|It isn’t enough for leaders to define the vision of an organization. Today’s leaders need to actively participate in the effort to make their vision a reality. Before implementation can begin, it’s important for a leader to understand his or her role. Following is an action plan that can be adopted and facilitated to assure that the vision is getting to an organizational understanding level.|
Executing vision takes commitment from people at all levels. Leaders who can breakdown the strategy that supports the vision across the organization so it’s relevant at each level (corporate, department, function, individual) help with engagement. Companies that recognize and embrace this level of collaboration strengthen their chances of success.
Business strategies and processes have life-cycles. In the wake of change, success can quickly turn to failure. The need to change can come from many different avenues – from a competitor, a new market requirement, or a significant environmental shift outside of your business model. Consistently review your market position and adapt rapidly.
Plan for Implementation
Implementing the organization’s strategies to align with the company’s vision requires an action plan. To successfully implement change you need to establish priorities, determine accountabilities for each action, identify risks, develop contingency plans, conduct stakeholders analysis, and measure / monitor / control the outcome to meet the plan.
Develop an Operating Model
An operating model is a tool used to define how the organization will implement its strategic plan into its environment. It encompasses all core work, competencies, tools, technologies, organizational structure, and processes needed to execute the company’s strategies. A strong organization understanding and alignment to the vision and strategy are critical to success.
By communicating successfully, embracing change, developing an implementation plan, and creating an operating model that makes sense, your organization can take your vision and transform it into a profitable, fulfilling reality.
Do you need help turning your vision into a reality?
All manufacturers have at least one element that sets them apart and can enable them to achieve success. If you haven’t yet uncovered that unique differentiator, MassMEP can help you. And if you have already discovered that element, we can work with you to turn your vision into a reality. For more information on innovative growth solutions, contact Tom Andrellos, MassMEP Director or Growth Services, at firstname.lastname@example.org.
Written by: Darcy Cook, Safety Trainers
Keeping up with the changes in OSHA regulations, state and federal law can be a full-time job. To help keep you in compliance and up to date on changes in regulations, we have summarized the highlights of 2018.
OSHA Penalty Increase
Effective January 2, civil penalties for violations of workplace safety and health standards are 2 percent higher, with a new maximum fine of nearly $130,000. OSHA increased its penalties to adjust for inflation as required by the Federal Civil Penalties Inflation Adjustment Act of 2015, which initially raised civil penalties by 78 percent, after over 2 decades without a penalty increase, now, a mandated annual adjustments by January 15 of each year.
Did you know that OSHA reports homicide as #2 on the fatality list in the workplace? As a result of the rise of active shooter situations in the workplace, the NFPA has produced NFPA 3000 a Standard for an Active Shooter/Hostile Event Response (ASHER) Program. OSHA can site a company for workplace violence under the General Duty Clause.
Starting July 1, 2018, all employees engaged in hot work operations must complete a training and obtain a Hot Work Safety Certificate. This is a mandatory state-wide requirement. There are only two approved providers in the state of Massachusetts to get your employees trained.
Public Employees – DPW, Schools, Police, Fire, College/Universities and more…
On March 9, 2018 Governor Baker signed a bill that amends M.G.L. chapter 149 §6 ½. The law was updated to clarify employee safety requirements in public sector workplaces and is enforced by the Department of Labor Standards (DLS).
Attention Businesses: Do you have to hit a 9 or an 8 to get an outside line before dialing 911? If you said yes, you need to know about Kari’s Law. The law states that businesses, offices and the like, with multi-line telephone systems must have direct dial to 911, without any prefix, was signed into law by President Trump on Feb. 16, 2018.
The law says that anyone installing, managing or operating multi-line telephone systems may not install manage or operate such a system unless it is configured such that the user can directly initiate a 911 call. This applies to anyone installing, manufacturing, first selling or leasing two years after the date of enactment of the act.
Silica Standard General Industry (GI) and Construction
For Your Information (FYI) Section
- You can now text to 911.
