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1 B E H A V I O R B A S E D S A F E T Y 1

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3 Any Questions? 3

4 Have FAQ you ever considered a safety incentive program and thought of any one or more of the following: It's too expensive, It just won't work, Employees become discouraged and not participate if an injury occurs at the beginning of the program, Most programs are stock, Employees may hide or not report injuries, It takes up too much of managements' time, Etc. If you have thought of any of the above, you should continue to read the following: 1) Safety Incentive programs are too expensive. The National Safety Council, in 1999, advised that the average cost per injury is an astounding $28,000. Therefore, if you had 10 injuries last year, it cost your company at least $280,000. Can you afford not to consider a safety incentive program? We at AIM will customize your incentive program according to your budget. 2) Safety Incentive programs are not effective, they fail. A Baylor University study showed that there are two reasons most incentive programs fail: a. Employees aren't involved in the development of the program, and b. Employees are not given regular feedback on how they stand in the program; therefore, they lose interest. We at AIM want to make sure that these two things don't occur. During the development process of the program, we involve management and your employee safety committee. AIM will send feedback, at the end of each quarter, in the form of a statement mailed directly to the employee's home showing their previous point balance and the points earned in the program during that quarter. 4

5 3) Employee's will give up if an injury occurs at the beginning of the program. Too many programs are run on a quarterly or yearly basis. At AIM, points are awarded monthly, quarterly and yearly. Therefore, if an employee has an accident in one of the months of that quarter, they are still eligible to earn points for the other two months. It is important to let employees know that they can also earn points through action-type items. Our job is not to discourage but to encourage employee participation. 4) Most programs are stock. Most programs don't allow the company to truly personalize the process. We at AIM want to make sure that our incentive program helps you to achieve your goals within your specified budget. Therefore, we work with you to develop the whole program. 5) Employees may hide or not report injuries. Employees do receive points for "not getting hurt", but the majority of points earned in our program are through participation. 5

6 6) It's too time consuming for management. We at AIM are responsible for all the tabulation, reporting, ordering, etc. All we ask from you is your cooperation in helping us understand your needs in order to make it a successful program. 7) I don't see a benefit in investing in an off-the-job program. According to a study by the National Safety Council, conducted in 2003, 60% of the respondents believed that the cost of off-the-job injuries is greater than or equal to the cost of workplace injuries. 8) We already use cash awards. Cash awards are nice, but they are not remembered and they don't give the company any recognition. Studies show that years after a cash award is received, the employee can no longer tell you what they used it for; whereas, if an employee earned an actual award that they use, they will remember it for years to come. Also, the company will get better recognition because it is remembered far better. 6

7 9) Products are too difficult to distribute amongst employees. At AIM, we are able to package all products by department, shift, etc. in order to make this process less cumbersome. All products are also palletized and wrapped in black film in order for the items to be less identifiable. 10) Most incentive programs are not followed up well enough by the incentive program company. We at AIM meet with management and safety committee members on a quarterly basis to make sure the program is running fine and to make any necessary adjustments. At this time, we also report that quarter's participation statistics and give ideas on how to boost those numbers and decrease your injury numbers. 11) Often programs conclude with a drawing that allows for only one winner. In this sort of program, employees who feel they are not lucky individuals won't participate because they believe that they won't win anyway. In an incentive program like ours, every employee is able to earn points, allowing everyone to win and participate. 7

8 You ve been able to read our Frequently Asked Questions. Now we would like to answer any of your specific questions

9 One SIZE Does Not All. 9

10 ONE SIZE DOES NOT FIT ALL To our knowledge, a program has not been created that is perfect for all companies. However, A.I.M., Inc. feels using the EmPart outline and then customizing it for a particular group can be effective. EmPart takes more than 24 years of our experience and "gels" it into one effort. This effort is put into action quickly, cost effectively, and does not reward employees who do not participate. Furthermore, it operates on the principle of less is more. How many different recognition, award and give away programs do you have right now? Consider how easy it would be to have one program where all your budgets come to focus on one program (EmPart). Employees often get confused or just simply forget about where they stand on each program. Our unique system of reporting allows you and your employees to focus on your goals. Then comes the actual awards, which unlike cash, gift certificates, or meals, remain useful to employees for years to come while at the same time reminding them of the benefits of participating in your program. This program is designed to work with 50 or more employees. THE SEVEN MAIN INGREDIENTS ARE: 1. Signage 2. Learn For Life 3. On-The-Job Education & Awareness 4. Base Points 5. Star Points 6. Reporting 7. Ordering and Award Distribution 10

11 1. SIGNAGE Posters and banners make up the majority of signage. Often, banners and posters are left up in the same location. Employees tend to ignore them after a while. We suggest they be specific to your needs and talk the language of your employees. They must also be rotated to receive the maximum benefit. Custom 12in x 18in poster 2. LEARN FOR LIFE Participation is the most effective means of promoting Learn For Life. In order for your program to become effective, employees have to think of it as a way of life (24/7). Custom 5ft x 25ft banner! Once per quarter, employees will receive a mail out consisting of a booklet, quiz card, and/or a letter on a topic selected by your company. If we do not have a topic you are interested in, we will research and write one for you. Employees are encouraged to read the booklet with their family and answer the quiz card enclosed. Once the quiz card is completed, employees would drop it into one of the designated drop boxes located within the facility. The quiz cards are then shipped to A.I.M. for tabulation. The participant can receive points and/or an award, as a constant reminder of the topic. The points and/or award can be given each time the employee participates each quarter or to those employees who have completed all four at the end of the year. LearnForLife OFF-THE-JOB LEARNING 11

