Information

  • Document No.

  • Audit Title

  • Client / Site

  • Conducted on

  • Prepared by

  • Location
  • Personnel

  • List authorized employees using this procedure.

  • Employee name: Employee name: Employee name:

  • Has the employees been trained in the procedure?

  • Do authorized employees know the location of the written procedure?

  • Do authorized employees have access to the procedure?

  • Are affected employees notified when the procedure is being used?

  • Have affected employees been trained to recognize when the procedure is being used and instructed not to remove lockout/tagout devices or start de-energized equipment.

  • Can energy-isolating devices be locked out?

  • NOTE: When you replace, renovate, or modify machines and equipment, ensure that the energy-isolating devices will accept lockout devices. New equipment and equipment renovated or modified after January 2,1990, must be capable of being locked out.

  • Did each authorized employee lock out all energy sources?

  • Does this procedure involve group lockout/tagout?

  • Did the authorized employees verify that the equipment was de-energized?

  • Did the authorized employees follow the lock/tagout procedure?

  • Does the lock/tagout procedure adequately protect employees? If not, list and describe the deficiencies requiring corrective action.

  • If this is a lockout procedure, did the inspector review with all authorized and employees their responsibilities under the procedure? NOTE: A review can be accomplished by meeting with employees individually or in a group.

  • If this is a tagout procedure, did the inspector review with all authorized and affected employees their responsibilities under the procedure? NOTE: A review can be accomplished by meeting with employees individually or in a group.

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.