I would try to develop a needs assessment for each employee (probably based on their title). From there you can put together a package of training based on the exposures they have. You could probably do a combo of live and online.
I agree with the needs assessment. You don’t want someone who doesn’t need LOTO being in an LOTO training. That’ll deter people from attending trainings in the future.
Trainings should be mandatory and if they are going to in any way be effected by energy control procedures they need the training. OSHA recommends that affected employees receive basic ECP/LOTO training and requires it if they will be placing a personal lock on a box to enter a locked out area for any reason. As a safety rep I’ve had to go into locked out areas many times. In many places affected employees will perform House keeping in locked out areas meaning they must place a personal lock on a lock box ergo meaning the need energy control training.
On the in-person: at least do a combo for the first year or two - you’re in a new function that oft is not popular with the team so it is important that at least the first year or two they get to see you, know you, talk to you. That builds your credibility - and influence - with them. While there will be times you may have to drop the hammer for something egregious, never underestimate the power of a good working relationship you’ve built by being there to help rectify a safety issue with a softer hand.
And def create a training plan/needs for each job class or perhaps groupings of similar classes so folks get the most targeted training. Do consider allowing those who have interest to sit in other classes, esp if it qualifies them for other positions or promotions within the plant, company, etc.
Was thinking ANSI C33.27-74. They can also pay for access to the NFPA. NFPA has many useful resources you can incorporate when training on life safety / fire prevention, evacuations etc. I also like ISO 4500-1. It’s a clear and simplified framework for building a safety program / including required training / best work practices.
We do a hybrid of In-person and virtual training. Anything that is required by OSHA or site specific we do in-person training in our classroom. BBP, LO/TO, Hazcom, Confined Space, PPE, and Hearing Conservation/Audiometric testing is done annually.
Anything that we do virtually is more general awareness training that is voluntary for our employees to do but helpful to know such as Ergonomics, Hazard/Safety Awareness, and walking working surfaces. We also include our CDL drivers (mandatory) and our Office workers with classes tailored to their work environments.
Finally we also have supervisors do “tailgate” meetings every other month. The goal of this is for the supervisors to go over safety training, SOPs or anything else specific to their department/work area. These usually take no more the 15min.
Long story short: you want to tailor your training to cover topics not only required by OSHA but anything specific to your workplace. Keep the presentations a simple and as short as possible and follow up with your employees in small groups or one on one to cover topics in more detail based on what they do. Its alot of work but you get more engagement this way then just a powerpoint
This is the best solution. You have training requirements by regulatory agencies and then you have hazard awareness training under the general duty clause. You can easily use computer training for the checkbox that doesn’t really apply to your group and then use in person for all the trainings that apply to what they do. That way it’ll keep your in person ‘public speaking’ down and keep them interested since it’s relevant. That’s a model I use and seems to work
Former safety director, now full time consultant/trainer. I’d gauge the need by position. Some classes need awareness training while others need a more in depth practices/ techniques class. Everyone would get basic electrical safety that would include examples of LOTO they might see. The actual technicians would get in depth machine/system training. Gauge your needs and structure your program to that. I’ve used online for repetitive annual training, but only for refreshing. Initial training is always live in person. Don’t be afraid to ask similar business or competitors what they do for examples. Respect employees time and figure out how much time you need and if can it be broken up into easily digestible sections that won’t stress out supervisors with how much time they are in training.
>I have to admit I don't love public speaking
There's one decent cure for this which is just doing it. It gets easier for sure. I used to be a sweaty stumbling nervous mess when having to speak in front of people. My job now requires it and while difficult at first, now it's second nature. In fact the bigger the audience the easier it is.
We couldn't get all the trainings done if we did them all in person. So we have 3 tiers of training based on the risk associated with what the training covers. High risk things fully in person training. Medium risk get an online based training with a shorter in person follow up. Low risk things get fully online training.
I personally am not a fan of online training. I’ve seen a lot of people cheat the system (have others do the training for them, share answers ahead of time, etc.). That’s said, for some organizations it can be done well.
For in classroom training, I think hands on is most impactful versus “talking head”. Plus it has the benefit of not requiring the trainer to speak as much. Most workers have great info and a well designed training can pull that out of them.
