Observations on just culture development for VNA
0 likes37 views
The document outlines the key components needed to successfully implement a Just Culture framework at Vietnam Airlines (VNA). It recommends that VNA produce: 1) An implementation plan covering the benefits of a Just Culture, legal requirements, management expectations, safety reporting processes, and benchmarks for success. 2) Policies and procedures to support the new Just Culture framework. 3) Adjusted safety statements, employee surveys, and management buy-in to demonstrate organizational commitment. 4) Training programs for managers, investigators, new/contract employees on Just Culture policies and safety reporting. 5) A communication plan and quality control measures to monitor progress over time as the new culture is adopted.
Observations on just culture development for VNA
- 1. 5Echo Amplifying Your Assets Initial Observations of Just Culture Development for Vietnam Airlines Paper presented August 2018 The frameworks selected are suitable for the task of providing a framework for VNA, although it was noticed that VNA also has a modified model which it intends to retain (see notes from feedback). However, the information provided from your desktop analysis (17 pages) covers the technical aspects of the project and I suspect the greater challenges to shifting to a Just Safety Culture will include the following as with other clients: • Production of an outline plan covering the following as a minimum: • The reason/benefits for moving to a Just Culture • The legal imperative of a Just Culture • Management expectations of adoption • Key components - includes SMS and Safety Reporting • The benchmarks for success • Technical aspects • Implementation strategy and schedule • Financial support - budget and major expenses • Changes required to key areas such as risk, investigations, reporting, discipline • Incentives (positive as well as punishment) • Required enhancements to technology • Points of contact - must include staff from every key area of service from HR to flight line. • Production of the Policies and Procedures to support a Just Safety Culture. This should be produced by VNA staff. • Adjusted safety statements to reflect a Just culture - printed and framed public statements supporting a Just Culture. • Ensuring a Just Safety Culture component is included in the employee culture questionnaire. • Demonstration of management ‘buy in’ - this initiative must be driven from the top and reflect in KPIs. • Change strategy for implementation - educating and implementing (posters, video, in meeting agendas etc over an extended period of time). • Implementation Plan - phased in over time. • Communication Plan for monitoring and reporting of the new Just Safety Culture. • Inserting Just Culture information into every single training course attended by VNA and related staff City House 36 Robinson Road #13-01 Singapore 068877 Tel: +60 16 66 66930
- 2. 5Echo • Training packages for: • Train the trainer - for those who will train and monitor the staff with safety related training duties. • Trainers. • Retraining of all management and staff who are required to investigate safety related matters. • Induction of new employees. • Induction and briefings for all contractors. • Continuation training - all staff (probably e-Learning with inbuilt assessment). • e-Learning. • Quality Control Plan including related measures to gauge progress/success, especially in the timely reporting of near misses and actions to correct them. Another major area to be measured are trends. How much of this work you are expected to deliver and how much needs to be addressed by VNA is probably the next discussion. In other client organisations that team to implement such a large cultural shift are not limited to those with Safety Management Responsibilities. Such experts are supported by people from all areas giving fresh insight into implementation challenges as well as safety incidents. It is our experience that unless the above foundation is completed (and is consistent) that the changes of a successful cultural shift are greatly reduced. Mark Dickson Executive Director 5Echo Inc 13th August 2018 Page 2