HR-Survey > Employee Opinion > Dimensions

Survey Questions: Safety

Definition: Safety is the coordinated practice of leading, developing, and sustaining systems that protect people by establishing clear expectations, creating new safety initiatives, and ensuring employees and leaders actively support and participate in safety programs. It requires continuously assessing work practices and environments, conducting inspections and audits, documenting findings, and communicating standards so risks are identified early and addressed through effective implementation, compliance, and corrective action. Safety also depends on building capability--evaluating training needs, providing instruction, modeling participation, and ensuring employees have the knowledge, equipment, and resources to work safely across all conditions, including hazardous materials and emergency scenarios. Ultimately, Safety is a collaborative, organization‑wide commitment to promoting safe behavior, investigating incidents, improving systems, mitigating hazards, and preparing for disaster recovery so every employee can work in a safe, healthy, and resilient environment.

Questionnaires with the dimension Safety:
Example 1 (5-point scale; numbers; NA)
Example 2 (7-point scale; radio buttons)
Example 3 (4-point scale; radio buttons)
Example 4 (5-point scale; radio buttons)
Example 5 (5-point scale; words)
Example 6 (Pulse Survey)
Example 7 (5-point scale; item comments)
Example 8 (3-point scale; words; N/A)
Example 9 (4-point scale; numbers)
Example 10 (Comment boxes only)
Example 11 (Single rating per dimension)
Example 12 (Slide-bar scale)

Leadership/Management

Leadership/Management dimension focuses on executing, sustaining, and operationalizing the safety systems that already exist within the organization. It emphasizes running the day-to-day structure of safety: holding regular safety meetings, assigning safety officers, ensuring supervisors support company initiatives, allocating resources, and aligning people and processes with zero-injury goals. These behaviors are about maintaining momentum, reinforcing expectations, and ensuring that safety programs, policies, and committees function reliably and consistently across the organization. In short, Leadership/Management is about leading the current safety system and ensuring it works effectively in practice.

My supervisor aligns people, processes, and practices to advance zero-injury goals.
My division requires all supervisors to support the company safety initiatives.
Leaders conduct regular safety and health meetings.
Managers conduct daily/weekly/monthly safety meetings with employees.
My manager supports safety programs and procedures.
My supervisor is committed to safety in the workplace.
Employees at the company support our company's safety programs.
Our team leader serves on safety and health committees.
The project leader establishes policies and procedures for the safety, health, and environmental program.
My department fosters an organizational culture that promotes health and safety.
Our department assigns team members to the safety leadership role.
My manager commits adequate resources toward safety measures.
The project manager assigns safety officers for the team.

Development

Development focuses on creating, shaping, and improving the safety system itself. It involves designing new safety initiatives, developing guidelines, defining safety roles, building a sustainable safety culture, and incorporating employee feedback into policies and programs. These behaviors emphasize innovation, long-term improvement, and collaborative design--crafting zero-injury or zero-incident policies, developing departmental safety programs, and giving employees a voice in shaping safety expectations. Development is about building the future state of safety, ensuring the organization evolves, strengthens, and continuously improves its safety culture and infrastructure.

Our team has developed an excellent safety program for workers.
My manager listens to employees and receives their feedback regarding safety issues and concerns.
The supervisor creates and implements a zero-incident policy.
Leaders develop safety guidelines for the workplace.
My manager creates and implements a zero-injury policy.
The supervisor gives employees a say in the creation and implementation of safety policies and procedures.
Supervisors develop a strong safety culture.
The project lead develops safety guidelines for the department.
My manager develops a sustainable safety culture.
Our department develops a culture of safety.
Our department has developed an effective safety program.
My supervisor develops a safety program for the department.
My manager defines the role of safety officers.
My General Manager creates new safety initiatives.

Safety Review/Analysis/Inspections

Safety Review/Analysis/Inspections focuses on examining the work itself--the tasks, behaviors, equipment, and conditions employees interact with every day. It is hands-on, observational, and operational, involving activities like job safety analyses, worksite walkthroughs, identifying safety needs, evaluating risks, and conducting follow-up inspections after incidents. The goal is to understand what is happening in the workplace right now, spot hazards or unsafe practices, and determine where immediate improvements are needed. In short, this dimension is about evaluating day-to-day operations to identify and correct safety issues at the source.