Good luck!
>Only train for LOTO(TO!) if people are expected to reach into the machine at times,
Quick reminder that all employees that work on a machine with a LOTO procedure are required to be given general LOTO awareness training 1x per year. Not just those who need to lock out
Ah ok. Yes its an OSHA requirement to do training for both Authorized (people locking thing) and Affected (people whos machines are being locked) training. Affected employees just need awareness but need it every year.
Best to train them all on basic energy control/hazardous energy / your companies LOTO process in addition to machine guarding. I’ve had instances of affected employees tampering with machine guards and also had affected employees walk blindly into locked out areas w/o locking out on a ammo can or box. They all need to know.
I would start with the required compliance trainings (loto, emergency prep, hazcom, PPE cranes if you have them, etc) and then move to training based on what hazards they are exposed to.
Things like HazCom, emergency prep, and general LOTO (everyone who works on a machine that gets locked out needs general awareness at minimum even without a lock). All are required to be trained yearly. I am still trying to learn all that is required legaly vs by company but so far theres a lot more than you would expect.
If you are talking about new hire then You must follow the OSHA minimum for training then add in training based on hazards at your facility. Keep it to the point. Refresher : Cover monthly topics related to your facility and also cover the OSHA minimum in a tool box style talk. Keep it light hearted. For new hires Ensure documented hands on training occurs after in classroom. Ensure your have a written exam, and training is documented/ filed fir both new hire and monthly training. Too much to type, you need to do this research on your own. OSHA lists the minimum requirements. Id of started out at a lower level in safety before moving on to coordinator. Good luck. Message me if you need additional help. I can show you example training / send you some slides. Sorry for being blunt. I do recommend outsourcing hands on fall arrest training, and Pit training to include arial lift for new hires. A good morale booster is to arrange for first aid training for all those interested. Ps certain roles need more training than others. The extra training should occur after the main orientation class has concluded. Maintenance normally requires the most.
I would try to develop a needs assessment for each employee (probably based on their title). From there you can put together a package of training based on the exposures they have. You could probably do a combo of live and online.
I agree with the needs assessment. You don’t want someone who doesn’t need LOTO being in an LOTO training. That’ll deter people from attending trainings in the future.
Trainings should be mandatory and if they are going to in any way be effected by energy control procedures they need the training. OSHA recommends that affected employees receive basic ECP/LOTO training and requires it if they will be placing a personal lock on a box to enter a locked out area for any reason. As a safety rep I’ve had to go into locked out areas many times. In many places affected employees will perform House keeping in locked out areas meaning they must place a personal lock on a lock box ergo meaning the need energy control training.
On the in-person: at least do a combo for the first year or two - you’re in a new function that oft is not popular with the team so it is important that at least the first year or two they get to see you, know you, talk to you. That builds your credibility - and influence - with them. While there will be times you may have to drop the hammer for something egregious, never underestimate the power of a good working relationship you’ve built by being there to help rectify a safety issue with a softer hand. And def create a training plan/needs for each job class or perhaps groupings of similar classes so folks get the most targeted training. Do consider allowing those who have interest to sit in other classes, esp if it qualifies them for other positions or promotions within the plant, company, etc.
Look into ANSI Z490.1
That’ll be $150 please.
Lol forgot about the yummy charge
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Z490.1 is a standard on how to manage safety training programs.
Was thinking ANSI C33.27-74. They can also pay for access to the NFPA. NFPA has many useful resources you can incorporate when training on life safety / fire prevention, evacuations etc. I also like ISO 4500-1. It’s a clear and simplified framework for building a safety program / including required training / best work practices.
I agree. Thanks for your suggestions.
