Safety Core Values at WRS:
- People Work Safe Because They Want To Not Because They Have To.
- Injury Free IS Possible.
- Injury Free Begins as a Personal Journey.
- Safety Begins In The Interview.
Safety Mission Statement:
WRS is committed to instilling in each employee a safety culture value that goes beyond the workplace and into their personal lives. Safety as a mindset!
WRS is committed to developing long term relationships with our employees. An “Injury Free” Safety Culture is a journey. Those who have walked that journey bring great value to our safety culture and performance.
WRS will become safety consultants to our customers by anticipating our customer’s safety challenges and being ready with the solutions they need to meet those challenges.
The WRS Safety Tool Belt –
These are some of the tools WRS uses in our Safety trade.
Tool # 1 – The 3 C’s Character / Competency / Chemistry
One of the greatest tools in the tool belt; The 3 C’s are used in the interview process to vet all applicants. The ideal WRS employee is a man or woman of character who knows how to do their job and can get along with people. It is WRS’s winning combination.
Tool # 2 – Safety Culture On-Boarding
Part 1 – New Hire Training – 16 Hours. (Complete list of new hire training topics available upon request)
Part 2 – A highlighted 4 hour Safety Culture Class where all newer employees to WRS interact and get introduced to their own “Injury Free Journey.”
Tool # 3 – Injury Free Journey Notebook.
After being introduced to their “Injury Free Journey,” we follow-up with a 27 week discovery adventure. This is a weekly topical look at what it means to be “Injury Free.” This 27 week Journey is undertaken approximately once per year. (Topics Available Upon Request)
Tool # 4 – P.A.W.S. Program (People Always Working Safely)
The PAWS Program is a Safety Incentive Program focused on finding near misses, good catches & good saves. (PAWS Card available upon request)
Tool # 5 – WRS Ladder
This is a visual tool we use to encourage workers to move from being a “Prisoner” or a “Drifter” to becoming a “Player.” This tool also helps supervisor’s identify which employees are engaged in their work and which ones aren’t.