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1a) find out and understand the situation to apply just culture accordingly. If indeed sop deviation without waiver. Then punish accordingly.

2) use real case studies to contextualise it, so that troopers on the ground can relate

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Just culture is beginning to be adapted on the ground. It helps in open reporting and lesson learnt can be shared to prevent occurrences

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1a. The guys on the ground can weary that they will be punished when practicing just culture, and hence can have a negative view on reporting such incidents.

1b. Other than dishing out punishment, cases where the servicemen are rewarded for safe behaviour should be emphasised as well. Just culture should not just be reflected as fair punishment, but safe behaviour should be fairly awarded. There can be more transparency and explanations for different severity of punishment.

2a and b. To better internalise, the unit should contextualise first how the different cases can apply in our own operations, where visualisation to what could happen should be used when possible.

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Qns 1a:

Just culture is a tool to calibrate punishment based on severity and intent. Encourages open reporting but however there is a small ground which perceives it as a punishment tool. But comforted to know that most perceives it as a tool for open reporting and confidence that they will be dealt with appropriately.

Qns 1b:

Exercise it and top down example from the command level. Two extremes for 5 AELG - G550 jacking incident (no personal gain), and Guam F16 incident. It will be dealt with in a justified manner. Exercise to build trust.

Qns 2a:

Identifying what needs to be shared could stem from the command emphasis. The correct and most relatable lessons should be shared to build reasonation with the guys. Storytelling can be an effective tool.

KM must be implemented to archive lesson learnt, and it's easier to facilitate sharing by the respective flight management. Such that a consistent emphasis could be narrated. One example is HF (logs) to archive lessons learnt.

Qns 2b:

Readback and quiz the guys.

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Q1) How does your unit sieve out relevant lessons learnt

contextualise based on causal factor and root cause to derive the lessons learnt

Even if the nature of work is different, how to contextualise to ABSS context. For example, jacking hold in APGC

Q2) How to properly internalise

Random quiz

Develop quiz to answer as a form of read and sign for critical safety messages

Pictures and videos for visual memory

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RSD and daily briefs is a key opportunity to share such issues to the whole SQN.

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1a)

Personnel are encouraged to report hazards, near-misses, and safety breaches without fear of punishment if the act was unintentional or due to human error.

1b)SIP, safety day

2a) we take those incidents and use it in RSD discussions. We will get the unit personnel to relate it to their operations.

2b) we get the junior personnel to give chairman guidance.

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Whenever we receive RSAF quality/safety notices, we will promulgate the key points to the technicians and emphasize on the areas relevant to our MRO operations.

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Unit will need to sieve out occurrences from other unit’s FAIR/GAIR that would be relevant or important and share accordingly. While drawing relevance is mostly done by unit PSG, all personnel can highlight issues that your unit may be able to draw lessons from.

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Establish Psychological Safety and encourage sharing or reporting, but imbuing sense of maturity in our people that serious violations will result in consequences.

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Q1) What is the ground adoption of Just Culture and how can we further permeate Just Culture

Recruits from BMTC are briefed and aware of the principals of Just Culture

This is reinforced through unit induction programme and unit RSD programme

Units use case studies from past incidents and recent GAIRS to analyse and re-live lessons learnt and consequences. Example: 163 Sqn unit: TO never follow road speed limit, 163 Sqn micro sleep, 708 Sqn incorrect lane changing technique along Loyang Ave.

Q2) How to further permeate Just Culture

Leadership need to lead by example

When an incident happen, immediately apply Just culture to re-enact the case and do the debrief

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- Hands-on training: We conduct regular hands-on training sessions to reinforce learning and ensure everyone understands the procedures.

- Clear communication: We communicate clearly and concisely, making sure everyone knows what's expected of them.

- Feedback loops: We have feedback loops in place, so we can identify areas where people might need extra support or coaching.

- Leadership involvement: Our leaders are actively involved in training and mentoring, helping to drive home the importance of internalizing these lessons.

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Drill down to casual factors and derive the root causes. Require to discuss it within the SQN and take feedback from the grounds on their views on the incidents

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SIP (Awareness of open reporting etc)

PSG emphasis on ope reporting

Large group sharing on occurrences/incidents during SODB EODB etc

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supervisor to admit mistakes and acknowledge their errors. Leaders lead by example

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The people are aware of just culture and feel safer to speak up & report

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Contextualisation and Internalisation of Lessons Learnt

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Contextualisation and Internalisation of Lessons Learnt

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commanders and supervisors must openly share how they personally applied a lesson learnt in their decision-making. Use real stories of near-misses turned into learning to make the safety lessons learnt authentic. This normalises humility and reinforces that everyone learns.

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Incidents/accidents can be reframed in our operational language and procedures- Use case-based storytelling in local safety briefs (“What happened there could happen here if…”).

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1b)

Clearly defined Framework/Language- Define Human Error, At-Risk Behaviour, and Reckless Behaviour clearly for our folks- so we are assured that the culture is fair and transparent.

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non-punitive reporting system - redesigned incident reporting have allowed the conditions for Just culture. Negative aspect is the skeptism abt how deeply it can be implemented. The key enablers for continued success is strong leadership commitment to uphold JUST culture.