Building trust and confidence in laboratory ES and H policy and practices

Graf, J.

Los Alamos National Laboratory

关键词: Decision Making;    Management;    99 General And Miscellaneous//Mathematics, Computing, And Information Science;    Recommendations;    Lanl;   

DOI  :  10.2172/765953
RP-ID  :  LA-SUB-00-83
RP-ID  :  W-7405-ENG-36
RP-ID  :  765953

美国|英语

来源: UNT Digital Library

【 摘 要 】

This report describes a successful pilot event among LANL employees that can see as a model for employee involvement and community input. The conference was designed to begin building trust and confidence in Laboratory policy and practices in the area of Environment, Safety, and Health (ES and H). It represents a concrete step toward fostering better relationships among Lab employees and creating a new, innovative approach to communication that can also be used to build trust in the larger community. Based on the proven methods of the National Issues Forums and the Jefferson Center Citizen Jury Process, this conference enabled management to learn more about the thoughts and advice of LANL employees, During the course of the day, a random sample of Lab employees representing the LANL workforce learned about issues of health, safety and the environment, and some of the options available to increase trustworthiness in these areas. These Employee Advisors then discussed the options at some length and presented recommendations to senior Lab managers in the role of Decision Makers. At the end of the day, the participants offered their reflections and discussed what they learned during the conference, and Decision Makers responded to what they heard. The most common view expressed by the Employee Advisors was that a bottom-up approach was necessary to develop more relevant ES and H policies. They were unanimous in their desire for more employee inclusion into the decision making process. All Employee Advisors were in support of a Lab wide survey to determine employee concerns about ES and H issues. After listening to the deliberation, the Decision Makers responded with several commitments. The most significant was the pledge to meet with Employee Advisors by the end of February to discuss the status of their recommendations on ES and H policy and practices. The ensuing follow-up meeting explored employee concerns in greater depth resulting in forward-looking action steps toward a vision of trust and confidence. The conference and follow-up meeting prompted ES and H management's decision to initiate positive change.