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Goal Development and Deployment Process

Happy New Year!  It is that time of year where we sit down and start or finalize goals for the coming year.  I felt it important to share with you a process whereby you can easily identify, develop and deploy environmental, safety and health goals.  The Goal Development and Deployment Process provides the necessary structure for identifying specific actions, responsibilities, success measures and completion schedules required to successfully attain identified goals.  Should you have questions, require further information or need assistance in performing this process, please do not hesitate to contact our office at 281.408.4262.  We wish you much joy and prosperity this year.

The ES&H Goal Development and Deployment Process is a team effort requiring coordination from Senior Management and each of the Company’s areas and departments.  Specific roles and responsibilities for key groups and individuals in the Process include:

Senior Management

  • Develop clear, relevant and challenging ES&H goals, targets and performance measures.
  • Assign the ES&H staff to coordinate implementation.
  • Communicate and hold areas accountable for the achievement of the goals.
  • Monitor on a quarterly basis, an area’s progress towards the goals.
  • Review on an annual basis, the effectiveness of the Goal Development and Deployment process.
  • Recognize and reward achievement.
ES&H Staff
  • Lead the development and introduction of area ES&H goals, targets and performance measures in conjunction with Senior Management.
  • Coordinate implementation of the ES&H goals, advocating the use of the ES&H Goal Development and Deployment process.
  • Facilitate reporting of goals and measures status with standardized procedures, graphs and forms.
Compile and analyze chronic issues, best management practices and business and partner requirements.
  • Communicate achievements and area difficulties with goals achievement.
Area Management
  • Develop and deploy ES&H goals to area level groups in conjunction with the ES&H support staff.
  • Assign responsibility to coordinate area implementation.
  • Communicate and hold areas accountable for the achievement of the goals.
  • Monitor and review on a monthly basis, area progress towards the goals.  This will provide points of measurement that will allow more opportunity to implement additional corrective action if necessary.
  • Recognize and reward area level achievement.
  • Report area progress on the goals to Senior Management.
Line Supervision
  • Develop and deploy ES&H goals to local area or project in conjunction with ES&H staff.
  • Coordinate and assign committee or designated person to coordinate implementation.
  • Implement ES&H tools to monitor progress of action plans.
  • Monitor and review on a quarterly basis local progress towards the goals.
  • Recognize and reward local achievement.
  • Report progress on the goals to Area Management.
Identification of ES&H Goals, Targets and Performance Measures
Annually, Senior Management and ES&H Staff review current ES&H Goals, Targets and Performance Measures and revise accordingly for the coming year.  Likewise, Area Management is required to review their performance against the Company’s marks, and area goals, targets and performance measures previously established and make revisions for the coming year, if applicable.
During the review, the following information is used to determine appropriate advances:
  • The ES&H Policy Statement
  • The Previous Year’s Goals and Targets
  • Performance Matrices and Trends
  • Identified Chronic ES&H Issues and Best Management Practices
  • Prepared Lists of Current Regulatory Requirements
  • Current ES&H Cost Accounting Information
Goals will be communicated to all levels of the organization using several means including ES&H Goal Development and Deployment Process presentations.
Identification of Chronic Issues, Best Management Practices, and Business, Partner and Regulatory Requirements
 
Examine past and current performance.  Compile past and current performance data from the ES&H tools to discover opportunities for new and sustained improvements.  The more detailed the information, the easier it is to identify specific performance trends.  Begin with results for the previous year’s performance measures.
Organize this data for review and note any identifiable trends, barriers or developments.  A lack of data in one of the given areas is in itself an area for improvement.  Where insufficient data exists, a baseline needs to be established as part of the coming year’s action plans.  Target improvement opportunities, based upon the data, include:
  • Chronic issues.
  • Best Management Practices.
  • Business, partner and regulatory requirements.
Develop Action Plans and Their Supporting Elements
 
Develop action statements that respond to each of the items just identified.  Action plans are underpinned by supporting tasks, persons, or groups assigned those responsibilities, agreed measures of success, targeted completion dates and incremental reports on overall progress.  Supporting tasks encompass actions, training, communication, review or any other items believed necessary to represent a detailed plan for realizing the high-level action.
Communication of Achievements
 
Global communication of past and current goals status and performance measures is vital to the implementation and continuous improvement of a company’s ES&H Management System.
Reports may take the form of prepared graphs for each performance measure.  They may also be referenced milestones detailed separately.  In any case, the communication must be consistent with the goals or performance measures, clearly stating the progress made, and remain current to be effective.

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