Occupational Safety and Health Administration
Strategic Management Plan
April 21, 2003
Table of Contents
Section 1: Mission and Vision
Section 2: Strategic Context
Section 3: Goals and Strategies
Strategic Goal 1:
Reduce occupational hazards through direct interventions
Strategic Goal 2:
Promote a safety and health culture through compliance assistance, cooperative programs and strong leadership
Strategic Goal 3:
Maximize effectiveness and efficiency by strengthening capabilities and infrastructure
OSHA Strategic Management Plan 2003-2008
The OSHA Strategic Management Plan presents OSHA's approach for supporting the Department of Labor (DOL) Strategic Plan. It describes priorities for the 2003-2008 timeframe and presents a results-based business case that explains OSHA's return-on-investment to the American taxpayer. The Plan serves as a mechanism for communicating a shared set of expectations regarding the results that OSHA expects to achieve and the strategies that it will use. OSHA will adjust the plan as circumstances necessitate, use it to develop the annual performance plan and budget submissions, report on progress in annual performance reports, and hold managers and staff accountable for achieving the goals and outcomes.
By presenting those planning elements that are essential for communicating long-range direction to stakeholders and employees, this document answers the key question, "What results will OSHA strive for during the next five years, and what adjustments does OSHA need to make in order to achieve them?"
ALIGNING WITH DOL GOALS AND STRATEGIES
DOL plays a critical role in the health and welfare of American workers, job seekers and retirees by improving working conditions, advancing opportunities for profitable employment, protecting retirement and health benefits, helping employers find workers, and tracking changes in economic measurements. DOL has four strategic goals:
Department of Labor Strategic Goals
Goal 1 A Prepared Workforce
Enhance opportunities for America's workforce
Goal 2 A Secure Workforce
Promote the economic security of workers and families
Goal 3 Quality Workplaces
Foster quality workplaces that are safe, healthy and fair
OSHA plays a critical role in supporting the DOL Quality Workplace goal by carrying out programs designed to save lives, prevent injuries and illnesses, and protect the health of America's workers. Those programs include:
OSHA also supports the DOL Competitive Workforce goal by ensuring that its regulations effectively address policy issues and that they do not create unnecessary regulatory burden.
- Developing guidance and standards for occupational safety and health,
- Inspecting places of employment and working with employers and employees,
- Providing consultation services to small businesses,
- Providing compliance assistance, outreach, education, and other cooperative programs for employers and employees,
- Providing matching grants to assist states in administering consultation projects and approved occupational safety and health enforcement programs, and
- Fostering relationships with other agencies and organizations in order to address critical safety and health issues.
Consistent with the DOL's emphasis on managing for results, the OSHA Strategic Management Plan, focuses on serious hazards and dangerous workplaces and includes strategies that emphasize:
- Exercising strong, effective, and fair enforcement
- Expanding partnerships and voluntary programs
- Expanding outreach, education, and compliance assistance
President's Management Agenda Initiatives
- Strategic Management of Human Capital
- Competitive Sourcing
- Improved Financial Performance
- Expanded Electronic Government
- Budget and Performance Integration
|Regarding administrative initiatives, DOL is in the process of implementing the President's Management Agenda. OSHA will contribute to this effort by (1) Integrating performance and budget, (2) Strategically managing human capital, (3) Identifying competitive sourcing opportunities, (4) Strengthening its financial performance, and (5) Incorporating e-government opportunities into its enterprise architecture.
|OSHA's mission is to promote and assure workplace safety and health and reduce workplace fatalities, injuries, and illnesses.
OSHA, along with its valued state partners, achieves its mission through various means, including workplace enforcement of applicable laws and regulations, inspections, consultation services compliance assistance, outreach, education, cooperative programs, and issuance of standards and guidance. In order to increase its effectiveness, OSHA collaborates with a variety of organizations interested in occupational safety and health.
|OSHA's mission is to "Assure so far as possible every working man and woman in the Nation safe and healthful working conditions."
