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.

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

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.

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

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.

My supervisor conducts regular worksite assessments to determine safety needs.
My manager conducts follow up safety inspections after critical incidents.
Managers create accurate and effective measures of safety.
My manager identifies and addresses safety needs.
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.
The department head conducts a job safety analysis of positions in the department.
My department assesses current employee practices to determine where safety improvements are needed.
The project manager evaluates risk and prioritizes needs.
The team leader identifies safety problems.
My team performs a safety analysis of jobs in the department.

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

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.

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

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.

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

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.

My manager monitors, documents, and analyzes losses resulting from workplace accidents to identify trends and improvement opportunities.
The supervisor creates detailed summaries of issues discussed in safety meetings.
The manager diligently records all safety incidents.
Our team documents compliance with safety standards and regulations.
Coworkers in my department keep track of losses due to accidents.
Supervisors measure safety performance over time.
Coworkers maintain accurate records regarding safety incidents and accidents.
The project manager tracks and evaluates the financial, operational, and safety impacts of accidents to inform prevention strategies.
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 department includes regular safety briefings during meetings.
Supervisors inform senior management of the status and efficacy of safety programs.
The project leader prepares formal safety reports for distribution.
My supervisor informs management of progress regarding the implementation of safety programs.
My manager informs employees of progress toward safety goals.
Our team provides safety guidelines for employees.
Supervisors communicate the importance of safety training as part of overall organizational performance.
My team leader communicates the safety program's policies and procedures to employees.
The supervisor communicates hazard-mitigation strategies clearly and consistently.
Managers communicate safety standards clearly and consistently to employees.
My manager communicates investigation outcomes to relevant stakeholders to support organizational learning.

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.

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

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.

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

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.

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

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

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.

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

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.

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

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

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.

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

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.

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

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.

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

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

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

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.

My department conducts risk assessments to identify potential disaster scenarios and their impacts.
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.
My department prepares disaster recovery plans and procedures.
My manager engages stakeholders in discussions about resilience and long-term recovery strategies.
The company supports employees during and after disruptive events to maintain safety and continuity.
The company tests disaster recovery plans through drills, tabletop exercises, or simulations.
My manager assesses critical operations and identifies resources needed to maintain or restore them after a disaster.
The company ensures critical documents, systems, and data are protected and recoverable.
Managers communicate the importance of disaster readiness and reinforce expectations for preparedness.
My supervisor identifies gaps in recovery capabilities and implements improvements.
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.