must study the causes so we can understand how to prevent future incidents and injuries by breaking the Chain of Causation.
TWI JI 4-Step Method
Good instruction technique is a skill that can be easily acquired by repeating a time-proven pattern. The TWI Job Instruction 4-Step Method enables supervisors to deliver job-skills training of a consistently high standard and impact. By using it, supervisors ensure trainees quickly learn how to perform a new job.
STEP 1 - Prepare the Person
If the person is not ready to learn, job-skills training cannot be successful. The supervisor therefore needs to make sure the team-member is well prepared and ready.
Getting trainees ready involves creating a relaxed and trusting atmosphere and building their own confidence in their ability to learn the new job.
The trainer also creates curiosity in the trainee and an interest in learning the job and verifies the trainee can see and hear the instruction before proceeding with Step 2.
STEP 2 - Demonstrate the job
The supervisor demonstrates the method three times whilst the trainee observes carefully how the job is performed. Through the three rounds of demonstration the supervisors slowly builds up the trainee’s understanding of the Important Steps, Key Points and Reasons for the Key Points - one bit of information at a time.
The repetition and gradual build-up ensures the trainee is not overwhelmed by too much information at a time and truly absorbs the critical details of the operation.
STEP 3 - Try out performance
The trainee performs the task four times, as she gradually builds up skill in performing the task. The supervisor observes carefully and provides encouragement and coaching to ensure the task is performed correctly right from the start.
After an initial go at performing the task, the trainee teaches back the Important Steps, Key Points and Reasons for Key Points as she performs the task three more times, whilst the supervisor confirms that every details is fully understood.
STEP 4 - Follow up
The trainee is put on the job with coaching and supervision. This exposes the trainee to additional real-life challenges related to the job she might not have experienced during the more structured Steps 2 & 3.
With practice and feedback, the trainee develops fluency in performing the job and confidence in working independently. The supervisor gradually reduces the support and coaching as the team-member’s performance and confidence develops. When the performance has been reached, the supervisors formally signs off the team-member and closes the training.
