Demographic Information Welcome to the Campbell Award Self Assessment Tool. Are you Campbell-Ready? Find out in three easy steps: Provide basic demographic information Answer 10 questions about your EHS management system Receive your results! Results will also be emailed to you at the address you provide below All information is completely confidential and will not be shared with outside parties. 1. Organization Name*Missing 2. Organization Size Category*Missing 1. Category I - More than 1,000 employees 2. Category II - Up to 1,000 employees 3. Industry Sector*Missing Select from list Agriculture, Forestry, Fishing and Hunting (11) Mining, Quarrying, and Oil and Gas Extraction (21) Utilities (22) Construction (23) Manufacturing (31-33) Wholesale Trade (42) Retail Trade (44-45) Transportation and Warehousing (48-49) Information (51) Finance and Insurance (52) Estate and Retail Leasing (53) Professional, Scientific, and Technical Services (54) Management of Companies and Enterprises (55) Administrative and Support and Waste Management and Remediation Services (56) Educational Services (61) Care and Social Assistance (62) Arts, Entertainment, and Recreation (71) Accommodation and Food Services (72) Other Services (except Public Administration) (81) Public Administration (92) 4. Your Name*Missing 5. Your Title*Missing 6. Your Email Address*Missing 7. Confirm your email address*Missing Organization Self-Assessment 1. How engaged is your leadership in the management and implementation of EHS initiatives? To what extent is this measured? 1. Not at all Engaged - our leadership is disinterested in EHS initiatives and their engagement is not measured 2. Somewhat Engaged - our leadership is interested in certain EHS initiatives; their engagement is tracked 3. Moderately Engaged - our leadership is interested in most EHS initiatives and they are a visible EHS presence; their engagement is tracked and seen as important 4. Very Engaged - our leadership cares deeply about and monitors EHS initiatives; their engagement is tracked and made known throughout our organization 5. Extremely Engaged - our leadership spearheads and stewards EHS initiatives; their engagement is tracked and made known throughout and beyond our organization * Required 2. How active are you in benchmarking its EHS performance with peer organizations and others? How does your performance compare to others? Are you compliance-driven or value-driven? 1. Not at all Active - we do not perform EHS benchmarking; our EHS system is compliance-driven 2. Somewhat Active - we perform EHS benchmarking with peer organizations within our industry sector and our results are below average; we see EHS as a value 3. Moderately Active - we perform EHS benchmarking with peer organizations and cross-industry organizations in our region and our results are average; we see EHS as a value 4. Very Active - we perform EHS benchmarking with peer organizations and cross-industry organizations worldwide and our results are above average; EHS is ingrained in our culture 5. Extremely Active - we perform EHS benchmarking with peer organizations cross-industry organizations worldwide and our results are outstanding; EHS is intuitive in running our business Required 3. Do you conduct regular EHS culture surveys? What do these surveys say about the health of your EHS system? 1. No - we do not conduct regular EHS culture surveys 2. Infrequently - we conduct EHS culture surveys, but not at regular intervals; results have been mixed 3. Regularly - we conduct regular EHS culture surveys; results show room for significant improvement 4. Mostly Management - our EHS organization develops and has some accountability/responsibility for EHS success, but management is mostly responsible 5. Solely Management - our EHS organization develops EHS tools and advises management, but management and senior executives take accountability/responsibility for success Required 4. Do accountability and responsibility for EHS success belong to your management and senior executives or your EHS organization? 1. Solely EHS - our EHS organization develops and is accountable/responsible for EHS success 2. Mostly EHS - our EHS organization develops and is mostly accountable/responsible for EHS success, but management has a small amount of responsibility 3. Shared - our EHS organization and management evenly share accountability/responsibility for EHS success, or each has responsibility for particular components 4. Mostly Management - our EHS organization develops and has some accountability/responsibility for EHS success, but management is mostly responsible 5. Solely Management - our EHS organization develops EHS tools and advises management, but management and senior executives take accountability/responsibility for success Required 5. Does your enterprise risk management system incorporate EHS risk management as a key element commensurate with business risks? 1. No - EHS risk is managed separately 2. Mostly EHS - our EHS organization develops and is mostly accountable/responsible for EHS success, but management has a small amount of responsibility 3. To a great extent - EHS risk is mostly integrated in the enterprise risk management process 4. Completely - EHS risk is fully integrated in the enterprise risk management process, and serves as a key element of this process 5. Yes, and it is an intrinsic value - EHS risk is not only fully integrated in the enterprise risk management process, but is used as a guiding principle in decision-making Required 6. Do you have systems in place to identify leading indicators of EHS performance and to act on changes to these indicators? 