- The Massachusetts State 911 Department is pleased to announce that Text to 911 is now available throughout the Commonwealth. All Massachusetts 911 call centers now have ability to receive a text message through their 911 system. Text to 911 allows those in need of emergency services to use their cellular device to contact 911 when they are unable to place a voice call.
- Hiring a Safety Consultant will reduce your OSHA fines by 50% in State of Massachusetts
- There is a safety training grant for OSHA compliance training. Need a qualified provider?
By Tom Andrellos, MassMEP Director of Growth Services
Based on a recent report from the Manufacturing Leadership Council, “Cyber Risk: The 4.0 Dilemma,” cybersecurity attacks are predicted to rise and become potentially more disruptive in 2019 as companies deploy smart technology, interconnected systems, and sensors across their production facilities. Most companies see this as the #1 critical issue that requires constant and consistent focused resources and funding dedicated to ensure that these threats are risk mitigated against attackers.
MassMEP is well versed and equipped to help small & medium size manufacturers with specific cyber risk mitigation plans and NIST 800-171 DFARS compliance assessments. MassMEP’s provides comprehensive solutions and funding options to help with this critical and challenging situation.
Please contact Tom Andrellos email@example.com for more information.
Written by; Darcy Cook, Safety Trainers
What are the changes is OSHA’s recordkeeping requirements for the manufacturing industry?
OSHA has adopted a new electronic data submission rule that took effect January 1, 2017. The new rule requires certain categories of employers (see applicability thresholds below) to electronically submit injury and illness data that they are already required to record on their on-site OSHA injury and illness forms. While the rule took effect on January 1, 2017, according to OSHA, the website employers must use went live in February 2017. Some of the data submitted will ultimately be posted to the OSHA website. The amount of data submitted will vary depending on the size of the company and the type of industry.
OSHA will provide a secure website that offers three options for data submission:
- Users will be able to manually enter data into a web form.
- Users will be able to upload a CSV file in order to process single or multiple establishments at the same time.
- Users of automated record-keeping systems will have the ability to transmit data electronically via an application programming interface (API).
The OSHA website link is available here: https://www.osha.gov/injuryreporting/index.html.
Compliance Thresholds and Schedule
The new reporting requirements will be phased in over two years:
- Effective July 1, 2017: Establishments with 250 or more employees in industries covered by the record-keeping regulation must submit information from their 2016 Form 300A and 2017 data on July 1, 2018. Beginning in 2019 and every year thereafter, the information must be submitted by March 2.
- Effective July 1, 2017: Establishments with 20–249 employees in certain high-risk industries (OSHA defines these as industries with historically high rates of occupational injuries and illnesses) must submit information from their 2016 Form 300A by July 1, 2017, and their 2017 Form 300A by July 1, 2018. Beginning in 2019 and every year thereafter, the information must be submitted by March 2.
The list of Industries covered by this rule can be found on OSHA website. If you believe you would be exempt under the small employer rule, you should verify by visiting OSHA’s website and looking for your NAICS code on the list. The list of high-risk industries is available at the OSHA website. Finally, new industries have been added to the record keeping rule. Check to see if you are on the newly required list.
As a reminder, make sure that your OSHA 300A log is posted in an area where all of your employees can access it. Even if you had zero recordables on your OSHA 300 A log, you still must post with zeros. This document must be posted from February 1, 2019- April 30, 2019. This document must be signed by a company executive. 29 CFR 1904.32(b)(3) states How do I certify the annual summary? A company executive must certify that he or she has examined the OSHA 300 Log and that he or she reasonably believes, based on his or her knowledge of the process by which the information was recorded, that the annual summary is correct and complete.
5 Ways to Solve Your Workforce Shortage
By Lisa Derby Oden, Workforce Program Coordinator, MassMEP
It seems that everyone is struggling with a workforce shortage these days. This is primarily a result of low unemployment, retiring baby boomers, and lack of interest or negative understanding about manufacturing careers. There are ways to solve this challenge for your company. Some are strategies that you can tackle now and will be able to see the result in the short-term. Others relate to taking the long view and the big picture into consideration. The following five suggestions involve a combination of both short and long-term strategies.
