Corrective Action Program Best Practice 5 – Anonymous Condition Reports
Regardless of the degree to which an organization embraces the values of a learning organization, the reporting of some specific adverse conditions or trends may be perceived to be unwelcomed by one or more potential condition report authors. Whether or not a chilling environment exists, individuals having this perception will likely not report these specific issues and may report few, if any, others because of a fear of reprisal. Consequently, such circumstances rob an organization of the opportunity to improve unless there is a mechanism in place that provides these individuals with a degree of professional safety.[wcm_restrict plans=”48852, 25542, 25653″]
Anonymous condition reports allow individuals to report adverse conditions or trends needing to be address without associating the report with the author. This mechanism creates a programmatic gap – a lack of traceability – providing the condition report author an added degree of separation from the issue so to help alleviate his/her reprisal concerns. In some instances, regulatory requirements governing Employee Concerns Programs require the ability to report issues anonymously.
Enabling Anonymous Condition Reporting
Actions taken to enable anonymous condition reporting depend largely on whether and what type of corrective action program supporting application is employed.
Corrective Action Program Supporting Applications
Special care should be taken when providing for anonymous condition reports within program supporting applications. Corrective action program specific applications often provide for anonymous condition report development; allowing condition reports to be authored without the user first logging into the system or by preventing the storage of user data by default. (Automatic capture of condition report author data is completely disabled and must be triggered by the user.) Applications configured to support the corrective action program (these applications are not specifically designed as corrective action program supporting software) frequently do not support anonymous condition reporting. By design, these applications require all users to login and automatically capture the user identification data upon saving/submitting the condition report. To provide anonymous reporting in this case, system enhancements must be enacted or paper-based anonymous condition reporting employed.
Paper-based Corrective Action Programs
Paper-based corrective action programs easily accommodate anonymous reporting by not requiring the condition report author to identify himself/herself. Because a lack of author identification is contrary to the minimum condition report data requirements (see StrategyDriven Corrective Action Program article, Minimum Condition Report Data Requirements), paper-based programs should provide a unique Anonymous Condition Report Form or anonymous report indicator field (such as a checkbox) on standard condition report forms to convey the author’s desire to remain anonymous. When this form is used or field annotated, investigators should not seek to identify the condition report author.
Providing Initiator Feedback
Providing condition report initiator feedback regarding the status of corrective actions and issue resolution is a key component of an effective corrective action program and critical to an organization’s continuous improvement culture. (See StrategyDriven Corrective Action Program best practice article, Initiator Feedback) Anonymous condition reports complicate the providing of this feedback because the author is unknown. While direct feedback in not possible when an anonymous condition reports are submitted, appropriate feedback can be publicly published such that anonymous initiator have easy access to it:
- Publish the basic problem statement and status information in one or several centralized, public locations accessible by everyone within the organization.
- Convey the basic problem statement and status information during all-hands meetings, department meetings, tailgate sessions, prejob briefings, etcetera.
- Send the basic problem statement and status information to all employees via hardcopy and electronic mail.
Good judgment must be used when conveying the basic problem statement and status information. There should be no inference regarding the identity of the issue originator or originating group. Information shared should be unbiased and factual in nature; taking care not to defame the initiator or diminish the importance of the problem. Furthermore, information of a personal nature, whether related to the initiator or issue, should be kept out of the public domain.[/wcm_restrict][wcm_nonmember plans=”48852, 25542, 25653″]
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About the Author
Nathan Ives is a StrategyDriven Principal and Host of the StrategyDriven Podcast. For over twenty years, he has served as trusted advisor to executives and managers at dozens of Fortune 500 and smaller companies in the areas of management effectiveness, organizational development, and process improvement. To read Nathan’s complete biography, click here.