New Training Offered (English)

For Immediate Press Release (English)

Through our continuous improvement efforts and to provide solutions that enable safe working environments, STS Solutions, Inc. is please to announce the addition of several training programs.  STS Solutions is now authorized to provide PEC Basic Orientation, PEC Core Compliance and Core Refresher, Globally Harmonized System/Hazard Communication (GHS) and Job Safety Analysis (JSA) courses.

The PEC Basic Orientation includes both SafeGulf and SafeLand training and was designed to take the place of multiple Operator orientations and to give each student a general idea of life and safety issues in the oil and gas industry, upstream, downstream, onshore or offshore.  This one-day (8-10 hours) program meets API RP 75 & API RP T-1 requirements and provides a basic understanding, which an employee should be aware of, before entering an Operator facility and while performing their assigned work duties.

PEC Core Compliance, is a standardized program covering the health, safety and environmental training most requested by oil and gas Operators and other host employers.  Core Compliance is instructor-led training that, in addition to being SafetLand and SafeGulf accredited, provides training level certificates beyond the awareness level for over 30 selected topics.  The classroom presentation is designed to build on common content in a high intensity 3-day (24 hours) format.

The PEC Core Compliance standardized refresher program brings students up-to-date on their training certifications initially obtained through PEC Core Compliance.  When administered annually, this one-day (8 hour) program will ensure workers are compliant with the training requirements on all health, safety and environmental topics covered in the 3-day (24 hours) Core Compliance training course.

Globally Harmonized System/Hazard Communication (GHS) program covers the elements that address the new OSHA training requirements for GHS.  Recognizing that many workers may have not had adequate training in Hazard Communication or at least have not had recent training, the course will also provide basic/refresher training in the requirements of the Hazard Communication regulations.

It is common for contract personnel, as well as Operator personnel, to be required to perform Job Safety Analysis (JSA) at worksites, but there is increasing concern at the quality of those JSAs.  Many Operators now require that their personnel and contractors undergo JSA training.  It is expected that the new revisions to the Safety and Environmental Management Systems (SEMS) regulations will make JSA training mandatory for all offshore personnel.  The Job Safety Analysis (JSA) course is based on a combination of classroom training and exercises aimed at teaching personnel how to work as a team in creating JSAs, watching out for each other's safety and stopping work when necessary.

Please go to stss-i or contact our office for scheduled classes or to schedule a class at your site.

New Training Offered (Spanish)

For Immediate Press Release (Spanish)

A través de nuestros esfuerzos de mejorar continuamente y ofrecer soluciones que acceden a los ambientes de trabajo seguros, STS Solutions, Inc. se complace en anunciar la incorporación de varios programas de capacitación. STS Solutions está ahora autorizada para proporcionar Orientación de PEC Basica, PEC Core Compliance (PEC base de requisitos) y  Core Refresher (base de actualización), Globalmente Concordado en Comunicación de Sistemas / Peligros (GHS) y Análisis de Seguridad del Trabajo (JSA) cursos.

El PEC Orientación básica incluye tanto SafeGulf y entrenamiento de Safeland, fue diseñado para remplazar las múltiples de orientaciones para operadores y dar a cada estudiante una idea general de los temas de situaciones y seguridad en la industria de petróleo y gas, bajo corrientes, en tierra o en alta mar.  Este programa de un día (8-10 horas) reúne los requisitos de API RP 75 y API RP T-1 y proporciona un conocimiento básico, que un empleado debe tener en cuenta, antes de entrar en las instalaciones de trabajo mientras el desempeña sus tareas de trabajo asignadas.

PEC Core Compliance (base de requisitos), es un programa convencional más solicitado por los operadores de petróleo y gas y otros contratistas, que cubre información y capacitación sobre la salud, seguridad y medio ambiente.  PEC Core Compliance (póliza de requisitos) es el entrenamiento dirigida por un instructor que, además de ser acreditada en SafetLand y SafeGulf, ofrece más de 30 temas seleccionados y certificados de nivel de capacitación más allá del nivel de conocimiento. La presentación en la clase está diseñada para edificar sobre él contenido común en un curso intensivo de 3 días (24 horas).

PEC Core Compliance (base de requisitos) de actualización general Core PEC mantiene a los estudiantes al corriente con sus certificaciones de capacitación inicialmente obtenidos a través de PEC Core Compliance. Cuando se actualiza anualmente, este día (8 horas) el programa asegurará  que los trabajadores cumplen con los requisitos de capacitación en todos los temas de salud, seguridad y medio ambiente contemplados en el contenido del curso de base de requizitos de 3 días (24 horas).

Globally Harmonized System/Hazard Communication (GHS) El Programa de Sistema de comunicación de peligro / Globalmente Concordado (SGA) se refiere a los elementos que responden a las nuevas necesidades de requisitos de OSHA para GHS. Reconociendo que muchos trabajadores no han tenido una capacitación adecuada en la comunicación de riesgos o al menos no han tenido una capacitación reciente, el curso también proporcionará entrenamiento básico / actualización de los requisitos de las normas de comunicación de riesgos (Hazard Communication).

