and incentivize employees not only to recognize safety concerns,
but also take it a step further to correct safety concerns and
report them.
Continuous research and implementation of
advanced technologies
The Deep Foundations business unit is continuously researching
new technologies, piloting them and sharing them within
the other business units of the company. Some of the these
include man-machine proximity interface RFID technology for
equipment swing radius; a real-time web-based incident and
audit reporting platform; and employee training credential
cards with QR reader technology.
“Our Deep Foundations business unit also has multiple
safety incentive programs that are tailored to our projects and
that recognize our employees at the craft level,” said Bennett.
“Another great thing about our incentive programs are that
they are personal in a way that provides our employees or
project teams with the opportunity to either choose or vote
on the reward. Essentially, there are three levels—Jobsite,
Organizational and Corporate.”
For instance, the Jobsite level consists of the following areas:
• On the Spot/Hazard Recognition: This is intended for craft level
employees and awarded by safety and supervision. Employees
are encouraged to accentuate the positive as they see it.
That is, someone exhibiting Cajun culture, a good attitude or
working safely. At the same time, employees are encouraged
to recognize conditions or behavior that could pose a risk.
The employee takes to time to mitigate or correct along with
proper documentation of the event. Rewards include gift cards
to various restaurants or retail stores, Cajun “swag” hats and
shirts, Yeti cups, etc.
• Crew of the Week: This is intended for craft level employees
and awarded by safety and supervision. Crews are rewarded
based on the highest overall safety audit score for that week.
Rewards include gift cards and Cajun “swag” as well as lunch
or breakfast provided to the crew.
• Monthly Safety Lunch: Intended for craft level and management
level employees, the crew receives lunch in recognition for the
effort that was put forth in regard to safety performance.
• End of Job: Intended for craft level employees, the project team is
incentivized based on safety performance, which includes overall
safety audit scores averaged with overall pre-task plan grading
scores. The project team votes on the incentive award that could
include power tools, outdoor cookers, hunting/fishing gear, iPads
or big screen TVs. There are also chartered fishing trips that
include both craft and management level employees.
At the Organizational level, there are separate incentives.
For example:
• Build a Rig Program: This is based on quality of hazard recognitions,
where stickers are facilitated. If the employee receives six
stickers – a silhouette of a crane, tracks, body, boom, leads or hammer
– the employee receives a die-cast model of a crane or drill rig.
• Paid Day/Week Off: Quality hazard recognitions are voted on in
the main office. The employee who submits the largest number
of highest quality hazard recognitions throughout the quarter
receives a paid day off. Similarly, the employee who submits the
largest number of highest quality hazard recognitions throughout
the calendar year receives a paid week off.
And finally, the Corporate level incentives consist of the following:
• Corporate Hazard Recognition Program: Quality hazard recognitions
are voted on in the main office at the corporate level.
The winners are recognized in the company quarterly newsletter
that is mailed out all employees. The winners also receive a
monetary prize based on their ranking.
“We are consistently recognized by our clients, industry organizations
and trade groups for our top-tier safety performance and
dedication,” said Normand. “When most people are asked what
sets Cajun apart from our peers, the response is almost unilaterally
our safety culture. We are proud to work for a company that values
its people above all else.” t
SAFETY
“ When most people are asked
what sets Cajun apart from
our peers, the response is
almost unilaterally our safety
culture. We are proud to work
for a company that values
its people above all else.”
– Chris Normand, Cajun Industries
116 | EDITION 6 2019 www.piledrivers.org
/www.piledrivers.org