The team leader identifies safety problems.
My manager identifies and addresses safety needs.
My team performs a safety analysis of jobs in the department.
The project manager evaluates risk and prioritizes needs.
My manager conducts follow up safety inspections after critical incidents.
The department head conducts a job safety analysis of positions in the department.
My supervisor conducts regular worksite assessments to determine safety needs.
Managers create accurate and effective measures of safety.
My department assesses current employee practices to determine where safety improvements are needed.
Supervisors investigate the safety and health measures needed to advance and support the strategic plan of the department.
Supervisors conduct safety, health, and environmental inspections to ensure compliance with operating standards.

Auditing

Auditing focuses on evaluating the safety system as a whole--its policies, programs, performance, and compliance over time. It is more formal, structured, and data-driven, involving trend analysis, reviewing incident and near-miss data, benchmarking against industry peers, and conducting program-level audits to ensure regulatory and internal standards are met. Rather than examining individual tasks or worksites, auditing looks at whether the organization's safety processes are effective, consistent, and aligned with expectations. In short, this dimension is about assessing the overall performance and integrity of the safety program, using analytics and systematic review to identify gaps and drive long-term improvement.

My supervisor benchmarks the organization's safety performance against peer companies in the industry.
My team determines which safety issues require immediate attention.
My manager conducts audits to ensure compliance with safety standards and regulations.
Managers monitor for safety incidents and accidents.
My manager reviews incident and near-miss data to identify environmental factors contributing to risk.
Employees at the company use data and analytics tools to keep track of trends.
My division monitors safety performance of departments.
My department conducts a formal audit of the safety program.

Implementation

Implementation dimension is about putting safety into action--the concrete, observable steps that translate standards into daily practice. It includes applying best-practice methods, integrating safety into policies and equipment design, providing materials and PPE, acting on employee recommendations, and ensuring that safe behaviors actually occur in the workplace. Implementation is execution-focused: it changes processes, equips people, and embeds safety into how work is performed.

Colleagues practice safety in the workplace.
The company applies industry best practices to strengthen the organization's safety programs.
Our department provides employees with proper safety equipment and supplies.
Our department provides employees with handouts and booklets regarding proper safety practices.
Our manager integrates safety considerations into the design and development of policies, procedures, and equipment.
The supervisor implements incentive plans to improve safety in the workplace.
My manager implements safety recommendations from employees.
The members of my team integrate recognized best practices into the design and operation of safety programs.
Our department implements evidence-based safety practices to improve program effectiveness.

Awareness

Awareness is about understanding, recognizing, and promoting safety expectations. It reflects a manager's knowledge of OSHA and company guidelines, their ability to communicate standards, and their role in fostering a culture where people understand why safety matters. Awareness is cognitive and culture-oriented: it ensures people know the rules, appreciate their importance, and stay mindful of safety expectations before any action is taken.

Leaders encourage a thorough understanding of safety standards across the organization.
Managers listen to what employees have to say about safety issues.
My department raises organizational awareness of required safety standards.
Managers are familiar with OSHA safety regulations and policies.
My supervisor is aware of important safety guidelines and procedures.
My manager is aware of, and follows, OSHA safety guidelines.
The project manager champions safety standards and fosters a culture of awareness and compliance.
The project manager is aware of all company safety guidelines.

Documentation

Documentation focuses on capturing, organizing, and preserving accurate safety information so the organization has a reliable factual record of what has occurred and how safety performance is trending. It includes recording incidents, tracking losses, documenting compliance, summarizing safety-meeting discussions, and analyzing data to identify patterns or opportunities for improvement. The emphasis is on accuracy, completeness, and consistency--creating the official evidence base that supports decision-making, accountability, and long-term prevention strategies. In short, Documentation is about building and maintaining the safety record.

Our team documents compliance with safety standards and regulations.
The supervisor creates detailed summaries of issues discussed in safety meetings.
The project manager tracks and evaluates the financial, operational, and safety impacts of accidents to inform prevention strategies.
Supervisors measure safety performance over time.
The manager diligently records all safety incidents.
My manager monitors, documents, and analyzes losses resulting from workplace accidents to identify trends and improvement opportunities.
Coworkers maintain accurate records regarding safety incidents and accidents.
Coworkers in my department keep track of losses due to accidents.
Colleagues keep accurate safety records.

