AUCKLAND CENTRAL INTERCEPTOR | SAFETY


Left: CI’s Beacon Site at May Rd


the workforce for feedback on how the leadership is performing against them. Again, this is another example of where the WSL & GAJV Leadership Team had their focus.


BEACON SITE Inspired by a similar scheme in London, the Beacon Site concept is simple: set criteria for site standards that far exceed minimum legal requirements and recognise the sites that achieve. For Beacon on the Central Interceptor project, it’s not the high standards that make it work, it’s the way in which the scheme was developed and how it’s managed that is important. This was a client-led initiative with the GAJV agreeing


to pilot the scheme at the Western Springs site. The first thing was to sit down and agree the criteria; in other words, collaborate. WSL didn’t want to push this onto the GAJV, that simply wouldn’t work, discretionary effort was the goal. Site assessments are conducted jointly by senior WSL


& GAJV Leadership adding credibility to the process. If a site meets the criteria an award is made, and although the whole site is recognised for their efforts, it’s the Site Supervisor who gets the ‘unofficial’ accolade. Beacon Site awards get widely publicised across the Central Interceptor project and it’s the intent of the scheme to create something to strive for, and to motivate Site Supervisors in the process (it helps that they are a competitive bunch). A special set of Beacon criteria was also developed


for the TBM and tunnel environment. What is extraordinary about the Beacon Site initiative


on the Central Interceptor project is the extent to which it has been ‘absorbed’ into the GAJV’s culture. It is now completely administered by our contractor colleagues and has become part of their management system. This was always the client’s intention - to hand Beacon over to the contractor but the enthusiasm with which it has been met was unexpected. Collaborating on its development and demonstrating proof of concept


undoubtedly helped, in doing so each party could clearly see the value in such an initiative.


RECOGNITION SCHEME Employee recognition schemes are a dime a dozen, every reputable organisation has one sort or another. CI is no different, but it’s the way that its run that gives us what we refer to as ‘the one degree’. The phrase comes from a conference the author attended in the USA in the early 2000’s. The pitch then was “it’s just one degree that’s makes the difference”. Converting from Fahrenheit to Celsius, water does nothing at ninety-nine degrees, but at one hundred degrees it does something miraculous, it starts to boil, going from liquid to steam. Recognising people, or teams, for being safe, or


finishing a piece/section of work safely is what we aim for.


On CI the approach comprises three levels, as awards:


entry level; Champions; and, Excellence. The entry level award, inspired by a similar scheme


on the 2012 London Olympics, is a ‘There n Then’ which can be given by anyone and comprises, as the name suggests, an on-the-spot award of a NZ$30 voucher. The criterion is simple, if you think someone is doing a good job, and doing it safely…give them a ‘There n Then’. A photo must be taken of the person receiving the award, so it can be distributed throughout the project (peer recognition). The next level is HS&W Champions Award. These


are agreed by the senior WSL & GAJV leadership and comprise a framed certificate signed by both the WSL and GAJV Project Directors and also NZ$200 worth of vouchers. Importantly, these are presented at pre-starts when the entire site team is gathered (again, peer recognition is key). The highest level of award is the HS&W Excellence


Award. At the time of writing only five have been handed out. A professionally framed certificate along with NZ$2000 to the recipients’ nominated charity is given. However, in this instance the certificate is usually


January 2025 | 27


Page 1  |  Page 2  |  Page 3  |  Page 4  |  Page 5  |  Page 6  |  Page 7  |  Page 8  |  Page 9  |  Page 10  |  Page 11  |  Page 12  |  Page 13  |  Page 14  |  Page 15  |  Page 16  |  Page 17  |  Page 18  |  Page 19  |  Page 20  |  Page 21  |  Page 22  |  Page 23  |  Page 24  |  Page 25  |  Page 26  |  Page 27  |  Page 28  |  Page 29  |  Page 30  |  Page 31  |  Page 32  |  Page 33  |  Page 34  |  Page 35  |  Page 36  |  Page 37  |  Page 38  |  Page 39  |  Page 40  |  Page 41  |  Page 42  |  Page 43  |  Page 44  |  Page 45  |  Page 46  |  Page 47  |  Page 48  |  Page 49