12 In most of our facilities, one quarterly mailing is reserved for a safety calendar contest involving the employees' children, grandchildren or a child they would like to sponsor if they have neither of the above. The children's drawings are then used to create the next year's safety calendar. This is a product employees will use 365 days a year, not just for a few moments. Shift schedules and Company Holidays may also be included if desired. 3. ON-THE-JOB EDUCATION & AWARENESS Lotto-To-Learn - Once a month or quarter, a topic is addressed from your training material in the form of a lotto card that is distributed to your employees. We would create up to 60 different lotto cards using different True and False statements so that no two employees working together would receive the same card. The employee would be challenged to answer four True or False statements. If an employee misses a question, they would simply turn the card over and write out the complete, correct statement on the back of the card and would still be eligible to receive the points. They would scratch off the bottom block to reveal how many points they will earn. Our goal is to make sure the employees know and understand the correct information, not to make them answer incorrectly. These cards are turned into one of the designated drop boxes located within the facility and then shipped to A.I.M. for tabulation. An added bonus comes after the cards are turned back in for tabulation. You can then analyze the cards with incorrectly answered questions to see where you can improve in your training before shipping to A.I.M. Employee answers True or False statements. LottoToLearn Any incorrectly answered Statement is written correctly on the back in order to receive points. 12

13 4. BASE POINTS Recognition of achievement is one phase that can easily be accomplished through Base Points. At the end of each quarter, employees can earn Base Points for: a. No Recordables b. Perfect Attendance c. Achieving a Group Goal (Production/Quality) d. Receipt of Corporate Award or Service Award Base Points can be awarded monthly, quarterly and yearly and broken down by department, by shift or by plant. The only information required from you, for a Recordable, are the names of individuals involved in that recordable and their department. For Perfect Attendance, the only thing required from you are the names of the employees and the month they did not have perfect attendance. The rest is the job for your EmPart team at A.I.M. 5. STAR POINTS Star Points are action-type items that employees can participate in to earn points. A pocket card would be designed and distributed once a month or quarter to all employees. Any time an employee accomplishes one of the tasks set by management/employee committee, they would have their card verified by the approving authority. Approving authorities would be chosen by management and/or employee committee with A.I.M.'s assistance. At the end of the month or quarter, employees will drop their cards off into one of the designated drop boxes located within the facility. These cards are then shipped to A.I.M. for input. A few Star Point examples may include: 13

14 Lockout/Tagout certified Volunteer to be a new employee mentor Updating/Writing a JHA/JSA/SOP Becoming CPR certified Conduct or help conduct a meeting Participating in an audit or inspection Cross training for different work assignments Completion of Training Module Spot Awards Implemented Suggestion (NOTE: The list would only be limited by management and the employees.) 6. REPORTING A study done by Baylor University discovered that one of the main reasons most employees stop participating in a program is that they do not receive regular feedback on how they are doing in the process. Employee statements are sent to each employee, at the end of each quarter, showing them the Base, Star, LottoToLearn, and LearnForLife points they have accumulated during the current quarter, the points they have earned previously and any awards they had purchased using their points from a previous quarter. Reports can be sent to each plant charting their progress as well as the division as a whole. Reports are generated after all data has been processed by combining each employee's account. Most companies request employee statements as well as plant participation reports. This 14

15 will allow an overview of the plant's activities to document and analyze trends. You will be able to see trends take place in these three areas: Training through Lotto-To-Learn Cards Identify employee participation levels through Star Points and LearnForLife Monitor recognition achievements through Base Points 7. ORDERING AND AWARD DISTRIBUTION Ordering - A great award is defined by A.I.M. as a product you truly want, but don't necessarily want to spend your own money on. Products selected by A.I.M. are useful, of high quality and wanted by your employees. The products selected are name brands and include local interests such as zoo memberships and movie theater tickets. These products will remain in the home for years to come as a constant reminder of their participation in your program. Employees will receive an order form every quarter with their point balance statement. They may elect to spend their points quarterly or save for a larger award. Order forms will then be turned into one of the designated drop boxes located within the facility to be shipped to A.I.M. for processing. Award Distribution - A.I.M. will ship all products to your company along with a list of names and items shipped. All awards are palletized and wrapped in black plastic to discourage theft prior to distribution. 15

16 Our Goal is to give you a recognition program that is easy to modify to fit your needs. 16

17 Still Not Convinced? 17

18 MODIFICATION QUESTIONS & NOTES 18

19 So, how well have we done to decrease recordables and increase STATS employee participation? Below are statistics that were compiled from our EmPart customers from the years Recordables*: In one year, our customer's total percentage of recordables decreased.2813% (from % to %). Although this may seem like a small amount, if your company has 2000 employees, this means a decrease of 5 accidents. One of our customers alone had a decrease of 12 recordables in one year! EmPart Tracking Card Participation: Over half of our EmPart customers have obtained a 50% or greater participation rate. Over the last three years, one customer had an increase of 59% participation. Another customer has reached a whopping 87% total participation rate. All of our customers combined had a total increase of 13% participation within the last three years. Lotto Participation: Over 80% of our customers who participate in our Lotto-to-Learn program have had a 50% or greater participation rate. One customer in particular had an 84% participation rate during one year. During the past three years, one customer has had a participation increase of 25%. Our average participation for all our customers for the last three years is 61%. Learn for Life (Off-the-Job Learning): Ninety percent of our customers who participate in our Learn for Life program have had a 50% or greater participation rate all three years in the program. Over the past three years, one customer has had an increase in participation of 37%. Another company during one year had a participation rate of 89%! LET'S SEE WHAT OUR PROGRAM CAN DO FOR YOUR COMPANY'S RECORDABLE AND PARTICIPATION NUMBERS. * Percentages are being used because we do not have the data on total man-hours worked by our customers. 19

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