Title Page

  • Site conducted

  • Conducted on

  • Prepared by

  • Location

Details

  • Name:

  • Date of incident:

  • Type of Incident?

Information gathering

  • 1. Where did the incident happen?

  • 2. Who was involved?

  • 3. What were the consequences? (use additional information sheets if required)

  • Likelihood of it happening again?

  • Potential WORST consequences of adverse event

  • Is an investigation required? (if so continue completing report)

  • If the likelihood and potential worst consequence are low and haven't been flagged, an investigation is not required. End this report here and email to your line manager & health.safety@binngroup.co.uk.

    Severity Matrix.PNG

Timeline

  • Please give a brief outline of timelines eg 9am Noticed oil, 9.10am applied skill kit, 9.15am advised supervisor

  • What activities were being carried out at the time?

  • Were the persons involved competent & trained?

  • Was there RAMS or a SSOW for the task?

  • In relation to the working environment and/or equipment involved, was maintenance and cleaning up to date?

Document Gathering

  • Witness Statement

  • CCTV

  • RAMS

  • COSHH

  • Photos

  • Anything else relevant to the investigation

Findings

  • Please now provide a factual overview of the event. Add media (photos) and drawings where applicable

  • undefined

Analysis

  • Please now complete 5 Why analysis. Continue to answer the question why until there are no more answers

  • Why?

  • Why?

  • Why?

  • Why?

  • Why?

Cause

  • Immediate

  • Underlying

  • Root Cause

Culpability

  • Please now complete the culpability flowchart to help with any further action required

Further Action

  • What additional risk control measures are required to prevent recurrence?

  • Do similar risks exist elsewhere in the company?

  • Recommendations & Actions

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.