1. Train new hires and incumbent employees
If you are struggling to find the skilled prospects to bring on board, build your own. Look for individuals that you know will make a good employee – they have a good attitude, are willing to learn, and are dependable. There are basic manufacturing training opportunities provided by MassMEP, vocational technical schools, community colleges and other training providers that can teach the foundation skills required.
Upskill your incumbent workforce. This will help you to keep abreast of technology changes as you adopt the change. It has the added benefit of increasing your employee engagement, which results in better retention.
2. Develop an in-house apprentice program
If employees know that there are steps they can take to advance within the company, they will be more likely to engage in the process. By developing “career pathways” you can demonstrate clearly the ways that employees can be involved in their own growth. Outlining the skills and competencies required and a training mentor to achieve them, you can build an internal apprentice program.
3. Become an “Employer of Choice”
Wouldn’t it be great if your company was the one that everyone wanted to work at? There is no reason that you can’t be. An “employer of choice” has an extraordinary work environment, new applicants seek you out when looking for work, and highly skilled incumbent employees choose to stay even when courted by other employers. Great pay, benefits, ongoing training, recognition, holiday and sick time are part of the picture. Being at the cutting edge of manufacturing also provides a good incentive. This can be achieved by being invested in Manufacturing USA institutes. These initiatives may also prove to be a good draw for millennials.
4. Participate in Manufacturing Your Career LINK
This initiative will help you to educate young, potential employees about your business and manufacturing careers. MassMEP will be introducing The Manufacturing Your Career LINK, a database that lists each manufacturer and provides links to their website and any videos or media they would like to share. It will be used to educate high school students and their teacher/parents/guidance counselors about the huge variety of jobs that are involved throughout manufacturing businesses, list current entry-level positions that student/graduates may be able to fill, indicates types of outreach each company is willing to provide to schools like, tours, mentoring, making presentations, co-op or internships, and provide a company contact person that the students/schools will contact directly. For more information contact Karen Myhaver at firstname.lastname@example.org.
5. Get involved in Manufacturing Day
Manufacturing Day occurs nationwide on the first Friday in October. In Massachusetts October was declared Manufacturing Month. Events are held at manufacturers on Manufacturing Day and throughout the month of October, giving them an opportunity to invite the community into their company to show what manufacturing is all about. This helps to address misconceptions that exist about manufacturing which helps in tackling the skilled labor shortage.
If you’d like to discuss how to solve your workforce shortage, please contact MassMEP at 508-831-7020.
317 Manufacturing Fatalities in 2016
Written by: Darcy Cook, Safety Trainers
Based on the Bureau of Labor Statistics report fatal work injuries involving violence and other injuries by persons or animals increased by 163 cases to 866 in 2016. Workplace homicides increased by 83 cases to 500 in 2016, and workplace suicides increased from 62 to 291. This is the highest homicide figure and the most suicides since 2010.
• The top three causes of fatalities in the workplace in order are car accidents, workplace violence and falls. To see the specific numbers for manufacturing visit the Bureau of Labor Statistics website.
With the rise of homicide in the workplace, employers need to start to address the risks associated with workplace violence. Workplace violence falls under the General Duty Clause of the Occupational Safety and Health Act, Section 5(a)(1).
Section 5(a)(1) of the Occupational Safety and Health Act, requires that each employer furnish to each of its employees a workplace that is free from recognized hazards that are causing or likely to cause death or serious physical harm.
What you need to know?
• 98% of all active shooter incidents are committed by a single person
• 78% of all active shooters know at least one of their targets
• 40% commit suicide and 48% are killed by police or others
• 88% of active shooters DO NOT expect to survive
• Most active shooter events are less than 5-7 minutes (actual shooting)
Even with a response time of 2-3 minutes by police, most of the shooting is over by the time they arrive. We need to implement training that teaches our employees response options, find ways to secure and slow down shooters within our buildings and learn advanced first aid that includes tourniquet training.
