2021 STEP
STEP SAFETY MANAGEMENT SYSTEM2021 STEPCONTRACTOR KEY COMPONENTSProud Sponsor of the ABC NationalSafety Excellence Award1737 0121
STEP SAFETY MANAGEMENT SYSTEMCONTRACTOR KEY COMPONENTS OF SAFETY SELF-ASSESSMENTWORKSHEETThe Contractor Key Components of an effective world-class safety management system is listed below. Each component contains columnsthat describe four levels of safety performance. Select the column that BEST describes your company’s performance. Remember, each scoring columndescribes a set of actions/policies that your company currently undertakes. In order to achieve a score, your safety program must contain ALL the listedcriteria. Any scores on the STEP application that do not match any of the four available scoring options in each of the Contractor Key Components willautomatically be rounded down to the nearest listed score.LEADERSHIPL1. TOP MANAGEMENT ENGAGEMENT12 Owner/CEO/top management leadershipdirectly and actively participates in the safetyprocess Top management instills personalaccountability for safety throughout thecompany Top management tracks and biannually reviewssafety goals/objectives for the company Top management solicits continuous feedbackon the safety process Top management commits resources (money,8 Top management participates inthe safety process Personal accountability for safetyis expected, but there is little orno recourse if not demonstrated Top management is aware ofsafety process goals/ objectives,but does not track progress4 Top management supportssafety, but does not activelyparticipate There is little personalaccountability for safety – a“just be careful” culture exists Limited funds are provided forsafety0 Top management is not involvedin the safety process anddemonstrates little interest in it Safety is left to supervisorypersonnel to handle “as needed” There is no accountability forsafety Little or no funding is provided Top management provides thefor safetyresources necessary for safetycompliancetime, personnel, equipment, supplies, etc.) forthe safety process necessary to achieve goals Safety performance is assessed in everyone’sperformance appraisal (executive and fieldemployees) Top management integrates safety into everyfacet of company operationL2. SAFETY POLICY STATEMENT6 Is in writing and is signed and by topmanagement Is explained to employees at time of new hireorientation Explains the value of safety in the company Commits to protecting employees, continuallyimproving the program, involving employeesin the safety process and meeting regulatoryobligations4 Policy exists and is in writing Policy is not explained toemployees, but most know of itsexistence2 Policy exists, but is not posted0 No policy existsnor in safety manual Not explained to employees andmost do not know Explains employer’s generalcommitment to a safe workplace Is posted, is part of the employeesafety policy or is in the companysafety manual States universal accountability for safety inthe company Is posted or part of employee safety policy2
STEP SAFETY MANAGEMENT SYSTEML3. SAFETY RESPONSIBILITES9 Responsibilities for safety are clearly definedfor everyone in the company, includingspecialty contractors. Responsibilities include, but are not limitedto, hazard and injury reporting, PPE use, safetypolicy compliance and all aspects of the GC/owner’s safety program. Supervisory personnel have additionalresponsibilities that are reviewed with them attime of hire or promotion6 Responsibility for safety isdefined for everyone in company Accountability for safety is notalways universally applied Explained to employees at timeof new hire orientation Is in writing and is part ofemployee safety policy3 Responsibility for safety restssolely with a designated safetycoordinator or safety committee0 Responsibility for safety has notbeen defined within the company Responsibilities are not inwriting All employees know is that theyare responsible for “being safe” There is little or no accountabilityfor safety A policy to hold everyone accountable(including specialty contractors) for safety is inplace and is universally applied.L4. RESOURCES FOR SAFETY6 All safety resources (funds, time, personnel,equipment, supplies, etc.) are regularlybudgeted or invested. Return on safety investment is tracked(actual or projected) to evaluate effectivenessof resource allocation and to guide futureexpenditure decisions4 Reasonable resources arebudgeted or invested in safety Supervisory personnel aregenerally aware of companyresources available2 Minimal investments are madein safety0 Resources are not madeavailable for safety Money is taken from generalfunds as needed to react tosafety needs (GC mandates,OSHA fines, incidents, etc.) Resource funding and expectations areexplained to supervisory personnel upon hireor promotionL5. SAFETY PROGRAM PERFORMANCE REVIEW6 Top management reviews the safety programperformance biannually The emphasis of the review is on whether theprogram is producing expected results andwhere opportunities for improvement exist Defined criteria exist against whichperformance is measured (e.g., safety surveysconducted, trainings held, incidence rates, lossratios, progress toward annual