From the Occupational Safety and Health Act of 1970
By accomplishing this mission OSHA saves lives, enhances the quality of life of working men and women, and contributes to the economic vitality of the Nation.
VISION FOR 2003 THROUGH 2008
Although this plan, in its entirety, conveys the OSHA vision for the next several years, the following vision is included to summarize what OSHA expects to accomplish by implementing its strategic goals.
Every employer and employee in the Nation recognizes
that occupational safety and health adds value to
American businesses, workplaces, and workers' lives.
In developing its strategic direction and goals, OSHA first conducted a comprehensive analysis of the Agency's external and internal situation. This process involved analyzing the national occupational safety and health landscape, and examining past, present, and future trends and issues in order to assess OSHA's current programs and strategies, and to determine if new or different priorities were appropriate. The intensive analytical process provided a data driven foundation on which to construct a balanced set of strategic goals. The results of the assessment were incorporated into a separate document, Assessment of the Strategic Situation Confronting OSHA [September 2002]. A summary of the key issues is provided below:
Challenge 1: OSHA oversees a large and diverse population of employers and workers
Since OSHA was created in 1971, the workplace fatality rate among employees has decreased by 62%(1) and occupational injury and illness rates have declined by 42%(2) . At the same time, US employment in the private sector as well as the number of workplaces has doubled, increasing from 56 million workers at 3.5 million establishments to 114 million workers at 7 million establishments(4). The decrease in fatalities, injuries and illnesses across such an expanding population of workers demonstrates remarkable progress. Nevertheless, the number of reported fatalities, injuries, and illnesses remains unacceptably high. In 2001 there were 5,270 fatalities in private industry (7,534 including September 11 deaths), and in 2000 there were more than 5.7 million reported injury and illness cases(5).
Challenge 2: Trends in the demographic characteristics of the U.S. workforce and the changing nature of work create special safety and health challenges.
Safety and health hazards exist in varying degrees and forms throughout the population. Some occupations and industries, such as construction and manufacturing, are inherently more hazardous than others. At the same time, less obvious hazards, such as injuries caused by ergonomic factors and exposures to dangerous substances, pose subtle but serious threats in a wide cross-section of occupations and industries.
The American workforce has changed in significant ways over the past several decades. It is more diverse in terms of age, gender, race, and nationality, and the products of work are increasingly services rather than goods. A smaller percentage of workers are employed in large fixed industries, and higher proportions are employed in small firms, temporary jobs, or at home. More work is now contracted, outsourced, and part time. These trends are expected to continue over the next several decades and will require different strategies to address developing issues.
Challenge 3: Fatality, illness, and injury trends reveal new occupational safety and health issues that need to be addressed, including new approaches to construction safety, and ways to address transportation safety and workplace violence.
In terms of workforce demographics, we can expect to see a greater percentage of youth and older workers in the workforce. According to several sources on labor force trends, in the next decade, the youth population, ages 16 to 24, is expected to increase as a share of the workforce, the 25 to 54 age group is expected to decline, and the 55 and over age group will grow the fastest. According to the National Institute on Occupational Safety and Health (NIOSH), 80% of young people are employed at some point before they leave school. In addition, as the demand for skilled, experienced workers grows in the next two decades, older workers will become an increasingly vital labor resource. These demographic shifts influence occupational injury rates and, therefore, raise issues for OSHA's program strategies. For example, despite child labor laws that prohibit teens from engaging in the most dangerous occupations, they have a higher rate of injury per hour than adults. Older workers,
on the other hand, have lower injury and illness rates than the labor force as a whole, although injured older workers generally take longer to return to work.
Immigrant and "hard-to-reach" workers and employers are also becoming more prevalent. Many immigrants are less literate, unable to read English instructions, and work in some of the most inherently dangerous jobs. Hard-to-reach workers and employers include youth workers, employees who work at a single location for only a few days before moving to a new location, temporary workers, and small business owners. These demographic and workplace trends complicate the implementation of occupational safety and health programs and argue for enforcement, training, and delivery systems that are different from those that have been relied upon to date.
