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Determining Safety Inspection Thresholds for Employee Incentives Programs on Construction Sites

机译：确定员工激励计划的安全检查阈值施工地点

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The goal of this project was to evaluate approaches of determining the numerical value of a safety inspection score that would activate a reward in an employee safety incentive program. Safety inspections are a reflection of the physical working conditions at a construction site and provide a safety score that can be used in incentive programs to reward workers. Yet it is unclear what level of safety should be used when implementing this kind of program.This study explored five ways of grouping safety inspection data collected during 19 months at Harvard University-owned construction projects. Each approach grouped the data by one of the following: owner, general contractor, project, trade, or subcontractor. The median value for each grouping provided the threshold score. These five approaches were then applied to data from a completed project in order to calculate the frequency and distribution of rewards in a monthly safety incentive program. The application of each approach was evaluated qualitatively for consistency, competitiveness, attainability, and fairness.The owner-specific approach resulted in a threshold score of 96.3% and met all of the qualitative evaluation goals. It had the most competitive reward distribution (only 1/3 of the project duration) yet it was also attainable. By treating all workers equally and maintaining the same value throughout the project duration, this approach was fair and consistent. The owner-based approach for threshold determination can be used by owners or general contractors when creating leading indicator incentives programs and by researchers in future studies on incentive program effectiveness.
机译：该项目的目标是评估确定可以激活员工安全激励计划中的奖励的安全检查评分的数值的方法。安全检查反映了建筑工地的物理工作条件，并提供了可用于奖励计划中以奖励工人的安全评分。然而，目前尚不清楚在实施此类计划时应使用哪种安全级别。这项研究探索了将哈佛大学所属建筑项目在19个月内收集的安全检查数据进行分组的五种方法。每种方法均按以下其中一种将数据分组：所有者，总承包商，项目，贸易或分包商。每个分组的中值提供了阈值分数。然后将这五种方法应用于来自已完成项目的数据，以计算每月安全激励计划中奖励的频率和分布。对每种方法的应用进行了一致性，竞争力，可及性和公平性的定性评估。针对所有者的方法得出的阈值得分为96.3％，并达到了所有定性评估目标。它具有最有竞争力的奖励分配（仅占项目持续时间的1/3），但也是可以实现的。通过在整个项目期间平等对待所有工人并保持相同的价值，这种方法是公平且一致的。基于所有者的阈值确定方法可以由所有者或总承包商在创建领先指标激励计划时使用，也可以由研究人员在未来有关激励计划有效性的研究中使用。

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