Gap analysis in all sectors within the business

1. CULTURE
ISSUES ACTION PLAN
 Different people/ regions unaware of
updates/changes etc
 Potentially critical information is being
forwarded on, copy and pasted with a view
that this has been issued and therefore
accepted / reviewed
 No communication of best practice
across regions
 Keep re-inventing the wheel
 Not enough good news shared generally
 Advertise your safety vision clearly.
 Conducting PDR at regular intervals by
the managers.
 Provide and respond to feedbacks.
 Relationship between management and
operatives can be improved.

2. MENTAL HEALTH WELLBEING
ISSUES ACTION PLAN
 Lack of new blood – new ideas
 Lack of interaction between the
departments within the organisation.
 Employees feel overloaded and unable
to cope with the assigned activities.
 Additional costs of recruiting via
agencies & lack of consistency with
constantly recruiting new starters
 Aging workforce & not planning for the
future
 Consider starting internship
 Regular contact from senior
management to all staff. Listening,
guiding and advising with issues
 Team Building events - will increase the
chance to speak with the colleagues
and senior management in a neutral
setting.
 Manager should be aware of people
workload and capacity based on
capability and knowledge.

3. QUALITY
ISSUES ACTION PLAN
 OneNote – lack of process on
it/training/updates
 Especially difficult for new staff to understand
 Some staff unaware of what good practice is
 Staff doing things differently depending on
Business region
 No notification when there are changes
 Training for personnel to understand what
quality items are being reviewed and how to
record e.g., ITPs, for all aspects of the works
 The subcontractors need to have the same
view on quality as the principal contractor
 Need to review what is needed by way or
process & then communicate/train &
implement
 The Procedures, Forms, Guidance etc for
each process can be listed as they are, but
also shown as a flow chart / grid view
 Org chart needs to be updated based on
business plan to identify areas of recruitment,
updated roles and remove people that are no
longer in the business.
 Consider automatic notification & briefing to
staff when there are changes

4. ENVIRONMENTAL
ISSUES ACTION PLAN
 Poor environmental management system.
 Conducting training and setting some
practical objectives towards environmental.
 Tools to monitor and capture the
environmental aspect and impact.

5. TRAINING
ISSUES ACTION PLAN
 Site Managers find difficulty in managing sub-
contractors efficiently.
 New joiners find difficulty in using technology
and complete all the training required.
 Train staff including management on
expected behaviours regarding safety. More
number of trainings developed and
published in EdApp.
 Employing managers should be ensuring
that all required training is completed during
on boarding and followed up at PDR and/or
appraisals
 Provide training needed on sub-contractor
management so staff understand
requirements.

6. CORPORATE SOCIAL RESPONSIBILITY
ISSUES ACTION PLAN
 Inconsistent/low CSR commitment
 No STEM involvement
 Encourage staff to participate with allocated
volunteering
 Reiterate the meaning & importance to all
staff
 Develop relationship with more local charities
e.g. Greenwich & Bexley Community Hospice
& Clocktower Sanctuary

7. CHANGE MANAGEMENT
ISSUES ACTION PLAN
Inadequate Change Management process
 The Change Management section within the
IMS Manual needs to be updated
 Change Management documentation needs
to be introduced to the IMS and OneNote
 Change Management training needs to be
created and be completed by all levels
within the company

8. PERFORMANCE MANAGEMENT
ISSUES ACTION PLAN
 No proper performance evaluation system
followed.
 Creating a points-based appraisal system to
evaluate and manage skill development
programme.

9. TECHNICAL
ISSUES ACTION PLAN
No designer available in-house which leads to
rely on sub-contractors – additional cost, time
consuming and sub-standard quality.
 Insufficient In-house Design Management
process
For Network Rail contracts only
 Recruit in-house design team
 Design management documentation needs
to be introduced to the IMS and OneNote
that can be used for all BMH jobs
 Design management training needs to be
created and be completed by all levels
within the company.

10. COMMUNICATION
ISSUES ACTION PLAN
 Poor Communication from bottom to top
 Focus on 2-way communication

11. DOS Actions
 Complete all actions on time
 Train staff including Management on expected behaviours regarding safety
 Communicate safety components regularly
 Integrate safety processes for visibility and consistency
 Focus on 2-way communication
 Make management visible on site
 Respond to feedback received
 Publicise ways for your workforce to get involved in improving safety
 Advertise your safety vision
 Review your safety processes for fit based on feedback
 Invite safety staff representative to join manager on safety tour. Provide
manager with briefing /training before