Communication

Communication focuses on sharing safety information with the right people at the right time so employees, supervisors, and leaders understand expectations, risks, progress, and outcomes. It includes explaining safety standards, delivering briefings, reporting investigation results, updating stakeholders on safety goals, and reinforcing the importance of training and hazard-mitigation strategies. The emphasis is on clarity, timeliness, and tailoring messages to different audiences to influence behavior and strengthen the safety culture. In short, Communication is about using information to guide people and drive safe action.

My manager informs employees of progress toward safety goals.
Managers communicate safety standards clearly and consistently to employees.
Supervisors inform senior management of the status and efficacy of safety programs.
Our team provides safety guidelines for employees.
Supervisors communicate the importance of safety training as part of overall organizational performance.
My supervisor informs management of progress regarding the implementation of safety programs.
My manager communicates investigation outcomes to relevant stakeholders to support organizational learning.
My team leader communicates the safety program's policies and procedures to employees.
The project leader prepares formal safety reports for distribution.
The supervisor communicates hazard-mitigation strategies clearly and consistently.
My department includes regular safety briefings during meetings.

Training Assessment

Training Assessment focuses on the diagnostic and planning side of safety training. It involves identifying gaps in employee knowledge, analyzing incident trends, tailoring training to different roles or risk levels, setting training goals, and evaluating whether past training was effective. This dimension is about understanding what training is needed, why it's needed, and how it should be structured to address real risks and performance gaps. In short, Training Assessment is about designing and refining the training strategy so it aligns with organizational needs and safety priorities.

My manager collaborates with supervisors to determine specific training needs for high-risk tasks.
Our department monitors training participation and completion rates to ensure coverage of critical safety topics.
My manager sets training goals for the department/organization.
My division tailors training approaches to the needs of different roles, experience levels, or work environments.
Supervisors prepare effective safety training materials.
The project manager evaluates the effectiveness of safety training through observation, feedback, and performance data.
The supervisor assesses training needs before suggesting safety training.
Managers promote a learning culture by encouraging employees to seek out safety training opportunities.
The company integrates lessons learned from incidents into future training plans.
Managers identify gaps in employee safety knowledge and adjust training plan accordingly.
Our department reviews incident trends and uses findings to refine training priorities.

Provides Training

Provides Training focuses on the delivery and execution of safety training. It includes teaching employees technical safety skills, conducting orientations, demonstrating proper procedures, ensuring everyone receives required instruction, and providing hands-on guidance with equipment or PPE. This dimension is about doing the training--communicating content clearly, coaching employees, and building practical capability. In short, Provides Training is about delivering the training effectively so employees can perform their work safely and confidently.

My supervisor provides technical skills training for safety.
My team leader provides expert instruction on technical safety practices and equipment use.
Managers gather necessary training materials to administer comprehensive safety orientation/training.
Our team delivers technical safety training to employees.
Leaders guide staff in developing the technical skills needed to perform task safely and efficiently.
My manager ensures all employees receive adequate training on safety procedures.
The supervisor provides training on how to properly use personal protective equipment (PPE).
My department designs and delivers effective health and safety training programs.
My manager provides effective safety and health training to new employees.
The supervisor ensures employees are properly trained.
The project manager provides instruction on essential safety skills and procedures.
The company builds workforce capability by developing employees' technical safety skills.

Participates in Training

Participates in Training focuses on the behavioral and cultural side of safety training--how employees and leaders personally engage with learning. It reflects enthusiasm, active involvement, and a willingness to apply training on the job. This dimension highlights behaviors like attending sessions, staying current on new offerings, modeling a positive attitude, encouraging others to participate, and reinforcing that training is essential to job performance. In short, Participates in Training is about showing up, engaging fully, and fostering a culture where learning is valued.

