What Is The Difference Between Tsti 2ou48

HSE Trivia WHAT IS THE DIFFERENCE BETWEEN TSTI (total safety task instruction) and JSA (job safety analysis) I Prefer to think of the two (albeit similar in nature) as TASK and SITE specific. Total Safety Task Instruction (TSTI) is a purely proactive and a critical action that needs to be taken by the Project Manager. It should be a requirement for all task assignments. The project manager will need to plan and analyzes each task for safety, occupational and environmental hazards. A meeting should be held with each task performer (Supervisory and workers) so they can agree on the plan and be part of the decision making process and take ownership for the outcome. Each task should be broken down into steps and then outlined and assigned to the task performers. To ensure maximum effectiveness, TSTI must be communicated verbally at the location where the task will be performed. I also prefer to have the tasks detailed in writing and cataloged in a binder at the job site table or command area. As new tasks are added new TSTIs are also needed. In short a TSTI is in place and understood before the job starts outing specific steps and the order of the steps to ensure a safe environment. Job Safety Analysis or as I prefer to call it Risk Assessment, is done on site and is specific to the job site. A risk assessment will help you focus on the risks that really matter in your workplace. A risk assessment is simply a careful examination of what, in your work, could cause harm to people, so that you can weigh up whether you have taken enough precautions or should do more to prevent harm. I have my crews follow a 5 step process. The Site Manager or Superintendent will walk the site before the job starts and whenever crews of job phases change. He must identify the hazards: Decide who might be harmed and how: Evaluate the risks and decide on precaution: Record the findings and implement them: Review the assessment and update as necessary: I also incorporate both into the TOOL BOX TALKS that are a weekly requirement. A task instruction is a written document with step by step instructions to conduct work safely. A risk assessment has to be conducted to identify and assess the risks related to the task and then preferred approach with minimal risk is put together as task instruction for daily use. Task instructions are used mainly for low risk-everyday tasks. Where as main aim of a JSA is to identify the hazards associated with the task and those associated with change in weather, workplace, other operations, etc. Some companies keep JSA's for specific task as a controlled document but make it a vital point in the permit to work system process that JSA's are reviewed by the work supervisor before the permits are approved. JSA's are imperative to high risk-non-routine tasks. They have to be current and applicable on that dot time. Worker's might or might not read or have access to task instructions but would have to participate in JSA and sign them before starting work. it is important to have a JSA than TI as JSA would show the worker a safer way to perform the task anyway.

AS A SAFETY OFFICER IN MY COMPANY, I REALISE THAT MOST PEOPLE DO NOT ACCORD MUCH RESPECT TO SAFETY OFFICERS.PLEASE WHAT IS THE HEIRACHY OF SAFETY MANAGEMENT FOLLOWING THE ORGANOGRAM IN A COMPANY.

Here something to consider: Are Your Young Leaders Trained to Bridge the Generation Gap? It’s All About Respect. With more and more large universities and high schools adding degrees in hospitality to their course offerings, it’s clear that the industry is gaining attention from millennials. (A millennial, commonly referred to as Generation Y, is anyone born between the 1980s and early 2000s.) The increase in the number of students graduating with a bachelor’s degree in Hospitality Management means the average age of the workforce is beginning to drop. Younger, educated workers are entering the industry at a rapid pace and are quickly working their way up the corporate ladder. However, many of the novice leaders have yet to determine their leadership style and are fairly inexperienced. One of the largest issues facing these new leaders is learning how to lead a team of older and more experienced . Speaking as a millennial who had to navigate his way through unfamiliar waters, I would like to lay a framework—for a young leader in any industry—for successfully building and leading a team of people who are, in some cases, twice your age. 1. Give respect The worst mistake a young leader can make when leading team who are their seniors—one that virtually guarantees your team will be more difficult to lead—is not giving them enough respect. By giving respect, I mean respecting their age, years of experience, and ideas. If you expect them to respect your position and you personally, you must make giving respect a top priority. I was promoted to my first leadership position while I was still in college. Every person working for me was older than I was, and I had the least amount of experience. Once I became their leader, I quickly realized that the thing I could do to get them to perform at their best was to listen to them and give them as much respect as possible. I knew my position came with a certain amount of respect, but if I wanted to continue to progress through the industry, I needed to be known for being a leader who was respected because he respected his team first. 2. Leverage their experience The number one advantage someone who is older than you has will most likely be the experience they have garnered over the years in the industry. Usually, with more experience comes a level of certainty in the work they are performing. I found that many of the team that I began leading knew much more about the industry and property management systems than I did— however, I was still promoted over them I had to leverage the experience they had and use it to help me through some tough situations. I was able to build a team that had years of experience and was willing to share what they had learned to help me become a better leader. My team began to trust me more and, in turn, I was able to get them to want to perform at a higher level. I saw it as a resource that many leaders were too prideful to tap into. Once they realized that I respected them and appreciated the experience they had, they became willing to explain how they had dealt with various issues in the past. As a college student, I may have had “book knowledge” that they didn’t, but I was certainly lacking in the on-the-job experience they possessed. Again, in order for me to get ahead and continue an upward trajectory in my career, I utilized the resources that were around me, which, in this case, happened to be leading a team of experienced individuals