Each year, more workers die in construction industry than any other industry sector. Not only are the numbers of deaths high each year, but the fatality rate is three times that of general industry and has remained virtually unchanged from 1992-1999 before dropping in 2000. This situation, complicated by a hard to reach employer and employee population, presents unique challenges for OSHA that calls for new strategies.
Challenge 4: Emerging issues in health, safety and emergency preparedness present new challenges that need to be addressed during the planning horizon.
In addition, within several high-fatality rate industries, the most serious risks included workplace violence and motor vehicle accidents, two areas that OSHA has not traditionally addressed. More specifically, workplace violence and motor vehicle accidents are two of the top three causes of death accounting for 45 percent of occupational fatalities. Motor vehicle fatalities are generally covered by the Department of Transportation. OSHA's jurisdiction is limited to motor vehicle fatalities associated with the performance of one's job as well as fatalities related to construction work zones. Due to the diffuse nature of these problems as well as jurisdictional issues, reducing these risks will require collaboration efforts with other federal, state and local organizations.
Workers face a broad range of emerging health and safety issues that need to be considered as OSHA establishes its future direction. In the health area these include emerging threats from occupational asthma, mixed exposures to new combinations of chemicals, and exposures to ultra fine particulates, including asbestos and man-made vitreous fibers. In the safety area, emerging issues include, fall hazards from wireless communications and HDTV tower construction, noise in construction, and difficulties in reaching the expanding population of mobile workers.
Challenge 5: OSHA does not have a systemic intelligence gathering process for analyzing trends, emerging issues, and program strategies
Emergency preparedness is also a prominent issue that will require attention and resources. The Agency was extremely successful in its response to the attacks on September 11, and the Anthrax incidents. OSHA provided safety and health support for first responders, rescue and recovery operations, and cleanup operations in hazard evaluation, monitoring, and decontamination. Additional activities are already underway to improve OSHA's readiness. This area will require continued attention throughout the planning period.
The situational assessment identified a critical internal issue regarding the need to enhance OSHA's overall "intelligence capabilities". Specifically, OSHA needs to understand the effectiveness of its programs and strategies and be able to identify and respond to emerging trends. Meeting this need will involve developing an improved analytical infrastructure that has access to timely and accurate data and appropriate analytical tools.
These key issues, while not exhaustive, provided a context for analyzing OSHA's existing programs and informed the development of OSHA's goals and strategies.
OSHA is comprised of a workforce of more than 2,300 dedicated federal employees, including more than 1,100 inspectors. Its annual budget (FY02) is approximately $443 million. OSHA works in partnership with 26(3) states (with more than 3,100 employees) that manage their own occupational safety and health programs. These States operate their programs under State law, but with OSHA approval, matching grants and oversight to ensure that they operate programs that are "at least as effective" as Federal OSHA. In doing so they retain the flexibility to tailor their programs to address their own local issues and concerns.
Since the development of its last Strategic Plan, OSHA's programs have expanded to include an emphasis on compliance assistance and cooperative programs, such as partnerships and alliances, and a significant increase in recognition programs. The expansion of these programs represents recognition among safety and health professionals of the need to expand prevention efforts and focus attention on root causes of persistent problems.
Programs for ensuring and improving workplace safety and health are highlighted in Table 1.
|Table 1 - OSHA Programs
||OSHA conducts a strong, fair, and effective enforcement program, which includes inspecting worksites, and issuing citations and penalties for violations of health and safety standards. Priorities for inspections include reports of imminent danger, fatalities and catastrophic accidents, employee complaints, investigation of whistleblower activities, referrals from other government agencies, and targeted areas of concern.
|On-site Consultation Programs
||Through the States, OSHA offers a free consultation service, targeted at small businesses in high-hazard industries, that assists employers in identifying and correcting workplace hazards and establishing safety and health management systems.
||OSHA enters into voluntary relationships (VPP, Strategic Partnerships, SHARP, and Alliances) with employers, employees, employee representatives and trade and professional organizations to encourage, assist, and recognize their efforts to increase worker safety and health. These programs promote effective safety and health management and leverage the agency's resources to share safe and healthy best practices.