My coworkers stay current on new safety training offerings and regularly participate in training.
My team reinforces expectations that safety training is essential to job performance.
My team leader ensures employees participate in the safety training process.
My coworkers demonstrate full engagement during safety training sessions and apply learning on the job.
Our department participates in safety training when offered.
Coworkers complete required safety training programs.
My supervisor models a positive attitude toward safety training, encouraging others through example.
Our team participates in safety training.
My manager encourages others to attend safety training.

Compliance

Compliance focuses on the oversight, enforcement, and regulatory side of safety. It reflects a manager's responsibility to ensure employees meet legal, policy, and certification requirements, follow safety regulations, and correct issues when standards are not met. This dimension emphasizes verification, accountability, and adherence to established rules--ensuring certifications are completed, policies are followed, and corrective actions are executed. In short, Compliance is about making sure the organization meets its safety obligations and operates within required standards.

My manager ensures compliance with safety policies.
Leaders ensure employees successfully complete required training and certifications.
Our team ensures compliance with safety practices.
The company ensures that all supervisors are aware of regulatory and compliance measures.
My supervisor ensures compliance with safety regulations.
Our department executes a plan of action to correct safety issues.
My manager ensures employees are certified according to federal regulations/standards.

Collaboration

Collaboration is about working with others to strengthen safety systems, solve problems, and ensure compliance. It emphasizes partnership, coordination, and shared responsibility across internal teams (like facilities, engineering, HR, and safety committees) and external stakeholders (such as auditors, insurers, and regulatory inspectors). These behaviors focus on jointly evaluating safety practices, addressing environmental or procedural concerns, improving PPE compliance, and involving employees directly in safety program design and execution. In short, Collaboration is about building relationships and leveraging collective expertise to improve organizational safety performance.

Leaders collaborate with facilities, maintenance, or engineering teams to address environmental safety concerns.
My department collaborates with safety committees or supervisors to improve ppe compliance.
The project lead collaborates with external auditors, regulatory inspectors, and insurance representatives to review safety practices, verify compliance, and reduce organizational risks.
My manager consults with Human Resources regarding employees on workers compensation.
Our department coordinates with external auditors and insurance risk consultants to assess organizational safety practices and ensure compliance.
My manager collaborates with external auditors and insurance loss-control specialists to evaluate and improve safety practices and procedures.
The team leader includes employees in multiple aspects of the safety program.
My division works with external auditors and insurance representatives to review safety practices and procedures.
Our department works with insurers to routinely conduct loss-control inspections, risk assessments, or site visits to evaluate safety performance and recommend improvements.

Promoting Safety

Promoting Safety is about influencing attitudes, shaping culture, and encouraging safe behavior across the organization. It focuses on communication, motivation, recognition, and consistent reinforcement of zero-injury goals. These behaviors include publishing safety information, pointing out unsafe behaviors, encouraging corrective actions, recognizing safe performance, and championing a culture where training and participation are valued. In short, Promoting Safety is about advocating for safety, keeping it visible, and inspiring others to prioritize it in their daily work.

The members of my team strive to create a culture that encourages employee participation in safety measures.
My department encourages employees to implement corrective safety measures.
Our department promotes a culture where safety training is valued and prioritized.
The supervisor encourages others to work safely.
Managers publish information regarding safety initiatives.
My supervisor promotes practices that support a zero-injury workplace.
Our team emphasizes the importance of safety.
Our manager recognizes teams with the fewest safety incidents.
The company integrates safety-focused strategies that contribute to a zero-injury work environment.
My manager advances initiatives aimed at achieving a zero-injury work environment.
My team leader champions a zero-injury culture through consistent communication and action.
My manager points out behaviors in others that may be unsafe.

Accident Investigations

Accident Investigations focuses on understanding what happened after an incident or near-miss by examining evidence, interviewing witnesses, identifying human and system factors, and determining root causes. It is analytical, retrospective, and methodical--centered on reconstructing the sequence of events, distinguishing between immediate and underlying causes, and recommending corrective actions to prevent recurrence. This dimension is about disciplined inquiry, objective fact-finding, and creating an accurate picture of why an incident occurred.

