Aspects affecting department

Reporting

Communication

Feedback and level of interaction

Decision making and authority

Implementation

Time frame

Level of involvement

accountability of responsible personnel

Enforcement/ monitoring and tracking

enforcement work culture/company policies

Risk vs adherence to process/ policies

Rules of engagement for monitoring
Corrective action

Reactive

consequences of no action

where to draw the line for migrating circumstances

Description Risk Rating
Reporting

1, difficulty in expressing urgent and mandatory work to

reach intended out comes.
2, Capturing peoples attention to establish understanding.
3,staff Ignoring important information sent via email , or no
response

1,Expectation are to high based the position people are in to

provide feedback and answers, completion of tasks, which
leads to work not being done increasing frustration and
demotivation
2,Regular interaction from management required as SHEQ as
no authority over other departments.
3,Meetings for work is never held on time, which wastes
time.

1, SHEQ department as no authority over other departments.

This means that managers of the department are required to
pass instructions and make decisions for there department;
however issues arise as follows
Managers do not relay the message. Resulting in delay in
work, Further problems arise if you approach supervisors
directly.
Or the response is I don't take instructions from you

Implementation

agreed time frames are not followed due to mitigating

circumstances

rules and regulation and best practice is not taken seriously,

Action items and tasks are done last minute for the sake of
submission,
too many loop wholes to hold people accountable for there
actions or deviation from process - its too easy to pass the
buck to the next person

Enforcement/ monitoring and tracking

Ego's and entitlement based on service history and

relationships suppresses work culture, which leads to policies
and procedures not being followed, and when corrected
people get defensive or they feel attacked

Enforcing compliance in many instances is prevented due to

risk of business continuity in terms of day to day function.
No set requirements for monitoring to hold people
accountable for there actions or not following process when
implemented
Corrective action

Actionable items and prevention item are only followed and

adhered to when MD gives instruction - the wait and lets see
approach is frustrating or ill only do it when MD asks for it

When tasks are allocated and time frames agreed upon in

writing or email correspondence exists, and tasks are not
completed. There are no consequences for the actions. Just
an extended time frame until the work get done

All positions have there challenges; the issue arises when

staff say they have reported an issue but there is no
resolution, and are forced to work around the system. It
becomes a further issue when these items become part of
the norm.
corrective action

1- Read more
2 - make things simple for people to understand.
3 - indicate a reply time frame on urgent and
important items. If they don’t provide feedback
confront them about it.

1- don’t expect much from them, and have a back up

plans for when items are not done
2- MD to provide written authority to hold people
accountable for not doing what they have agreed to
do
3- when people are late for the meeting cancel it after
10mins and walk away

Stop accepting mitigating circumstances as answers

and hold them accountable via NC or disciplinary
action

New method of implementation with reviews, and

making people sign off responsibility documents of
what is required

Stop accepting mitigating circumstances as answers

and hold them accountable via NC or disciplinary
action
send out frequency of inspection and what is required
via training. That way there is no excuses will be
accepted when things were not done.

Stop accepting mitigating circumstances as answers

and hold them accountable via NC or disciplinary
action

Stop accepting mitigating circumstances as answers

and hold them accountable via NC or disciplinary
action

Stop accepting mitigating circumstances as answers

and hold them accountable via NC or disciplinary
action