|Compliance Assistance, Outreach Training and Education, and Information Services
||OSHA develops and provides a broad array of compliance assistance programs, outreach and assistance products and services, education and training materials, and courses that promote occupational safety and health. To help employers and employees better understand their obligations, opportunities and safety and health issues, the agency provides services including education centers, 1-800 number assistance, interactive e-tools and an extensive website.
|Standards and Guidance
||OSHA develops and disseminates a wide range of guidance and standards that contributes to the occupational safety and health community, and the knowledge and awareness of employers and employees.
OSHA's STRATEGIC DIRECTION
While there is always room for improvement, OSHA's programs have served the Nation well. Since OSHA was established, occupational fatality and injury rates have declined dramatically.
Today, DOL and OSHA are as committed as ever to protecting workers. Over the past several years however, the Department and OSHA have taken a more balanced approach to the mission of safety and health, recognizing that the vast majority of employers take their responsibility to provide a safe and healthy work environment very seriously. OSHA will continue to build on this balanced approach. Compliance assistance, outreach, education, and cooperative programs will continue to provide the support needed to help employers and workers achieve a safe and healthy work environment, while strong, fair, and effective enforcement of safety and health regulations create incentives for employers to address safety and health issues. These programs will be expanded and modified as necessary to improve OSHA's effectiveness and address emerging issues. To address the major challenges previously identified, OSHA's goals will reflect the following three themes:
Focus OSHA resources in those areas that provide a maximum return-on-investment.
OSHA possesses substantial capabilities that have been developed and refined over many years. Given the large number and variety of workplaces, it must strengthen its strategic surveillance capabilities to identify the most significant safety and health risks, determine what is causing them, and implement appropriate, programs to minimize the risks.
Make greater progress, using both direct intervention and cooperative approaches, in creating a deeply ingrained American culture that values and fosters safe and healthy workplaces.
Effective management and implementation of workplace safety and health programs add significant value to individuals and companies by reducing both the extent and the severity of work-related injury and illness. Where these practices are followed, injury and illness rates are significantly less than rates at comparable worksites where implementation is not as comprehensive. For example, companies that participate in the Voluntary Protection Program (VPP) have 54 percent fewer injuries and illnesses than other companies in their industries.
Ensure that OSHA has the expertise and capabilities, now and in the future, to carry out its National leadership responsibilities for workplace safety and health.
OSHA's effectiveness, especially in carrying out its national leadership responsibilities, requires that it be widely respected and seen as technically competent, innovative, and "leading the charge" in improving workplace safety and health. The situational assessment pointed out weaknesses in the Agency's intelligence gathering and analysis capabilities that need to be addressed to ensure that OSHA effectively targets its efforts and has the credibility necessary to accomplish its mission.
SECTION 3 - OSHA GOALS AND STRATEGIES
ACHIEVING THE DEPARTMENT OF LABOR STRATEGIC GOALS
OSHA's Strategic Management Plan was developed within the overall framework of the DOL Strategic Plan. In support of the DOL plan, OSHA developed two performance goals, shown below in Figure 1 that will be tracked and reported to the Department in accordance with the Government Performance and Results Act (GPRA) requirements. These two goals set specific targets for a significant reduction in fatalities, injuries and illnesses over the planning period.
To better demonstrate the linkage between its activities and these very broad outcomes of reducing fatalities, injuries and illnesses, OSHA will also track results in specific areas that receive priority over the planning period. These OSHA areas of emphasis will be analyzed and revised each year based on the results of operations and new issues that demand attention. The areas of emphasis for FY2004 are illustrated below in Figure 2.