When the police arrive on scene, they are not there to treat the wounded, they are there to neutralize the threat, learning lifesaving skills like “Stop the Bleed” which includes tourniquet training, will save lives.
If you are looking for guidelines to help you get started with a workplace violence plan, consider NFPA 3000. In response to the rise of active shooter incidents, the National Fire Protection Association (NFPA) has put a provisional standard in place, NFPA 3000. Shortly after the mass killings in the Pulse Nightclub incident, the NFPA 3000 began in October 2016 and was quickly formed with a technical committee that included Department of Homeland Security; Department of Justice; the FBI; NSA: national police, fire and EMS organizations; hospitals; private security; and universities.
We can no longer say “It won’t happen here.” We need to write a program and train our staff in ways to protect against workplace violence.
Written by: Darcy Cook, Safety Trainers
OSHA, DOT, NFPA, ISO, FDA, NIOSH, ANSI, and EPA just to name a few. Who regulates you? Who has the authority? Where do you begin? And, why do all the agencies have a different interpretation of the regulations?
OSHA is the Occupational Safety and Health Administration and you can find their standards for general industry online at OSHA.gov or in the 29 CFR 1910 General Industry Standards Book. Their mission is to assure safe and healthful working conditions for working men and women by setting and enforcing standards and by providing training, outreach, education and assistance.
The sheer size and weight of the 29 CFR 1910 OSHA General Industries Standard Book of regulations can be overwhelming. So, let us recommend a better way for you to get started building your safety program. Take a look at the OSHA’s Small Business Handbook. This handbook will get you started on what regulations apply to almost every industry and provide the template for a health and safety management system.
Being responsible for your company’s health and safety management system, policies, procedures, programs, testing, equipment and training, is a full-time job. We can help save you time.
The OSHA’s Small Business Handbook is a free resource that will teach you;
- How to start your four point health and safety management system
- Over 40 self-inspection checklists for general industry
- How to determine what standards apply to you
- Appendix: Action Plan Worksheet
- Appendix: Model Policy Statement from OSHA
- Appendix: Code of Safe Practices
Still need more help? Attend one of our upcoming safety training series. We will;
- Help you create a specific list to get your safety program moving in the right direction
- Provide you with a list of 29 CFR 1910 General Industry Standards that apply to your business
- Tips on effective training (not boring) and recommendations for employee engagement
- Provide you forms, templates and resources that you can use to meet your compliance needs
- Leave confident and ready to begin your new role as your company’s “competent person”
The OSHA Small Business Handbook is just one of the resources that we will use in creating your action plan to creating, editing or changing your safety and health program in our safety training series.
A Division of Cook Professional Resources, Inc dba Safety Trainers
PO Box 3488, Worcester, MA 01613 • 508-799-2857 • F: 508-799-8883 • www.safetytrainers.com
For Immediate Review Effective July 1, 2018
Requirements for welding, cutting and hot work permits have changed for manufacturing.
As a result of the tragic fire on March 26, 2014, where two Boston firefighters were killed from a fire that started by unpermitted and improper welding activity, all employees performing hot work must be trained by a Massachusetts state approved training program.
You need to review the definitions and terminology around this new requirement and make sure your current hot work permitting process is also up to code. Your local fire departments willnow be responsible for issuing permits to do hot work on a daily basis. There are some exemptions, but you need to prove exemptions and work with your local fire departments.
Let’s start with the simple definition of hot work.
Hot work is any work process that involves heat, spark, or flame that is capable of starting fires or explosions. Examples include, but are not limited to, welding, cutting, grinding, soldering,heat treating, hot riveting, torch applied roofing, abrasive blasting, and powder driven fasteners.
Does your current hot work internal permitting process include any of the following;
- A licensed professional in specialized code (ex: licensed plumbers, electricians, sheetmetal workers. Etc.)
- Working in a designed area that has been pre-approved by the fire or building officials.