goals, safetymeetings, OSHA inspection record, preventionof recurring incidents/ hazards, employeeparticipation, etc.) Results are documented Results impact safety staff and supervisorannual performance evaluations Following each review, meetings are conductedwith safety staff and supervisory personnel todiscuss results and expectations4 Top management reviews thesafety program annually Some criteria exist against whichperformance is measured Process is not documented Results do not significantlyaffect safety staff and/orsupervisor evaluations Results are eventually discussedwith safety staff and/orsupervisory personnel2 Regular (pre-determinedfrequency) reviews of safetyprogram performance does notoccur0 No review of safety programperformance is performed Limited top managementinvolvement–mainly leftto someone else (safetyadministrator, insurancecompany, etc.) Subjective review of safetyactivities – mainly serves asa “year in review” and not anassessment of performance andimprovement opportunity Results may or may not bereviewed with supervisorypersonnel3
STEP SAFETY MANAGEMENT SYSTEMCULTUREC1. EMPLOYEE PARTICIPATION9 Employees are actively engaged in the safetyprocess (e.g., safety surveys, hazard reporting,incident investigation, safety instruction,toolbox talks, policy development/auditing, newhire mentoring, committees, job safety analysisdevelopment, pre-planning, etc.) Supervisory personnel are aware of theseopportunities and actively encourage employeeinvolvement Participation opportunities are evaluatedto ensure they are meaningful, necessaryresources are available (time, money, staff,equipment, etc.) and potential barriers areidentified and eliminated6 Opportunities for employees toparticipate in safety processexist, but are not specificallydocumented Supervisors are provided limitedtraining in soliciting employeeparticipation, but nonethelessencourage involvement Employees may be awareof opportunities, but thereare no specific participationexpectations3 Employees are encouraged toparticipate in the safety process,but no concerted efforts aremade to engage them0 There are no opportunities foremployees to participate in thesafety process Employees are offered a generalcommunication channel: “If youhave any questions or concerns,speak with your foreman.” An employee suggestion/comment process is in place There is a limited focus onidentifying and eliminatingpotential barriers to participationC2. SUBSTANCE ABUSE PROGRAM6 The company’s safety policy explains itssubstance abuse program The policy includes random, pre-employment4 The company has substanceabuse verbiage in the employeesafety policyand reasonable suspicion substance abusetesting Substance abuse testing is for The policy is consistent and actively enforced The company makes a minimal Supervisory personnel are trained in workplacesubstance abuse recognition Employee substance abuse preventioneducation initiatives are offered The company has an employee assistanceprogram (EAP) The company keeps counseling and testingpre-employment onlyeffort to enforce policy Supervisors are trained inhazards of substance abuse onthe job20 The company has substance The company has no policyabuse verbiage in its safetymanualregarding substance abusetesting Drug/alcohol testing isinconsistent Company makes no or little effortto enforce the policy Subcontract language does notinclude compliance Specialty contractors arecontractually required to conductpre employment testingrecords Specialty contractors are contractually requiredto have programs equal to or exceeding thegeneral contractorsC3. SAFETY PROGRAM GOAL SETTING9 A formal process is in place to annually assessor establish safety program goals Action plans are developed, documented andimplemented to assure goals are accomplishedin a timely manner Progression of action plans are tracked,with status reports and feedback from thoseassigned the tasks Top management reviews goals, action plansand status reports with staff to providefeedback, direction and support of initiatives Process is in place to evaluate degree ofeffectiveness action plan had in achievingend goal6 Safety program goals areestablished periodically A plan to achieve goals has beendecided, but not documented Status of action plan isinformally checked, but withno set frequency and with littlefollow-up or solicitation offeedback Top management plays minorpart in safety goal-settingprocess3 Informal or infrequent safetyprogram goals are established0 There is no process of safetyprogram goal-setting There is little or nodocumentation or employeeknowledge of goals No realistic action plans aredeveloped to accomplish goals Top management is not involved Goals seldom tracked, reviewedor achieved No process is in place to gaugethe effectiveness of the actionplan in achieving end goal4