Trained workers are company’s asset if you were not their safety adviser, i believe you would have done more than they are doing in disrespecting or do not acord much respect to safety. 4 me, the key to close this gap is to advice your organization to spend extra money in training and have a perceptible policy and management instruction on incentives/award to enhance an effective safety incident, accident and near miss reporting, and also inaugurate a Safety Committee at your various sections. Ok.. As we all know, Safety is our Individual /collective responsibility, we all need to be involved. The idea behind the organogram is to have a “point man” at various department whom in addition to his/her responsibility would be assisting in disseminating safety issues/ message, alerts and collating safety data and statistics. The coordinator’s role is to assist in putting these reports from all the divisions together and handling safety issues (meetings, Safe Talk; fire Drill) walk about inspections, JHA etc and with full of the Management cause management has invested highly on safety. It is a team work; the cooperation of all would be highly appreciated......

Safety management should only answer to the CEO of the company. Local PMs must never be allowed to intimidate any of the on-site safety officers. that the safety officers are there to enforce all of the companies safety regulations and represent the managements philosophy on all things regarding safety. Period. Any compromise in safety always leads to regret.

IN RELATION TO HSE WHAT DOES THE ``TRA, JSA AND HIRADC MEAN AND WHAT IS THE DIFFERENCS AND COMMONS BETWEEN TRA,JSA AND HIRADC? My opinion is just simply like this. HIRADC we make it for general work process while for JSA is more specific on job step. We are practicing jsa is required and to be attached inside our permit to work procedure for small project and hiradc is for big project.

How you will explain the difference between JSA and Work Permit. Job safety analysis (JSA), is a safety management tool in which the risks or hazards of a specific job in the workplace are identified, and then measures to eliminate or control those hazards are determined and implemented. More specifically, a job safety analysis is a process of systematically evaluating certain jobs, tasks, processes or procedures and eliminating or reducing the risks or hazards to as low as reasonably practical (ALARP) in order to protect workers from injury or illness. The JSA process is documented and the JSA document is used in the workplace or at the job site to guide workers in safe job performance. A work permit system is a formal written system to control certain types of work when these are identified as potentially hazardous. The "P.T.W.", "permit" or "work permit" refer to the form used in such system which is used by a company to meet its needs. These systems aim to ensure proper planning and consideration are given to the risks involved in a particular job, at a specific time and place, with designated precautions Job Safety Analysis or Job Hazard Analysis is the first step in determining all hazards of any job, by analyzing each job task. Safe Work Methods or Safe Operating Procedures are usually developed from the JSA or JHA. It is difficult to write safe operating procedures without first determining the job hazards. In 2011 I published a book detailing a Job Hazard Analysis process.

Most Work Permits have an element that embodies the SWP for the task being Permitted (along with other specific sections as determined by the "client"). The permit it issued by the plant operator for a specific period of time in which the task may be carried out. They may be written by the contractor, then simply signed off on, or may actually require an eyes on by someone from operations to identify visually the area of focus prior to Permit issuance (typical in live plant operations). Depending on the work taking place Work Permits are further broken down into sub-categories Hot Work Permits / Cold Work Permits / Confined Space Permits / Ground Disturbance Permits etc, etc, etc., (or combinations of the above to cover one area of operation). The Permitting System is in place so that there are no tasks being undertaken on site that Operations is not aware of. how many, who they are, where they are, what they are doing, and when, they'll be doing it. .