Title Page

  • Employee Name

  • Incident Type

  • Primary Department

Investigation

  • Incident Location or Line

  • Date and Time

  • Incident Description

  • Actual severity

  • Worker type

  • Name

  • First Name

  • Last Name

  • Potential severity

  • Immediate actions taken

  • Reported by

  • Supervisor

  • Date reported to supervisor

  • Did anyone see this happen?

  • Who

  • Activity

  • Consecutive days worked prior to incident

  • Hours on shift

  • Length of time on the job when incident occurred (years)

  • In training

Root Cause Analysis

  • Team members present

5W1H

  • WHAT - what does the problem look like? What product, machine, material is being used? What size?

  • Material, Machine & Size:

  • WHEN - When did the problem occur? when in the sequence of operation (i.e. start up, continuous running, intermittent problem, shutdown, changeover)?

  • Time:

  • WHERE - Where did you see the problem? Where on the equipment or material did you see the problem?

  • WHO - Who does it affect? Everyone? Or is it a problem for some individuals or teams? What info can individuals of the team offer? Is it skill related?

  • WHICH - Which trend or pattern does the problem have? (i.e. is the problem more frequent on Monday? In the morning? After changeovers? Which direction does the problem happen in? Or is it random?

  • HOW - How is the state of the equipment changed from the optimal or standard? How many times does the problem occur?

  • Revised Description of problem:

Observations

  • Unsafe Condition

  • Unsafe Condition

  • Unsafe Act(s)

  • Unsafe Act(s)

Countermeasures

  • Countermeasure 1

  • Responsbile

  • Date-planned

  • Countermeasure 2

  • Responsbile

  • Date-planned

  • Countermeasure 3

  • Responsbile

  • Date-planned

The templates available in our Public Library have been created by our customers and employees to help get you started using SafetyCulture's solutions. The templates are intended to be used as hypothetical examples only and should not be used as a substitute for professional advice. You should seek your own professional advice to determine if the use of a template is permissible in your workplace or jurisdiction. You should independently determine whether the template is suitable for your circumstances.