1. No - we do not identify or track EHS indicators 2. Only Lagging - we identify and track only lagging EHS indicators 3. Yes, Leading and Lagging - we track and identify lagging and leading EHS indicators but do not have a system to act on changes 4. Yes, and for Mitigation - we identify and track lagging and leading EHS indicators and have a system in place to mitigate negative trends 5. Yes, and for Continuous Improvement - we identify and track lagging and leading EHS indicators, have a system in place to mitigate negative trends, and use positive trend drivers to continuously improve Required 7. Does your communication flow from multi-directionally from management to employees? To what extent do your communication and documentation systems allow access to information? 1. One-Way - Communication flows from management to employees or vice versa, but there is little communication in the other direction. We have no enterprise communication/documentation system 2. Two-Way - Communication flows from management to employees and vice versa. Our communication/documentation system allows access to senior management and EHS employees only 3. Two-Way, with More Accessibility - Communication flows from management to employees and vice versa. Our communication/documentation system allows access to line management, senior management and EHS employees only 4. Two-Way, with Full Accessibility - Communication flows from management to employees and vice versa using a variety of methods, including written, verbal, and multimedia. Our communication/documentation system allows access to all employees 5. Multi-Way, with Variety/Full Accessibility - Communication flows from management to employees and vice versa using a variety of methods, including written, verbal, and multimedia. Communication is channeled to all business functions. Our communication/documentation system allows access to all employees at all locations/sites Required 8. To what extent are your employees empowered, involved, and engaged in EHS? Do you regularly build the competency of your workforce? 1. Not Very Engaged - Employees are involved in some aspects of EHS. Contractors or temporary employees are not engaged. Competency building is sporadic with no long-term plan 2. Somewhat Engaged - Employees are involved in some aspects of EHS. Contractors or temporary employees receive some of the same training as employees. Competency building follows a set schedule but is not integrated with long-term goals 3. Moderately Engaged - Employees are involved in most aspects of EHS. Contractors or temporary employees receive some of the same training as employees. Competency building follows a set schedule and is integrated with long-term goals 4. Very Engaged - Employees are involved in all aspects of EHS. Contractors or temporary employees receive most of the same training as employees. Competency building is fundamental, follows a set schedule and is integrated with long-term goals 5. Extremely Engaged - Employees are involved in all aspects of EHS. Contractors or temporary employees receive the same training as employees. Competency building is fundamental, follows a set schedule and is integrated with long-term goals Required 9. To what extent do you engage in EHS off-the-job and measure EHS impact on the Triple Bottom Line (People, Planet, Profits)? 1. Not at All - We do not track EHS off-the-job, have any off-the-job programs, and do not measure impact on the Triple Bottom Line 2. To a Small Extent - We have a few off-the-job programs, but do not encourage off-the-job EHS advocacy. We make some efforts to measure our impact on communities and the environment 3. To Some Extent - We have numerous off-the-job programs, and encourage off-the-job EHS advocacy. We have some off-the-job programs for contractors. We make many efforts to measure our impact on communities and the environment 4. To a Great Extent - We have comprehensive off-the-job programs and encourage off-the-job EHS advocacy for employees and contractors. We make comprehensive efforts to measure and reduce our critical impact on Triple Bottom Line 5. Completely - We have comprehensive off-the-job programs and encourage off-the-job EHS advocacy for employees and contractors. We take our EHS learnings to the communities in which we operate. We make comprehensive efforts to measure and reduce our critical impact on Triple Bottom Line and share best practices with others Required 10. To what extent are EHS audits and assessment performed and to what extent is data generated used in a meaningful way to drive continuous improvement? 1. Not at All - We perform few audits or other assessments, and the data generated is not integrated into a continuous improvement plan 2. To a Small Extent - We perform numerous internal audits and assessments. Data generated is tracked and reviewed occasionally to drive continuous improvement 3. To Some Extent - We perform numerous internal audits and assessments and occasionally invite third party auditors or assessors to collect data. Data generated is available throughout the organization and reviewed annually to drive continuous improvement 4. To a Great Extent - We have a comprehensive suite of internal audits and assessments and frequently invite third party auditors or assessors to collect data. We are certified to conform to standards such as ISO 14001 or OSHAS 18001 at one or more sites. Data generated is available throughout the organization and reviewed quarterly to drive continuous improvement 5. Completely - We have a comprehensive suite of internal audits and assessments and frequently invite third party auditors or assessors to collect data. We are certified to conform to standards such as ISO 14001 or OSHAS 18001 at one or more sites. Data generated is available throughout the organization and reviewed monthly or in an ongoing, daily or weekly cycle to drive continuous improvement Required Self-Assessment Score