Es común que la contratación de personal, así como al personal de operadores, requiera llevar a cabo un Análisis de Seguridad del Trabajo (JSA) en lugares de trabajo, pero hay un aumento de preocupación por la calidad de los Análisis de Seguridad del Trabajo (JSA). Muchos operadores ahora requieren que su personal y los contratistas reciban entrenamiento JSA y  expectación de conocimiento de las nuevas revisiones de las normas de seguridad y de sistemas de gestión ambiental (SEMS) esto hará que el entrenamiento JSA sea obligatorio para todo el personal en alta mar. El curso de Análisis de Seguridad (JSA) es basado en combinación de teórica y ejercicios dirigidos a personal, educando la forma de trabajar en equipo en la creación de JSA, cuidando por la seguridad de los demás y dejar de trabajar cuando sea necesario.

Por favor visite nuestro sitio web (stss-i) o póngase en contacto con nuestra oficina para las clases programadas o para programar una clase en su sitio.ating JSAs, watching out for each other's safety and stopping work when necessary.

Seven Segments of Leadership

I recently had an opportunity to attend a leadership training program and always enjoy them.  At this one there was discussion about the seven segments of leadership and I quickly decided that I needed to pass these along to all safety professionals.  Unfortunately, many times we have to be reminded that we all are in leadership roles.  Being a leader to ensure culture development or regulatory compliance or safety communication.  No matter what tasks you undertake, always remember these segments.  Write them out and practice them over and over again.  Take a little time out and think of how these segments can be applied to your job as the safety professional.

INNER JOURNEY
What is the inner journey?  It's knowing myself: who I am, how I think, feel and perceive.  How I gain mastery of the inner journey can be accomplished through vulnerability, self awareness, reflection and wise feedback (CONNECTION).  An example could be an Ah Ha moment!  "A moment's insight is sometimes worth a life's experience."

• Risk, Change, Independence - It's blazing our own path, comfort and joy in surfing the whitewaters of change.  Gain EXPERIENCE, feel independent and confident with risk.  "Leaping from a cliff, confident I'll build an airplane on the way down."
• Who I AM - It's my personality and other genetic variants within - the changeless core of 'me'.  Gain mastery through subjective comparison - me vs. others on a number of dimensions...BE AWARE.  "I can learn to behave like an extrovert, but it is always hard - who I AM is little effort."
• How I THINK - It's what I notice, how I make decisions, my thoughts and 'inside voices'.  Gain mastery through watching myself make decisions, listen to understand not agree or disagree with...OBSERVE & COMPARE.  "To be hero, villain or victim is a choice.  Whether I believe I can or I can't - that will be true."
• What I BELIEVE - It's my values, norms, belief systems that embody me.  How I make sense of my world.  The lenses/frames I see through.  Gain mastery through listening to the stories I tell myself, understand the experience underling a belief...REFLECT.  "Tall dark strangers, tortured artists and drunk Irishmen exist as ideas in our head not as people in the world."

OUTER JOURNEY

What is the outer journey?  It's observable behaviors, what a video camera can capture.  How I gan mastery of the outer journey can be accomplished through DO - taking action.  An example could "BE the change you want to see in the world."

• Who I CONNECT with - It's how those I lead think, feel and see.  Social awareness and emotional intelligence.  Gain by COMMUNICATION.  Be ever more sensitive to how others are, see through their eyes.  "Finding the right things to say to the right people to connect with them."
• What I KNOW - It's deep and specific domain expertise - safety professional.  Gain by LEARNING.  Study, listen, seek mentors and ask questions.  "Learning the language and customs of a new industry - just like being in a new country."
• How I EXECUTE - It's how I problem solve, manage situations and bring ideas into reality?  Motivating and managing myself and others.  Gain by PRACTICE.  Facing challenges with a determination to take action.  "Charging into the forest, singing a marching song, the troops following close behind."

Good luck and have fun doing what you do.

Goal Development and Deployment Process

Happy New Year!  It is that time of year where we sit down and start or finalize goals for the coming year.  I felt it important to share with you a process whereby you can easily identify, develop and deploy environmental, safety and health goals.  The Goal Development and Deployment Process provides the necessary structure for identifying specific actions, responsibilities, success measures and completion schedules required to successfully attain identified goals.  Should you have questions, require further information or need assistance in performing this process, please do not hesitate to contact our office at 281.408.4262.  We wish you much joy and prosperity this year.