DOL Performance Goals
|DOL Performance Goal #3.1C
||By 2008, reduce the rate of workplace fatalities by 15%
|DOL Performance Goal#3.1D
||By 2008, reduce the rate of workplace injuries and illnesses by 20%
Fatality Areas of Emphasis for FY2003-2004
|Area of Emphasis
||Reduction in Fatalities
|Total Reduction in Fatalities
| 1. Construction Reduction
| 2. General Industry Reduction
|Total Reduction in Injury and Illness
Injury and Illness Areas of Emphasis for FY2003-2004
|Area of Emphasis
||Reduction in Fatalities
| 1. Construction
| 2. General Industry
| 3. High incident/high severity industries
| Landscaping/horticultural services
| Oil and Gas field services
| Preserve fruits and vegetables
| Concrete, gypsum & plaster products
| Blast furnace and basic steel products
| Ship & boat building and repair
| Public warehousing and storage
| 4. Amputations in Manufacturing and Construction
| 5. Ergonomics
| 6. Blood Lead Levels
| 7. Silica Related Disease
OSHA, in order achieve the preceding targets, has established three specific supporting goals that will guide its efforts over the next several years. They are to:
The OSHA goals presented on the following pages include performance targets that align with the DOL performance targets and strategies that explain how OSHA will achieve them. Strategies for the first two goals follow the "plan-do-review" pattern illustrated below. The third OSHA goal focuses more internally, elevating to a strategic level some of our pressing management and operational challenges.
- Reduce occupational hazards through direct intervention
- Promote a safety and health culture through compliance assistance, cooperative programs and strong leadership
- Maximize OSHA effectiveness and efficiency by strengthening its capabilities and infrastructure
|Significantly enhance our targeting effectiveness
||Efficiently and effectively carry out day-to-day operations
||Strengthen our existing methods and identify new ones
Reduce occupational hazards through direct interventions
OSHA's success, in many respects, depends on one-to-one interactions with employers and their employees. They include inspecting workplaces, consulting with employers, and providing assistance, training, and recognition programs. Direct interventions are designed to address unsafe and unhealthy working conditions.
OSHA relied on a long term set of priorities developed for the last Strategic Plan. In order to achieve the targeted reductions in fatalities, injuries, and illnesses cited earlier in this plan, OSHA will adopt a more dynamic approach for identifying and targeting sectors and hazards that require direct interventions. The FY2003/2004 areas of emphasis are shown in Figures 2 and 3 on page 11. These priorities will be re-assessed, adjusted as necessary, and communicated each fiscal year.
The specific strategies for adopting a more dynamic targeting approach and implementing it "in the field" are presented on the next page.
|How Progress in Achieving
this Goal Will be Assessed
|1. Percent reduction in injury and illness rates for cases involving days away from work at worksites receiving a direct intervention.
||2000 - 2002 Average
|2. Number of hazards abated and worksites visited:
a) Total in emphasis areas
establish by 2004
Strategy 1-1: Improve targeting to maximize the impact of direct interventions.
Strategy 1-2: Reduce hazards by intervening at targeted worksites
- Annually analyze data to identify best targets for direct interventions.
- Annually communicate priorities and effective intervention approaches.
Strategy 1-3: Improve effectiveness of direct interventions
- Inspect worksites that experience fatalities, employee complaints, high injury rates, etc.
- Provide consultation services to high hazard worksites.
- Increase participation of high hazard worksites in recognition programs
- Protect whistleblowers from adverse impact.
- Analyze results and effectiveness of direct interventions to determine their impact on fatalities, injury and illness rates.
- Identify and implement adjustments, including targeting new areas that will increase the impact of direct intervention activities.
- Analyze the effectiveness of guidance and standards and identify needed changes.
Promote a safety and health culture through compliance assistance, cooperative programs, and strong leadership
All OSHA programs are designed to reduce fatalities, injuries, and illnesses, but the approaches differ depending on the circumstances and nature of the underlying cause of the problem. Direct interventions achieve the outcomes by engaging in one-to-one relationships with employers and employees. Direct intervention will always be necessary to ensure workplace safety and health. At the same time, lasting solutions will come about because employers, workers, and many others embrace a workplace safety and health culture. From OSHA's perspective, its resources devoted to realizing this goal have the potential to multiply its effectiveness - by instilling safety and health values among the broad population and enlisting them in pursuing the same goals. Achieving this goal will require concerted effort, enhancement of OSHA's compliance assistance skills, innovation, and continued dedication to safety and health ideals.