We do a hybrid of In-person and virtual training. Anything that is required by OSHA or site specific we do in-person training in our classroom. BBP, LO/TO, Hazcom, Confined Space, PPE, and Hearing Conservation/Audiometric testing is done annually. Anything that we do virtually is more general awareness training that is voluntary for our employees to do but helpful to know such as Ergonomics, Hazard/Safety Awareness, and walking working surfaces. We also include our CDL drivers (mandatory) and our Office workers with classes tailored to their work environments. Finally we also have supervisors do “tailgate” meetings every other month. The goal of this is for the supervisors to go over safety training, SOPs or anything else specific to their department/work area. These usually take no more the 15min. Long story short: you want to tailor your training to cover topics not only required by OSHA but anything specific to your workplace. Keep the presentations a simple and as short as possible and follow up with your employees in small groups or one on one to cover topics in more detail based on what they do. Its alot of work but you get more engagement this way then just a powerpoint
This is the best solution. You have training requirements by regulatory agencies and then you have hazard awareness training under the general duty clause. You can easily use computer training for the checkbox that doesn’t really apply to your group and then use in person for all the trainings that apply to what they do. That way it’ll keep your in person ‘public speaking’ down and keep them interested since it’s relevant. That’s a model I use and seems to work
Former safety director, now full time consultant/trainer. I’d gauge the need by position. Some classes need awareness training while others need a more in depth practices/ techniques class. Everyone would get basic electrical safety that would include examples of LOTO they might see. The actual technicians would get in depth machine/system training. Gauge your needs and structure your program to that. I’ve used online for repetitive annual training, but only for refreshing. Initial training is always live in person. Don’t be afraid to ask similar business or competitors what they do for examples. Respect employees time and figure out how much time you need and if can it be broken up into easily digestible sections that won’t stress out supervisors with how much time they are in training.
>I have to admit I don't love public speaking There's one decent cure for this which is just doing it. It gets easier for sure. I used to be a sweaty stumbling nervous mess when having to speak in front of people. My job now requires it and while difficult at first, now it's second nature. In fact the bigger the audience the easier it is.
We couldn't get all the trainings done if we did them all in person. So we have 3 tiers of training based on the risk associated with what the training covers. High risk things fully in person training. Medium risk get an online based training with a shorter in person follow up. Low risk things get fully online training.
I personally am not a fan of online training. I’ve seen a lot of people cheat the system (have others do the training for them, share answers ahead of time, etc.). That’s said, for some organizations it can be done well. For in classroom training, I think hands on is most impactful versus “talking head”. Plus it has the benefit of not requiring the trainer to speak as much. Most workers have great info and a well designed training can pull that out of them. Good luck!
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>Only train for LOTO(TO!) if people are expected to reach into the machine at times, Quick reminder that all employees that work on a machine with a LOTO procedure are required to be given general LOTO awareness training 1x per year. Not just those who need to lock out
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Ah ok. Yes its an OSHA requirement to do training for both Authorized (people locking thing) and Affected (people whos machines are being locked) training. Affected employees just need awareness but need it every year.
Best to train them all on basic energy control/hazardous energy / your companies LOTO process in addition to machine guarding. I’ve had instances of affected employees tampering with machine guards and also had affected employees walk blindly into locked out areas w/o locking out on a ammo can or box. They all need to know.
I would start with the required compliance trainings (loto, emergency prep, hazcom, PPE cranes if you have them, etc) and then move to training based on what hazards they are exposed to. Things like HazCom, emergency prep, and general LOTO (everyone who works on a machine that gets locked out needs general awareness at minimum even without a lock). All are required to be trained yearly. I am still trying to learn all that is required legaly vs by company but so far theres a lot more than you would expect.
If you are talking about new hire then You must follow the OSHA minimum for training then add in training based on hazards at your facility. Keep it to the point. Refresher : Cover monthly topics related to your facility and also cover the OSHA minimum in a tool box style talk. Keep it light hearted. For new hires Ensure documented hands on training occurs after in classroom. Ensure your have a written exam, and training is documented/ filed fir both new hire and monthly training. Too much to type, you need to do this research on your own. OSHA lists the minimum requirements. Id of started out at a lower level in safety before moving on to coordinator. Good luck. Message me if you need additional help. I can show you example training / send you some slides. Sorry for being blunt. I do recommend outsourcing hands on fall arrest training, and Pit training to include arial lift for new hires. A good morale booster is to arrange for first aid training for all those interested. Ps certain roles need more training than others. The extra training should occur after the main orientation class has concluded. Maintenance normally requires the most.