Information

  • Audit Title

  • Document No.

  • Client / Site

  • Conducted on

  • Prepared by

  • Location
  • Personnel

WHAT ARE WE GOING TO DO?

  • TIME BRIEFING CONDUCTED / RECONDUCTED:

  • Are the procedures and work scope understood?

  • Are there written Job Safety Analysis (JSA) for this activity? If YES then list!

  • If this job meets the definition of a high hazard job, then a JSA must be used in conjunction with this checklist for the Pre-job briefing.

  • JSA #'s :

  • Have the Foreman / lead-person and crew/team analyzed the work assignment for safety hazards?

  • Are the roles of the workers/task leader identified?

  • Is your hair too long

  • For energized (HOT) Work: the "Manager's Checklist for Energized Work" shall be completed.

  • DAILY DISCUSSION:

WHAT IS THE WORST THING THAT COULD HAPPEN?

  • Have the safety hazards been identified and ways to control these hazards discussed for each task?

  • Have the electrical clearance procedures been discussed?

  • Have Safety Grounding Procedures been discussed, including the hazards of induced voltage?

  • Have other safety considerations been identified and discussed?

  • Is there a significant potential for personnel injury?

  • Are Rescue plans in place: Means of contacting emergency agencies, a list of phone numbers, and a description of worksite locations? Police, Fire, emergency numbers posted?

  • Have there been additional discussions held about significant changes, which might affect safety, occurring during the course of the work being performed?

  • Have minimum approach distances to energized lines and equipment been discussed?

  • DAILY DISCUSSION:

WHAT ARE THE CRITICAL STEPS?

  • What actions could result in impacts to the transmission system if an accidental contact should occur to an energized circuit?

  • What steps could result in exposure of individuals to hazards?

  • DAILY DISCUSSION:

WHAT ARE WE GOING TO DO,ESPECIALLY AT THOSE CRITICAL STEPS, TO MAKE SURE THAT A MISTAKE DOESN'T HAPPEN?

  • Insured that communication lines where clearly understood.

  • Insured that a work plan or procedure was in place? If YES list below or NO explain.

  • WorkPlan # or Reason for NO written plan?

  • Identified the barriers or defenses to be depended on?

  • Time Out (understood to STOP when unsure).

  • Reminded the crew that all TVA Safety Manual requirements including Energy Delivery Safe Work Practices are to be followed at all times.

  • All procedures are to be followed as written or are to be revised first. (not to proceed if procedures are not accurate)

  • Identified the criteria for suspending work activities?

  • DAILY DISCUSSION:

WHAT ARE THE ERROR-LIKELY SITUATIONS?

  • Is there a potential for distractions and if yes? How will the be Minimized?

  • Is this a first time job function being performed?

  • Is this the first working day after days off?

  • Are there other error precursors (task demands, work environment, individual capability, human nature?

  • Are procedures new or recently revised?

  • Are personnel familiar with the task?

  • Has time / schedule / out-of-service time been considered?

  • DAILY DISCUSSION:

WHAT ARE OUR SAFETY CONCERNS?

  • Clearance-boundaries have been walked down and discussed with the team members?

  • Special electrical equipment (glow stick, mats, high voltage gloves, grounds, jumpers, for outdoor / conductive environments)?

  • Adequate scaffolding / ladders / rigging available and in proper working order? (including all annual inspections)

  • Have all environmental, chemical and health related hazards been identified and appropriate actions taken?

  • PPE (hard hats, safety glasses, fall protection equipment, gloves hearing protection, face shields and Fire Retardant clothing) available for use as required?

  • High temperature extremes and potential employee exposure discussed?

  • If you have Asbestos material is it properly identified and are proper work methods in place? (only trained employees are to handling asbestos)

  • Do you have any identified or potential Confined Spaces to enter and are proper precautions being taken? (Confined Space training required for entry)

  • DAILY DISCUSSION:

OPERATING EXPERIENCE ( related industry events either internal or external to TVA)

  • Discussed applicable recent industry events and/or Lessons Learned?

  • DAILY DISCUSSION:

GENERAL

  • Are the performers task qualified to do the task and are they current?

  • Are the proper tools available to perform the task(s)?

  • Is inspected rigging equipment available and has the proper right equipment been selected to perform the task(s)?

  • Is proper flagging material available for use and application identified?

  • Have we considered housekeeping, area cleanliness, and posting requirements for the job?

  • Are aerial lifts, cranes, forklifts, bucket trucks and other such equipment being inspected and documented at least daily before use?

  • Are there any special requirements associated with this work activity?

  • Are all Hold Orders, Caution Orders or other points of clearances been obtained & In place before performing this activity? If YES list.

  • HOLD ORDER #

  • Are Qualified personnel available to perform Hold Points?

  • Are all Hot Sticks and Protective Safety Grounds in good working order with proper annual inspection identification on them?

  • Is there sensitive equipment in the area that needs to be considered before, during and/or after the work activity?

  • Are there limitations on radio and cell phone use before, during and/or after this work activity'

  • Have issues related to the environment been discussed? (weather, terrain, time-of-day, dust, noise, lighting etc.).

  • DAILY DISCUSSION:

  • Responsible Foreman/Supervisor/Employee Conducting Briefing: RETAIN 30 Days or until the work order/package is closed.

  • ATTENDEES initial:

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.