The safety supervisor assesses the role of training, supervision, and workload in incident causation.
Our team investigates the root causes of safety incidents.
Managers investigate mishaps for human errors of omission or commission.
Our manager recommends corrective actions based on investigation findings to prevent recurrence.
The supervisor conducts accident investigations as needed.
My manager reviews equipment, procedures, and environmental conditions that may have contributed to the incident.
My team leader promotes a no-blame approach that encourages honest reporting and thorough investigation.
Our department conducts critical incident reviews as needed.
My manager interviews employees and witnesses involved in an accident to understand the sequence of events.
My division determines when and where safety incidents occur.
My safety officer collects and preserves evidence from incident scenes to support accurate analysis.
I know how to distinguish between immediate causes, contributing factors, and underlying system failures.
The safety supervisor encourages reporting of near-misses and minor incidents to identify risks early.

Improving Safety

Improving Safety focuses on preventing incidents before they occur by strengthening systems, behaviors, and practices across daily operations. It is proactive, continuous, and forward-looking--encouraging employees to question unsafe conditions, adopting best-practice strategies, integrating proven safety methods into routine work, and using data (including near-misses and loss trends) to drive ongoing improvements. This dimension is about building a safer environment through everyday actions, timely issue resolution, and a culture that actively reduces risk rather than reacting only after an incident.

Our department performs work safely.
Our department reduces accidents through proper safety management.
Our team provides feedback to training developers to enhance the relevance of safety programs.
The members of my team incorporate proven safety methods and standards into daily operations and program planning.
My manager addresses safety issues in a timely manner.
Coworkers in my department seek to reduce the likelihood of accidents.
My team drives the adoption of best-practice safety strategies to enhance organizational safety performance.
Our department identifies "near miss" incidents.
The supervisor encourages employees to report hazards and participates in resolving them quickly.
The members of my team use loss data from workplace accidents to drive evidence-based safety improvements and reduce future risks.
Coworkers are not afraid to question a potential safety issue observed in the workplace.

Personal Protective Equipment

Personal Protective Equipment (PPE) focuses on protecting the individual worker by ensuring they have, use, and maintain the gear required to reduce exposure to hazards. This dimension is equipment-specific and behavior-specific: it involves providing the right PPE, ensuring proper fit, training employees on correct use, verifying consistent compliance, and replacing or maintaining PPE as conditions change. The emphasis is on the last line of defense--what workers wear or use when hazards cannot be fully eliminated.

The supervisor evaluates whether PPE requirements remain appropriate as tasks, equipment, or hazards change.
Our department ensures employees have access to personal protective equipment (PPE).
My manager addresses improper or inconsistent PPE use promptly and constructively.
My manager ensures that personal protective equipment (PPE) is properly fitted for the individuals.
Our department verifies that employees consistently wear required PPE during all applicable tasks.
Supervisors observe work practices to ensure PPE is used correctly and at the appropriate times.
The supervisor implements processes to ensure PPE is inspected, maintained, and stored properly.
Managers ensure personal protective equipment (PPE) is available for all employees.
The supervisor ensures damaged or worn PPE is replaced immediately to maintain protection.
My team leader trains employees on how to use personal protective equipment (PPE).

Work Environment

Work Environment focuses on shaping and maintaining the physical conditions of the workplace so hazards are minimized or removed before PPE is even needed. This dimension is environmental and systems-oriented: it includes identifying and removing obstacles, maintaining cleanliness, monitoring lighting and ventilation, ensuring ergonomic setups, keeping exits and pathways clear, updating signage, and correcting unsafe conditions promptly. The emphasis is on engineering and administrative controls--designing a workspace that is inherently safe.

Managers ensure employees have a clean work environment.
My manager recognizes workplace hazards.
Coworkers in my department identify and remove obstacles or clutter that could create unsafe conditions.
The supervisor ensures equipment, tools, and workstations are arranged to minimize risk and support safe operations.
Our team creates a safe ergonomic work environment.
My department conducts regular walkthroughs to assess the safety of the work environment.
The members of my team respond promptly to report of unsafe conditions and take corrective action.
Our department mitigates hazards and safety issues that arise at work.
Coworkers identify predictable hazards in the workplace.
My team leader ensures others are able to work safely.
My team leader verifies that safety signage, labels, and warnings are visible and up to date.
Our team monitors the workplace to ensure corrective actions remain in place and are effective.
The supervisor ensures emergency exits, pathways, and safety equipment remain accessible at all times.
My supervisor monitors environmental conditions (lighting, noise, temperature, ventilation) to ensure they support safe work.

