Information

  • Date and Time of Observation

  • Location
  • Specific Work Area of Observation

  • Observer Name

Category

  • RP - Reactions of People

  • PP - Positions of People

  • PPE - Personal Protective Equipment

  • PTE - Plant / Tools & Equipment

  • PR - Procedures

  • ER - Ergonomics

  • HK - Housekeeping

Contributing Hazards

  • Authority to Work

  • Behavioral

  • Environmental

  • Fitness for Work

  • Energy

  • Hazardous Events

  • Hazardous Substances

  • Fixed Plant

  • Mobile Plant

  • Facilities / Sites

  • N/A ( only select if all items in the first Category were SA or SC)

Safety Observation or Hazard ID Details- enter details and items that were corrected or need correction in this section

  • 1) Item Detail ( move slider to right to enter information)

  • Corrective Action Required

  • By whom is the action required?

  • Date and time action was completed

  • 2) Item Detail ( move slider to right to enter information)

  • Corrective Action Required

  • By whom is the action required?

  • Date and time action was completed

  • 3) Item Detail ( move slider to right to enter information)

  • Corrective Action Required

  • By whom is the action required?

  • Date and time action was completed

  • 4) Item Detail ( move slider to right to enter information)

  • Corrective Action Required

  • By whom is the action required?

  • Date and time action was completed

  • 5) Item Detail ( move slider to right to enter information)

  • Corrective Action Required

  • By whom is the action required?

  • Date and time action was completed

Additional Thoughts & Comments

  • Completed audit/inspection needs to be sent to the assigned Manager and Supervisor of area for corrective actions to be addressed and to the Health and Safety Department for record keeping.

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.