- A minimum of a 30-minute fire watch after completion
- An annual permit from the fire department
- A permit authorized individual (PAI) who is also “qualified”
- Does your hot work permit include work location, type of hot work, the work to be done, the operator, duration, equipment, and controls to ensure safety?
- A clear definition of permitted vs. designated area
You should be reviewing your current hot work permitting process today. Make sure that you are up to date with the new hot work permitting requirements. Even if you said yes to all of theabove, you are still out of compliance, if your employees do not have a certificate from one of the two approved training programs. This training program, currently, cannot be done in-house.
Who must complete a training program?
A qualified person must provide documentation that he or she has successfully completed an approved training program in order to serve in any of these capacities:
- Anyone who performs hot work.
- Anyone who serves as a “Permit Authorizing Individual” (PAI) to perform, supervise or delegate hot work;
- Anyone who performs as a fire watch except fire department fire details.
- Anyone who needs a permit from the local fire department to conduct such work.
Approved Training Programs
The following training programs have been approved by the State Fire Marshal:
National Fire Protection Association (NFPA) – Hot Works Safety Certificate 1-Day Program
Gould Construction Institute Hot Works Training
Fire Safety Requirements in Massachusetts PDF download
Frequently asked Questions
By John Killam, President, MassMEP
Mark your calendar for two special events:
On Thursday, October 4, 2018, MassMEP will bring the latest manufacturing news and experts to Worcester to showcase the Manufacturing USA Institute’s technologies and show you the ins/outs of the future at The Future of Manufacturing Symposium.
We know that technology changes rapidly and you may not always have access to the latest information. We hope you already realize that MassMEP can help improve your employees’ skills and increase top and bottom line revenues for your business through our Workforce Strategies, and Growth Services. Now MassMEP can be your connection to the Manufacturing USA Institutes.
We want your business to succeed into today’s fast-changing manufacturing world. We are proud to present The Future of Manufacturing Symposium, the first regional event showcasing emerging technologies developed by the Manufacturing USA Institutes. Join us and discover the future technologies opportunities for U.S. businesses and education institutions.
Join manufacturing executives, researchers, developers, and educators as we explore relevant, timely topics affecting manufacturing in Massachusetts and across the globe.
Featured Speakers include:
- The Honorable Lieutenant Governor Karyn Polito
- Dean Kamen – Keynote Presentation – Founder, FIRST; President, DEKA Research & Development Co
Here is the full list of Speakers and Panel Topics
Panel discussions will focus on:
- Exploring the future manufacturing needs of emerging technologies
- Repurposing existing technologies to advance the mission of the Manufacturing USA Institutes
- Preparing for the future of manufacturing: Collaboration, Workforce Development, and New Technologies
- Cybersecurity and protecting your company
Additional topics covered include:
- Advanced Fabrics and Textiles
- Integrated Photonics
- Robotics for Manufacturing
- Flexible Hybrid Electronics
- Biopharmaceutical Manufacturing
- Cybersecurity Regulations
Space is limited—don’t delay! Register today.
Have questions? Contact Tricia Raynard at (617) 912-3800 or email@example.com
Also mark your calendar for this Manufacturing USA Institute event:
Inaugural WPI/QCC Integrated Photonics Symposium
Wednesday, October 3, 2018
9am-5pm, Rubin Campus Center, Worcester Polytechnic Institute
This will be an exclusive planning session for the WPI/QCC AIM Photonics LEAP facility with education, industry, and government representatives. Explore ways to facilitate SME’s engagement with the integrated photonics supply chain in New England area. Register today.
The latest news and information about Massachusetts manufacturing, workforce development, sustainability, lean methodologies, business development, and more — from your business partner, MassMEP.
- Innovative Growth SolutionsTransforming Vision into Reality 06/10/2019
- One on One: John Killam, president and CEO of the Massachusetts Manufacturing Extension Partnership 03/25/2019
- Five Questions With: Manny Jerome 03/21/2019
- Leader Effectiveness Training 02/21/2019
- WHAT DID YOU MISS IN SAFETY COMPLAINCE FOR 2018? 02/13/2019