STEP SAFETY MANAGEMENT SYSTEMC4. SUPERVISOR SAFETY MEETINGS*9 The employer conducts weekly supervisor safetymeetings The employer begins each meeting with asafety moment6 At least monthly, the employerconducts supervisor safetymeetings Meeting includes a status reporton site safety activities Meetings include:-A dedicated safety training topic, rotatedweekly-pre-planning discussions-lessons learned-review of serious incidents Serious incidents are reviewed3 Supervisor safety meetings areheld occasionally (less thanmonthly)0 The employer does not conductsupervisor safety meetings There is general discussion ofthe safety information given tosupervisors Serious incidents are usuallyreviewedC5. NEW HIRE SAFETY ORIENTATION6 A documented safety orientation process isin place for all newly hired or transferredemployees (i.e. who gets orientation, when,how, by whom and topics to be covered) Safety orientation topics include, but are notlimited to:-Explanation of employer safety commitmentand expectations-Individual safety responsibilities andaccountability-PPE expectations with skills demonstration(wearing harness, adjusting guards, PPEuse, etc.)-Basic and advanced safety rules that pertainto site and/or major job hazard exposures-Hazard communication-Hazard, injury and emergency reportingprocedures-Review of substance abuse policy-Identity of key competent persons and theirspecific roles-Orientation platforms include instructor-led,video published training and other writtenmaterials4 Safety orientation is given to newemployees; however, the processhas not been formalized Safety orientation topics includeat a minimum:-Explanation of employer safetycommitment and expectations-Review of substance policy-PPE expectations-Basic safety rules that pertainto site and/or major jobhazard exposures-Hazard communication-Hazard, injury and emergencyreporting procedures2 Informal or on-the-job safetyinstruction is given to new hires0 No orientation is given to newemployees There is no uniform process orlist of topics to cover No documentation is maintained Process may or may not involve aspecial designation (decal, hardhat) or safety mentor There is no new hire performanceevaluation process Record of safety orientation,with employee signature, ismaintained New hires are assigned a special designation(decal, hard hat color) or safety mentor untiltheir orientation process is complete New hire performance evaluation process isestablished to give feedback to new hires on predetermined frequency (30 days and 60 days) Documented records are maintained showinginitial/promotion employee safety orientationshave occurred*See Definitions5
STEP SAFETY MANAGEMENT SYSTEMC6. EMPLOYEE SAFETY TRAINING12 Based on an annual safety training needsassessment, a database is developed andinstituted (i.e., who needs what, when and whowill train) Formal safety training topics include, but arenot limited to:-8 Safety training needs aredetermined each year, buta formal assessment anddatabase are not used Formal safety training topicsinclude:Recognition and control of hazards specificto trade/work tasks (e.g., heavy equipment,lift operation, LOTO and arc flash, rigging,crane operation, confined space entry, temptraffic control, hot work, excavation safety,steel erection, blasting safety, noise, lead,asbestos, mold exposure, etc.)-First Aid/CPR/AED-OSHA topics (e.g., PPE, hazcom, electrical,scaffold, ladder/stairs, fire prevention andprotection, tool safety, fall protection andprevention, etc.)-Driver safety-Pertinent DOT compliance and CDL annualtraining Training is conducted by competent/qualifiedsafety instructors Companies set minimum levels of training,annually. (OSHA refresher courses, First Aid/CPR, etc.) Offer families to participate in FirstAid/CPR and allow employees opportunities totrain employees. Offer safety training to anyone(position/role) within company structure Employee training comprehension andunderstanding is verified and documented(e.g., test, skills assessment, etc.) Records are kept of all training – date,-4 Informal or on-the-job safetytraining is arranged as needed0 No formal safety training isprovided There is no established trainingmatrix or database Limited or no trainingdocumentation is keptRecognition and control ofhazards specific to trade/worktasks (e.g., heavy equipment,lift operation, LOTO andarc flash, rigging, craneoperation, confined spaceentry, temp traffic control,hot work, excavation safety,steel erection, blasting safety,noise, lead, asbestos, moldexposure, etc.)-First Aid/CPR/AED-OSHA topics (e.g., PPE,hazcom, electrical, scaffold,ladder/ stairs, fire preventionand protection, tool safety,fall protection and prevention,etc.) Companies executives exemptfrom training classes. Training is conducted bycompetent/qualified safetyinstructors Employees are only retrained asrequired by OSHA and when theyvisibly lacking safety skills Companies identify training byrole/positions but may not havediscipline to follow up or ensureemployees understand the need.attendees, topics covered and trainerC7. BEHAVIOR-BASED SAFETY (BBS)*6 BBS process is written and the entire company,including top management, has been formallytrained in the process of conducting anobservation BBS observations are conducted at least daily Data is analyzed weekly and trends arecommunicated throughout the organization The process allows employees to submitobservations anonymously Top management participates in the process,conducting at least one observation per month Site management reviews data weekly andmodifies work practices to reduce trends BBS data is shared with site personnel weekly4 BBS process is written, and theall employees have been trainedin the process of conducting anobservation BBS observations are conducted,collected and analyzed monthly The process allows employeesto submit observationsanonymously Top management reviews thedata monthly, but may or maynot conduct an observation2 An observation process is in0 No BBS process is in placeplace but is not a formal policyor procedure BBS observations are conductedat least monthly Participation by employees isencouraged Site management reviews databi-monthly BBS data is shared with sitepersonnel monthly Site management reviews datamonthly and modifies workpractices to reduce trends BBS data is shared with sitepersonnel biweekly*See Definitions6
