Information

  • Title

  • Tracking Number:

  • Location within building

  • Conducted on

  • Prepared by

Investigation Details

Incident Investigation

  • Take as many photos of the scene as possible.

  • Describe, in detail, what occurred. Include the exact task being done and any relevant events leading up to the incident.

  • What type of incident occurred?

  • Date and time of incident

  • Department of injured employee?

  • Length of Employment

  • What object/substance directly injured the employee

  • Was on-site first aid treatment given?

  • What first aid was performed? (ice, bandage, anti-bacterial cream, etc.)

  • Did the employee ask/accept potential treatment beyond first aid with a TMC authorized provider?

  • Was this a recordable injury/illness?

  • Investigator: Describe the nature of the damaged equipment. What was damaged? To what extent? Is the equipment operable? Does it pose additional risk to operators in it's current state?

  • Date and time of incident

  • Name of Employee

  • Department of Employee

  • Length of Employment

  • What part of body could have been injured?

  • Date and time of incident

  • Name of Employee

  • Department of Employee

  • Length of Employment

  • What object/substance directly injured or could have injured the employee?

  • Were safeguards, safety equipment, or PPE being used prior to the incident?

  • Were safeguards, safety equipment, or PPE provided?

  • Were processes/policy being followed when incident occured?

  • Describe abnormalities or reasons why policy was circumvented.

Why did the incident occur?

  • Provide reason or rationale for why the incident occured.

Corrective Action

  • Enter corrective actions taken to prevent immediate reoccurrence. Enter suggestions for future corrective actions. Each "Why" in the previous section may result in a corresponding corrective action.

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.