Hazardous Materials

Hazardous Materials focuses on the specialized risks, equipment, and procedures associated with handling, storing, and maintaining dangerous substances. This dimension is technical and compliance-heavy: it involves maintaining materials-handling equipment, keeping Safety Data Sheets current, ensuring employees are properly trained to work with hazardous substances, and promptly addressing equipment issues that could create exposure risks. The emphasis is on managing the unique hazards created by specific materials--chemicals, fuels, biological agents, or other regulated substances--and ensuring the equipment and processes surrounding them remain safe and reliable.

The team leader establishes and manages maintenance processes that keep materials-handling equipment safe and dependable.
My manager conducts regular inspections and maintenance to keep materials-handling equipment fully operational.
The supervisor identifies and addresses equipment issues promptly to maintain safe materials-handling operations.
My team maintains materials-handling equipment to ensure it remains in safe, reliable working condition.
My supervisor provides hazardous materials training as needed.
The department head ensures all employees handling hazardous materials are properly trained.
My supervisor maintains current materials safety data sheets.
My manager provides access to information on HAZMAT materials and materials safety data sheets.
Coworkers in my department monitor and service materials-handling equipment to prevent failures and safety hazards.

Incident/Hazard Mitigation

Incident/Hazard Mitigation focuses on identifying, reducing, and eliminating hazards of any kind across the entire workplace--not just those tied to hazardous materials. It includes recognizing unsafe behaviors, responding to reports of unsafe conditions, conducting hazard assessments, updating controls as risks evolve, and implementing corrective and preventive actions. This dimension is broader and more systemic: it applies to slips, ergonomic risks, equipment issues, behavioral risks, environmental hazards, and more. The emphasis is on preventing incidents before they occur by reducing overall risk, strengthening controls, and promoting shared responsibility for hazard identification and mitigation.

My manager uses corrective and preventative actions to keep employees safe.
Coworkers respond promptly to reports of unsafe conditions and resolve them effectively.
My supervisor conducts hazard assessments to determine the level of risk and appropriate mitigation strategies.
My manager addresses unsafe behaviors through coaching, feedback, and reinforcement.
The department head develops and updates hazard-control procedures as new risks emerge.
Our department evaluates whether existing controls are adequate and updates them when risks change.
My team leader takes corrective actions as needed.
My team verifies that corrective and preventive actions are completed and effective.
My manager identifies potential hazards before they lead to incidents and takes steps to eliminate or control them.
Managers recognize teams or individuals who contribute to hazard reduction.
My team leader promotes shared responsibility for identifying and mitigating hazards.
Associates reduce hazards in the workplace.

Disaster Recovery

Disaster Recovery focuses on planning for, responding to, and recovering from major disruptive events that threaten people, operations, or infrastructure. It involves identifying potential disaster scenarios, coordinating with internal and external partners, developing recovery procedures, protecting critical systems and data, and ensuring the organization can restore essential functions after a disruption. This dimension is strategic, future-oriented, and resilience-focused--centered on preparedness, continuity, and long-term recovery capabilities. In short, Disaster Recovery is about ensuring the organization can withstand and bounce back from large-scale emergencies.

The company tests disaster recovery plans through drills, tabletop exercises, or simulations.
My department conducts risk assessments to identify potential disaster scenarios and their impacts.
Our department identifies areas that may be impacted by a disaster.
Our team evaluates the organization's ability to respond to and recover from disruptions.
My manager assesses critical operations and identifies resources needed to maintain or restore them after a disaster.
The company supports employees during and after disruptive events to maintain safety and continuity.
My department prepares disaster recovery plans and procedures.
My supervisor identifies gaps in recovery capabilities and implements improvements.
My manager engages stakeholders in discussions about resilience and long-term recovery strategies.
Managers communicate the importance of disaster readiness and reinforce expectations for preparedness.
My department coordinates with internal teams and external agencies to ensure alignment on disaster recovery plans.
Senior executives develop and update emergency response procedures to support disaster recovery efforts.
The company ensures critical documents, systems, and data are protected and recoverable.