079: 4 Types of Root Cause Evidence According to TapRooT

<p></p> <p>Powered by <a href="http://ireportsource.com/" rel="noopener noreferrer nofollow" target="_blank">iReportSource</a></p> <p>When an incident occurs it is the investigator's main function to gather all relevant evidence in order to discover root causes and ultimately prevent a recurrence. The tricky part is that evidence isn't always what it seems. Witnesses accounts can be spotty, inconsistent, they may tell conflicting stories about the same incident, etc. Physical or even environmental conditions can change before the investigation process begins. Paperwork, such as a work instruction or JSA, may be misplaced or even changed in some way. With all of these variables and more, you want to make sure you collect the right types of evidence during your investigation.</p> <p>I want to share with you some information from <a href="https://www.taproot.com/" rel="noopener noreferrer nofollow">TapRooT®</a>, which is a systematic process and training for finding the real root causes and precursor incidents, for not only major accidents but minor mishaps and even near misses. According to <a href="https://www.taproot.com/" rel="noopener noreferrer nofollow">TapRooT®</a>, there are four types (or categories) of evidence to be evaluated. <a href="https://www.taproot.com/" rel="noopener noreferrer nofollow">TapRooT®</a> calls these categories 3 Ps and an R. This stands for:</p> <ul> <li>People evidence</li> <li>Paper evidence</li> <li>Physical evidence</li> <li>Recording evidence</li> </ul> <p><strong>People Evidence</strong></p> <p>Often, evidence collection starts with people evidence (a witness statement), and that evidence guides the investigator to collect paper, physical and recording evidence.</p> <p>Examples of people evidence include:</p> <ul> <li>Interviews</li> <li>Fatigue-related information</li> <li>Evidence of injuries, including cuts and scrapes, bruises, fractures, or sprains</li> <li>Information about medical conditions that may have influenced performance (refer to HR or corporate counsel for guidance on HIPPA)</li> </ul> <p>Where do you begin? First, determine who was involved. This includes those who planned the work, supervised the work and performed the work. Other considerations include a worker's capability, capacity, training, and qualification to perform his or her role.</p> <p>Inquire into the background of those involved. Determine if they have been involved in any previous incidents or if they have any related performance or condu