| How Progress in Achieving
this Goal Will be Assessed
|1. Increase in Recognition Programs:
||125 new recognition programs by 9/30/2003
|2. Increase in:
||100 new partnerships and alliances by 9/30/2003
|3. Increase in total number of people participating in OSHA outreach/training programs
3c. Immigrant employers and workers
3d. Small Businesses
3e. Workplace Violence
3g. Targeted SIC/NAICS
| Baseline will be established in first year
||10 percent increase in number of people trained per year
|4. Develop a plan to promote systematic approaches to safety and health in American workplaces.
|| No measures available
||Plan complete by June 2003
|5. Develop a plan to increase OSHA staff's compliance assistance skills and abilities.
||No plan available
||Plan complete by 2003
|6. Implement an emergency preparedness/homeland security plan and assess organizational capability
||No plan available
||Plan complete December 2003
Strategy 2-1: Improve OSHA's ability to capture opportunities where compliance assistance, leadership, outreach, and cooperative programs will maximize impact
Strategy 2-2: Promote a safety and health culture throughout America's worksites
- Improve collection, tracking, and analysis of information in these areas.
- Identify new opportunities in the following areas to significantly improve workplace S&H:
- Youth fatalities, injuries, and illnesses
- Immigrant and other hard-to-reach employers and workers
- Transportation fatalities
- Workplace violence fatalities
- Small Business, particularly in OSHA areas of emphasis
- Potential for "safety by design" campaign to "build in" safety and health protections and features
- Annually analyze opportunities; establish focus, priorities, and targets; and communicate best practices.
Strategy 2-3: Improve the effectiveness of OSHA's approaches for promoting safety and health
- Increase the skills and abilities of OSHA staff in areas of compliance assistance and systematic approaches to safety and health.
- Increase relationships with organizations that represent safety and health best practices.
- Increase OSHA's impact on ergonomics in the workplace by establishing a national advisory committee on ergonomics, leveraging outreach and training courses, issuing ergonomics guidelines, and creating partnerships and alliances.
- Increase understanding of safety and health as a value in business, workplaces, and peoples lives through compliance assistance and consistent, targeted communication strategies.
- Elevate the value of safety and health by promoting recognition programs, partnerships and alliances.
- Increase the number of implemented emergency preparedness programs and provide expertise and support to the new Department of Homeland Security.
- Strengthen relationships with NIOSH to improve our knowledge of safety and health issues and with other government entities (e.g. EPA, SBA, MSHA, DOT) to increase OSHA's capacity to promote a safety and health culture.
- Analyze results and effectiveness of compliance assistance, cooperative programs and leadership efforts in order to assess their impact on fatality, injury, and illness rates.
- Identify and implement adjustments, including targeting new areas and developing new training, that increase the impact of consultation services, compliance assistance, cooperative programs, and leadership activities.
Maximize OSHA effectiveness and efficiency by strengthening our capabilities and infrastructure
Successes in achieving the preceding goals require that OSHA monitor and respond to events in a rapidly changing world. The situational assessment revealed a number of opportunities to strengthen aspects of OSHA internal operations. Specifically, OSHA needs to improve its intelligence gathering, analytical and evaluation capabilities, ensure that OSHA staff has the requisite knowledge, skills and abilities to address emerging health and safety issues, examine its approaches to addressing occupational health issues, and improve its use of information technology. These issues and others that were identified are addressed through strategies and actions presented on the following pages.
|Example of How Progress in Achieving this Goal Could Be Assessed(6)
|1. Develop a business plan for improving "intel" capabilities
||Plan developed by 3/03
|2. Develop a plan to improve OSHA's impact on occupational health
||Plan developed by 3/03
|3. Complete a human capital assessment and make recommendations for action
||Plan developed by 12/03
|4. Percentage increase in the number of staff who had or are currently receiving certification training
|5. Perform annual review to determine effectiveness, benefitsand burden of current standards.
||Per regulatory agenda timeframe
|6. Implement the enterprise architecture plan according to schedule
|7. Obtain and maintain "green" on the progress score for the 5 items on the president's management agenda
||Green on progress score
Strategy 3-1: Improve OSHA's intelligence gathering, analytical, targeting, and performance measurement capabilities
Strategy 3-2: Improve OSHA's impact on occupational health outcomes
- Improve OSHA's access to timely and accurate occupational safety and health data, including identification of alternative data sources.