The ES&H Goal Development and Deployment Process is a team effort requiring coordination from Senior Management and each of the Company's areas and departments.  Specific roles and responsibilities for key groups and individuals in the Process include:

Senior Management

• Develop clear, relevant and challenging ES&H goals, targets and performance measures.
• Assign the ES&H staff to coordinate implementation.
• Communicate and hold areas accountable for the achievement of the goals.
• Monitor on a quarterly basis, an area's progress towards the goals.
• Review on an annual basis, the effectiveness of the Goal Development and Deployment process.
• Recognize and reward achievement.

ES&H Staff

• Lead the development and introduction of area ES&H goals, targets and performance measures in conjunction with Senior Management.
• Coordinate implementation of the ES&H goals, advocating the use of the ES&H Goal Development and Deployment process.
• Facilitate reporting of goals and measures status with standardized procedures, graphs and forms.

Compile and analyze chronic issues, best management practices and business and partner requirements.

• Communicate achievements and area difficulties with goals achievement.

Area Management

• Develop and deploy ES&H goals to area level groups in conjunction with the ES&H support staff.
• Assign responsibility to coordinate area implementation.
• Communicate and hold areas accountable for the achievement of the goals.
• Monitor and review on a monthly basis, area progress towards the goals.  This will provide points of measurement that will allow more opportunity to implement additional corrective action if necessary.
• Recognize and reward area level achievement.
• Report area progress on the goals to Senior Management.

Line Supervision

• Develop and deploy ES&H goals to local area or project in conjunction with ES&H staff.
• Coordinate and assign committee or designated person to coordinate implementation.
• Implement ES&H tools to monitor progress of action plans.
• Monitor and review on a quarterly basis local progress towards the goals.
• Recognize and reward local achievement.
• Report progress on the goals to Area Management.

Identification of ES&H Goals, Targets and Performance Measures

Annually, Senior Management and ES&H Staff review current ES&H Goals, Targets and Performance Measures and revise accordingly for the coming year.  Likewise, Area Management is required to review their performance against the Company's marks, and area goals, targets and performance measures previously established and make revisions for the coming year, if applicable.

During the review, the following information is used to determine appropriate advances:

• The ES&H Policy Statement
• The Previous Year's Goals and Targets
• Performance Matrices and Trends
• Identified Chronic ES&H Issues and Best Management Practices
• Prepared Lists of Current Regulatory Requirements
• Current ES&H Cost Accounting Information

Goals will be communicated to all levels of the organization using several means including ES&H Goal Development and Deployment Process presentations.

Identification of Chronic Issues, Best Management Practices, and Business, Partner and Regulatory Requirements

Examine past and current performance.  Compile past and current performance data from the ES&H tools to discover opportunities for new and sustained improvements.  The more detailed the information, the easier it is to identify specific performance trends.  Begin with results for the previous year's performance measures.

Organize this data for review and note any identifiable trends, barriers or developments.  A lack of data in one of the given areas is in itself an area for improvement.  Where insufficient data exists, a baseline needs to be established as part of the coming year's action plans.  Target improvement opportunities, based upon the data, include:

• Chronic issues.
• Best Management Practices.
• Business, partner and regulatory requirements.

Develop Action Plans and Their Supporting Elements

Develop action statements that respond to each of the items just identified.  Action plans are underpinned by supporting tasks, persons, or groups assigned those responsibilities, agreed measures of success, targeted completion dates and incremental reports on overall progress.  Supporting tasks encompass actions, training, communication, review or any other items believed necessary to represent a detailed plan for realizing the high-level action.

Communication of Achievements

Global communication of past and current goals status and performance measures is vital to the implementation and continuous improvement of a company's ES&H Management System.

Reports may take the form of prepared graphs for each performance measure.  They may also be referenced milestones detailed separately.  In any case, the communication must be consistent with the goals or performance measures, clearly stating the progress made, and remain current to be effective.

Gratitude at Work

copied from Verne's Insights (gazelles.net)

Toby Jenkins, CEO of Australia-based Bluewire Media, notes "we've been inspired (by Barrett Ersek's gratitude video BErsek video) to implement gratitude as a key part of our Daily, Weekly, Monthly and Quarterly rhythms.  Here's a blog post Toby wrote on their initiative - Gratitude At Work.  Our key is encouraging peers to show gratitude with each other for living the company's values and brand promises - a powerful way to keep your culture strong.  And here is another video from Barrett on the importance of Gratitude - something powerful to re-watch during this Thanksgiving season in the US.

National Safety Management Society News

This month's edition of the National Safety Management Society's newsletter is out and can be found at: October, 2012

Check it out.

Tim Wells speaks at AESC Tradeshow & Conference

09/24/12-Fort Worth, TX - Tim Wells, President/CEO of STS Solutions, Inc., presented at the 2012 Association of Energy Service Companies Tradeshow and Conference. Mr. Wells was joined by Wayne LeBlanc and presented on Community Relation Practices within the Oil and Gas industry. The speech discussed areas of opportunities within operational communities and provided guidelines for developing community relations.