STEP SAFETY MANAGEMENT SYSTEMC8. SUPERVISOR SAFETY TRAINING9 All supervisory personnel receive training in:-Company safety policy6 All Supervisory personnel receivetraining in:3 Supervisory personnel receivesafety training in:Company safety policy-Company safety policy-Employer’s supervisor safety expectations--First Aid/CPR/AED--Employer’s supervisor safetyexpectations-OSHA 30Employer’s supervisor safetyexpectations--Competent person for trade/task-specifictopicsFirst Aid/CPR/AEDFirst Aid/CPR/AED--OSHA 10-OSHA 10-Emergency response procedures--Competent person for trade/task-specific topics-Completing an incident investigationCompetent person for trade/task-specific topics-Conducting a jobsite safety inspection orBBS observationEmergency responseprocedures-Emergency response--Completing an incidentinvestigation-Conducting a jobsite safetyinspection or BBS observation-Completing an incidentinvestigation-Creating a job safety analysis-Key points in Leadership and HumanResources-Conducting a jobsite safetyinspection or BBS observation-Conducting effective meetings-Competent/qualified trainersare used Opportunities for professional development areoffered and employees participate in annualrefresher safety training Supervisors have access to a safety subjectmatter expert (SME) Dedicated training facilities are available with0 There is no specific trainingprogram for supervisorypersonnel Supervisors have access tosources of safety information orknowledge Annual refresher training isavailable, but not mandatorycompetent/qualified trainers7
STEP SAFETY MANAGEMENT SYSTEMPROCESSP1. INCIDENT INVESTIGATION9 Employer reviews all incidents including goodcatches and potential significant events (PSE). Supervisors are trained in the techniquesof incident investigation including, but notlimited to, root cause*, casual factors and/orfault tree analysis, among many others Incidentsare investigated promptly by topmanagement and safety department personneland a preliminary report is communicated within24-48 hours Reports are completed for all incidents Documented corrective actions taken Final incident outcomes are openly sharedacross the organization to improve overallsafety performance6 Supervisors receive a basic levelof incident investigation training Incidents, good catches andpotential significant events areinvestigated by site supervision Reports are completed for allincidents3 Supervisors receive little or noincident investigation training0 Incidents are not investigated todetermine causal factors Incidents are usuallyinvestigated by site supervision,but may be investigated bysomeone else Reports are not always Remedial actions are taken toprevent recurrence of similarincidents Employer reviews only seriousincidents Final notification of incidentsis communicated to allstakeholderscompleted and communicated ina timely manner Little or no attempt is made toidentify causal factors or takecorrective actions Lessons learned are not sharedopenly across the organizationP2. PRE-PLANNING FOR PROJECT SAFETY*6 Project supervision and other key personnel aretrained in pre-planning for project safety Safety pre-planning is integrated into theestimate, bid and mobilization/ demobilizationstages of projects A checklist or similar document is used to ensurea consistent and comprehensive approach toexposure evaluation and resour
comment process is in place There are no opportunities for employees to participate in the safety process C2. SUBSTANCE ABUSE PROGRAM 6 4 2 0 The company’s safety policy explains its substance abuse program The policy includes random, pre-employment and reasonable suspicion substance abuse testing
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Grade Minimum Step 1 Step 2 Step 3 Step 4 Step 5 Step 6 Step 7 Mid-Point Step 8 Step 9 Step 10 Step 11 Step 12 Step 13 Step 14 Maximum Step 15 12/31/2022 Accounting Services Coordinator O-19 45.20 55.15 65.10 Hourly 94,016 114,712 135,408 Appx Annual 12/31/2022 Accounting Services Manager O-20 47.45 57.90 68.34 Hourly
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City of Phoenix Schedule II - Report by Job Code (Step Schedule) Effective: 9/20/2021 Report: Z_CMP205 09/20/2021 12:28:25 Job Code Job Title FLSA Status Salary Plan Grade Step 1 Step 2 Step 3 Step 4 Step 5 Step 6 Step 7 Step 8 Step 9 Benefit Category 01022 Legal Secretary*U8 HR 012 727 19.34 1,547.20 40,227 20.36 1,628.80 42,349 21.39 1,711.20 .
