Ok guys, it’s time for me to get a new job. I need all the help I can get. HSE related, don’t care where it is as long as it’s close to good schools and the place is safe. If it’s rotational, I would like to stay close to a 28/28. I don’t want to be gone 9 months a year like my Africa job.
I’ve worked in the Middle East, U.S. and Africa. I have worked on many global projects.
I have my BS in Environmental Management (with a concentration in Occupational Safety) and I just got my MBA Organizational Leadership.
I have my OHST, CES and I’m a member of the Board of Certified of Safety Professionals. Also, I’m a member of the National Society of Leadership and Success.
I also have done numerous ISO, OSHA, PSM, SEMS audits. Technical writing, training and competency and built entire HSE Management Systems. I’ve done consulting with many of the larger oil and gas companies in the U.S.
Here are a few projects I’ve worked on: Transocean Global HSE Management System, Transocean North American (NAM) Corrective Actions post Deepwater Horizon Audit, Hess SEMS for Gulf of Mexico, ENI Asset Risk Registers & SEMS, Nalco-Champion Integrated HSE Management System (IMS), ExxonMobil Quality & HSE Plan, Noble LNG Technical College Training Program (Ruppin College)
I was going through one of my flash drives and found this webinar that I co-created and delivered back in 2014. Given the current climate for Safety and Environmental Management Systems (SEMS) I thought some people could use this today.
I don’t think this was the final copy, BV has that and I can’t find it on their website anywhere. So, I thought I would use mine and see if it can help explain to some of those new safety guys out there a bit more about SEMS and SEMS II.
It’s really quite simple, but so many make it hard when it doesn’t need to be. Here is the key to understanding the basics of SEMS and SEMS II.
You must have a written SEMS plan
It must be known by your employees (they need to know where to find it)
You will be audited (both in the field and in the office)
You will be held accountable against what YOUR plan states
It’s that easy. If you say you have a way of doing things, then do it. I’ve come across so many companies that have a written plan that state they do something this particular way, then they do it another way. That’s when the auditors will ding you. As your program grows, the auditors will hold you to a higher standard.
Go to the Code of Federal Regulations (CFR), 30 part 250 and you will find what you MUST have as a minimum in your plan. Then, you can build from there. I’ve built a few SEMS plans for various companies, it isn’t hard, but does require thought and top management commitment, which is sometimes hard to come by with smaller companies.
Anyway, enjoy the presentation. If I can find my copy with my notes, I’ll include it. If you need any help with SEMS, let me know. I am SEMS lead-auditor trained and have been involved with this for many years.
Here is a great Hierarchy of Controls graphic that I took from either the OSHA or NIOSH website. For all you up and coming safety guys, remember this graphic. If you can eliminate the hazard, that is the best possible solution and PPE is the last. PPE depends upon the worker actually wearing it, which all know doesn’t always happen. They must also wear the PPE properly, which we also know doesn’t always happen.
If you guys get some time, email over some stories where you had direct involvement with some of the controls above and I’ll post them on the blog.
I stumbled upon an article through LinkedIn that talked about a “Pain Letter”, I had no idea what it was and clicked on the link they provided, which took me to this blog post. To me, this is the best way to do a cover letter. It is everything most cover letters aren’t – good, but besides that, informative without being boring, brief, and tells the hiring manager that you know about their company and you are the person that can help. Thanks Liz Ryan!
Well guys, it was a long 2 weeks, but this phase of the project is done. I’m here teaching the basics of Emergency Response, in which we are talking about a Written Emergency Response Plan. The class was made up of roughly 28 professors from 3 different college’s in Israel and we were delivering training specifically for natural gas. However, I had to lay a foundation of general safety and emergency response before getting to the specifics of natural gas.
Some of them, living close to the Gaza strip, have there own ERP because of missile attacks. Talking about safety and emergencies is highly different when members of your audience can tell you about there families ERP once their alarm on their phone goes off telling them they have a missile headed there way.
A big thanks to Noble Energy for allowing this to happen.
Here is a guy that I’m quite proud of. Many years ago he was needing just a bit of guidance and the company we were working at wasn’t willing to give it. Many companies these days simply don’t invest in their employees anymore. While working offshore I had over 25 guys ask for help and guidance into becoming a “safety man”. Of those 25, 4 actually made the cut. Of those 4, 2 are now full-time safety guys and one has even gone as far as to get his Certified Occupational Safety Specialist (COSS), and it’s this guy pictured below. He’s the one that set a series of goals for himself and get this, HE DID THEM! That’s the key! You have to break out of your comfort zone to grow and that’s exactly what Ronnie did. Right now he’s THE Safety Man and has been for several months on a job in Virginia for Mammoet and Flour. I think instead of calling him the safety man, he’s worked his was up to the title of HSE Professional, great job Ronnie!
For all those young safety guys out there that aren’t familiar with the U.S. Chemical Safety Board (CSB) and the video’s they put out, follow the link and watch the Deepwater Horizon blowout, then watch some others that are even more interesting. I’ve used several of there videos in safety presentations (even a few here at Wood Group ODL), they are extremely well done and you don’t have to worry about a hidden agenda. Click on the link, add it to your favorites and use it.
Over the past few months, I’ve had 3 different people come up and ask me for advice on how to ask for a raise from their respective employers. Here is a worthwhile article that sums things up very nicely and should help most of you. One of the biggest tips, BE PREPARED. It works for the Boy Scouts, it applies here as well.
I’ve had a few people over the years and back when I was in my mid 20’s I was also one of these guys that thought I was worth way more than what my boss did. I worked my way up and was listening to others on how great I was. Soon I learned a very valuable lesson, EVERYONE is expendable. This applies to the CEO of a major company that makes your annual salary in 1 month, so don’t think it doesn’t apply to you. I made a mistake and basically didn’t do what the boss wanted because I thought I knew better. He then placed me on a 3 day unpaid suspension for me to think about my career. At the time I thought he just did me the biggest favor he could have by allowing me to go out and make the money that I thought (and was told) I was worth.
I learned a lot. First, he was paying me ABOVE market value and more than what I could make at my top 5 choices. In order to get somewhat close to what I was making, I would have had to drive 45 miles one way, versus the 5 miles I was currently driving. To make matters worse, I wasn’t offered an immediate position at my top 5 choices and would likely have to go for a few weeks without a paycheck. So, then I searched all postings in the classifieds and on the internet (this was back in the late 90’s, so the print papers where still rather big). You know what I found out, there wasn’t that many companies hiring. There wasn’t that many companies paying within $100 per week of what I was making, and back then $100 per week was HUGE.
Sometimes you need to take a step back and think before you go and ask for that raise. Be prepared, know the market, do the RESEARCH! If your company is not making it’s numbers and experiencing a down turn, wait before asking for that raise. Believe me, if the company isn’t making it’s numbers, the managers know it and they are fully aware and you asking for more money isn’t going to go over well. Use some common sense.