- Improve OSHA's ability to identify and monitor emerging S&H issues.
- Improve OSHA's ability to measure outcomes and program effectiveness.
- Use customer communication as an information resource.
- Improve collaboration and information sharing with state partners, NIOSH, BLS, other S&H organizations, and other research and academic institutions.
Strategy 3-3: Improve OSHA's strategic management of human capital
- Conduct an assessment of current health strategies and progress and identify a framework for increasing OSHA effectiveness.
- Improve OSHA's ability to monitor progress in reducing workplace illnesses and measure outcomes.
Strategy 3-4: Ensure standards and guidance are effective, address contemporary issues, and reflect best practices for promoting workplace safety and health
- Ensure OSHA has the skills, capabilities, and diversity to accomplish its mission by conducting a comprehensive workforce skills assessment and implementing a human capital/workforce development plan.
- Ensure future leadership by implementing a succession plan.
- Ensure future technical competencies by creating incentives for professional development.
- Improve recruitment, development, diversity, and retention of talent.
- Implement an effective safety and health program within OSHA.
Strategy 3-5: Improve usability and usefulness of OSHA information technology resources
- Develop standards as reflected in the Regulatory Agenda
- Review, update, and revise existing OSHA standards.
- Assess the impact of existing standards on improved employee safety and health, as well as on employer costs, especially in small businesses, and evaluate whether less burdensome alternatives have been developed.
- Ensure that standards and guidance are supported by timely, customer-focused communication, training, and assistance as necessary.
Strategy 3-6: Improve the efficiency of OSHA processes and activities
- Improve the quality, timeliness, and availability of OSHA information(7)
- Strengthen protection and privacy of OSHA Information
- Improve IT Support for a Mobile Workforce(8)
- Improve capabilities for sharing information and collaborating on projects and initiatives(9)
- Improve access to a wide and diverse range of research and information(10)
- Improve capabilities for measuring costs and benefits of activities and processes and pursue opportunities to improve efficiency
- Increase use of performance-based contracting
- Improve integration of OSHA's budget and performance information
- Strengthen financial management practices
Footnote 1 Bureau of Labor Statistics Occupational Injuries and Illnesses Report for 1975, data for 1971; percent decline excludes September 11, 2001, deaths. (Back to text)
Footnote 2 Bureau of Labor Statistics Occupational Injuries and Illnesses Report for 1975, data for 1973. (Back to text)
Footnote 3 Twenty-three (23) states cover both public and private sector employees; three states cover only public sector employees. (Back to text)
Footnote 4 U.S. Census County Business Patterns for 1971 and 2000. (Back to text)
Footnote 5 Fatality data from the Bureau of Labor Statistics Census of Fatal Occupational Injuries. Injury/illness data from the Bureau of Labor Statistics Survey of Occupational Injuries and Illnesses. (Back to text)
Footnote 6 The Goal 3 issues have a cause-and-effect relationship with the Goal 1 and 2 issues. Consequently, the outcome of achieving this goal is success in achieving the other two goals. For this reason the performance measures included for Goal 3 are more activity-oriented than outcome oriented. (Back to text)
Footnote 7 Referred to as "Integrated Information" in IT Enterprise Architecture (Back to text)
Footnote 8 Referred to as "Work Mobility" in IT Enterprise Architecture (Back to text)
Footnote 9 Referred to as "Information Sharing, Processing, and Collaboration" in IT Enterprise Architecture (Back to text)
Footnote 10 Referred to as "Information Accessibility and Analysis" in IT Enterprise Architecture (Back to text)