• Audit Title

  • Site

  • Conducted on

  • Prepared by

  • Personnel


  • Is there a visible and identifiable policy or statement of commitment that is readily accessible, VISIBLE and understood by the employees?

  • NO DEBATE: When supervisory staff is not available, is there a system in place to ensure a competent person has been assigned as a direct contact?

  • Is safety always on the agenda at meetings, are safety related topics discussed and documented?

  • Does the site involve employees to address specific safety issues affecting them? Eg. production teams? JH&SC?

  • Has the location developed and established a Safety Action Plan ? - includes goals/ objectives<br>- based on identified hazards, requirements<br>- communicated to employees

  • Does every manager and supervisor at the location have at least one component of the audit to champion<br>- evidence that the champion has audited their section - are component(s) changed annually?

  • NO DEBATE: Is the follow up status of corporate safety audits, monthly safety audits, safety issues/problems posted at a visible location to the employees?

  • Is a variety of safety communications utilized to promote safety and ensure good communications?

  • Do all employees know and understand their rights and obligations under OH&S legislation?

  • NO DEBATE: Have all supervisors received location specific safety competency training? Completed within 2 weeks of starting<br>Is there a process in place (e.g. A checklist) to promote shared responsibility among employees for housekeeping in their area?<br>

  • NO DEBATE: Has the location conducted a Violence Assessment as per bill 168? Is assessment up to date?


  • Are all resources, supervisors and managers trained in STOP? In the case of a new hire, does training begin within two (2) months and finish within five (5) months?

  • NO DEBATE: Are each STOP trained individuals performing the minimum number of effective observations per month?

  • Do STOP observations cover the five (5) modules of STOP?

  • Use of STOP observations <br>- are they compiled and analyzed? <br>- are results reviewed monthly at site leadership meeting? <br>-are results shared with employees? <br>-is an action plan developed?

  • NO DEBATE: Does the senior site manager perform one (1) joint observation with each direct report on a monthly basis?

  • NO DEBATE: Do department managers perform one (1) joint observation with each direct report on a monthly basis?

  • Safety Auditor to do a STOP observation with a Manager at the location and see that the following points have been met: Decide, Stop, Observe Act, Report

  • Do employee interviews confirm STOP observations are made in a comprehensive manner?


  • Are all employees trained in all modules of SAFESTART? In the case of a new hire, does the training begin within two (2) months and finish within 6 months?

  • Is a record of employees trained in SAFESTART being kept?

  • PRIORITY: Have all employees received the PEER TO PEER Training Program and received reminder card?

  • PRIORITY: Is there any evidence of PEER TO PEER observations?


  • NO DEBATE: Are employees loading/unloading a trailer with a powered industrial truck and locking the trailer to the dock via dock restraints or chocks?

  • NO DEBATE: Are employees/contractors wearing fall arrest protection where the worker is exposed to a hazard of falling?

  • NO DEBATE: Is an employee/contractor working in a confined space situation and complying with the confined space policy and procedure?

  • NO DEBATE: Is an employee/contractor doing welding and/or cutting with a hot work permit?

  • NO DEBATE: There is no evidence of tampering with, disengaging or removing a safety device?

  • NO DEBATE: There is no evidence of anyone operating a forklift and or any mechanical lifting devices in a critical condition?

  • NO DEBATE: Do the employees/contractors perform proper lockout/tagout?

  • Are all supervisors and managers well informed about the Cardinal Rules and how to apply appropriate discipline?

  • Do employees interviewed know about the Cardinal Rules and the discipline associated with non-conformance?

  • Is there evidence during audit that specific safety rules and procedures are being followed?

  • Where a rule or procedure has not been followed during the audit, does appropriate corrective action take place?

  • PRIORITY: Do observations indicate that appropriate PPE is being utilized where necessary to protect employees and that the use is consistent with the hazard assessments and site policies and procedures?

  • Do observations of the work environment indicate that any energized electrical work is being conducted with appropriate personal protective equipment and precautions?

  • PRIORITY: Are contractors following Parmalat location policies and procedures?


  • Does the location use the Parmalat Incident Reporting Investigation form?

  • NO DEBATE: Is effective training on accident and incident investigation conducted for resources and accident investigation team members?

  • PRIORITY Does the accident/incident investigation review show that investigations are properly done? <br>- completed within 2 days <br>- witnesses, site investigation <br>- root cause(s) identified <br>- corrective actions and behavioural change identified <br>- changes implemented <br>- employees informed of corrective action <br>- leadership reviews all reports to ensure actions implemented

  • Does counseling take place upon injured employees Return to Work?

  • NO DEBATE: Is the Return to Work Tracking form used for all modified duties including Work Hardening?

  • NO DEBATE: Does the location report any injury beyond first aid immediately to the appropriate person and comply with reporting regulations to WSIB, CSST, WCB and MOL?

  • Are annual trend analyses of injuries and illnesses conducted in an effort to direct the safety and accident prevention efforts in a preventive direction?


  • NO DEBATE: Is the engineering checklist used for new project, new equipment or any changes in the process? This must be documented.

  • PRIORITY: Are monthly inspections or audits conducted of the facility process and operations to proactively identify safety hazards?

  • Has sufficient industrial hygiene monitoring been conducted to assess and document employee exposures to hazardous substances and agents?

  • Are industrial hygiene sampling records maintained in an organized and adequate manner?

  • Have employees been informed of the results of industrial hygiene monitoring?

  • PRIORITY: Has up to date job hazard analysis (JSA) been conducted and has information for this been included in SOPs or some other format which clearly identify the hazards and precautions required for the job?

  • Does the employer provide at company expense, the audiometric tests for a worker exposed to excess noise, as per OHS regulations?

  • Has a PPE hazard survey and analysis been conducted and documented within past 2 years?

  • Has the location conducted and documented a fall protection assessment? - up to date? All fall protection areas identified?

  • NO DEBATE: Does the site have an ergonomic assessment program?

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.