Title Page

  • Conducted on

  • Prepared by

Locate Work Area & Identify Equipment/Machinery

  • Please be sure to speak with machine operator, the worker, about the issues

  • Identify and provide details of equipment, machinery or other system components to be worked on

Identify All Energy Sources

  • Select applicable energy sources

  • Provide details on Other type of energy source

Identify the Parts to be Locked Out or Isolated and Determine Lockout Methods

  • Step 3: List the equipment/parts to be Locked Out

  • Step 4: Determine Lock Out Method (ie: disconnect switches, line valves, blocks, blanks)

  • What equipment/part(s) is locked out?

  • All Lock Out points established?

Notify All Personnel Affected

  • List all the people you have informed about the equipment being locked out.

  • Provide name and company of individual(s) you have told about the locked out equipment.

  • Are the individual(s) working in the immediate area?

  • Does the individual notified normally use the locked out equipment?

Shut Down Equipment & Machinery

  • Who shut down the Equipment/Machinery?

Perform the Task

  • List person(s) responsible for performing the work

Task is Complete - Removal of Locks

  • Removal of Locks: Notify all people involved in equipment use or in the vicinity that removal of the Locks is going to take place

  • Pre-Equipment Start Up

  • Notify all people involved in the area that re-starting the equipment is going to happen

Restore Power

  • Start up successful

Return Control to Operating Personnel

  • Inform Supervisor that power is restored to circuit; provide name of Supervisor

Record Date & Time Lockout Was Removed and System is Restored

  • All tools are kept and area is cleaned

  • Date & Time Completed

  • Signature

Verification

  • Verified By:

  • Signed By:

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.