Downloaded from https://www.everyspec.com (8) Coordinate activities with their installation or garrison safety office. h. Army Civilian collateral safety personnel may be used to augment the safety organization. When used, they will— (1) Be appointed in writing on orders. (2) Have met or will meet the requirements of 29 CFR 1960.58— training of collateral duty safety and health personnel and committee members. (3) Give their safety duties proper priority. (4) Report directly to their unit commander/director on safety-related matters. (5) Coordinate activities with their supporting safety office. i.
Additional/collateral duty personnel will be authorized use of official time for participating in safety and occupa- tional health activities, including application of mishap risk management component of CRM, walk-around inspections, and other safety functions authorized by this regulation in support of their unit’s mission. j. Army safety offices will use a staffing model in accordance with DA Pam 385–10 to determine the optimum organization for achieving the mission. These models will be used to guide organizations and to aid in efforts to improve operations by analyzing how time is spent within an organization. 2–8. Safety and occupational health career field a.
The safety and occupational health career field is designated as Career Program (CP)–12. Included in this career field are: GS–0018, Safety and Occupational Health Specialists/Managers; GS–0690, Industrial Hygienists; GS–0640, Industrial Hygiene Technicians; GS–0803, Safety Engineers; GS–1306, Health Physicists; GS–1815, Air Safety Investi- gators; and GS–1825, Aviation Safety Inspector. The functional chief for career field CP–12 is the DASA (ESOH). b. The Assistant for Safety to the DASA (ESOH) is the Career Program 12 functional chief representative and serves as the functional chief’s principal advisor.
Responsibilities of the functional chief representatives include— (1) Establish CP–12-unique requirements on recruitment, selection, promotion, training and development, and retention. (2) Provide advice on career management. (3) Identify the core competencies and supporting skills and knowledge that members of the career field must be able to perform and develop with the USACR/SC training and developmental requirements and opportunities to provide these competencies, skills, and knowledge. (4) Establish programs to identify training and developmental needs, and provide resources to meet these needs. (5) Establish and chair career planning and program boards.
(6) Request career program funding necessary to provide trained and qualified safety and occupational health professionals to meet the requirements of the Army. c. Personnel assigned to perform the safety and occupational health (CP–12) functions will meet the requirements for these positions established by the OPM and the Army personnel office. Section III Safety Program Evaluation 2–9. Performance indicators Indicators will be developed by each safety organization based on their strategic goals, strategic plan, mission, and regulatory guidance to measure how effectively their organization’s safety program is performing.
It is not the intent of this regulation to mandate performance indicators for general use but to require the development of specific measures tailored to the needs of each organization’s safety program in accordance with guidance provided in DA Pam 385–10. 2–10. Metrics Metrics will be developed for each safety program in accordance with guidance provided in DA Pam 385–10. a. These metrics will include both quantitative and qualitative measures that will provide the proponent of the program, as well as outside agencies, a means of evaluating the program.
Examples of metrics that may be applied to safety are rate of accident occurrence, severity and cost, compliance with reporting requirements, corrective action tracking mechanism, regular work site walk-through inspections for safety, employee training program, management solicitation, and use of and feedback of employee comments. b. Each safety organization will determine the metrics most appropriate to measuring the effectiveness of their safety program. c. Data for each metric must be recorded and reviewed with the commander as part of the commander’s regular oversight process. d. Statistical methods are used, such as Six Sigma, when possible to measure effectiveness.
18 AR 385–10 • 23 August 2007