Senior Director of Risk Management Services/Chief Risk Officer at Sacramento State

Senior Director of Risk Management Services/Chief Risk Officer at Sacramento State  rDownload the Announcement

Golf Tournament on October 1st for Ted Alejandre

County Superintendent of Schools, Ted Alejandre, is moving forward with a kickoff to the 2018 election cycle with an exciting golf event –

– A Golf Tournament will be held on Saturday October 1, 2016 at Shandin Hills Golf Course, in San Bernardino: your attendance and/or support to this kick off event Will help to sponsor the event.    Your sponsorship as well as your participation in the golf tournament will make this an outstanding event!

As you know, business leaders in the community are very supportive of Ted Alejandre and also supportive of the great work he has done for the Office of the San Bernardino County Superintendent of Schools. If you would like to show your support for this kick off event, please let me know if you would like to be an event sponsor or if you would  like to participate in the golf event.

Please fill out the sponsor/registration form attached and submit it right away! We are all hoping to get many interested golfers (whether they be individuals or teams) to participate in the event. There is no prerequisite as it is a best ball scramble that is more geared to generate a fun atmosphere while supporting the campaign! There are no exclusions.   Everyone is invited to participate, if they interested in golfing for a very nominal $100 sponsorship!

Download Flyer

Download Registration Form
Feel free to respond to this email if you have questions. You can also call me or text me on my personal cell phone (909) 730-3054.

Thanks much,
Joe Sanchez

Educational Luncheon – November 18th





10 AM – 2:30 PM

                     San Bernardino County of Superintendent of Schools

                             9630 7th Street Rancho Cucamonga, CA 91730

                              West End Temporary Educational Service Center – Archibald Room


12.02.2015 A WALK IN MY SHOES

Director of Risk Management at County of San Bernardino


Modern Juggling, how to do more with less in risk management and office environment in general

Director, System-wide Risk Management – The CSU, Office of the Chancellor

No cost to risk and safety managers. Please RSVP by November 11, 2016

For sponsorships opportunities please contact:

Jesika Lopez

Cell: (626) 226-7272


Download Flyer


Why don’t architects think about fall protection?

don't forget the fall protection

There is nothing worse than spending 20 million dollars on a brand new building only to find out that you can’t maintain certain areas because there is no fall protection anchor points.  Time and time again, we see that safety regulations are an after thought for architects especially in the public sector due to their recent legislative immunity.

We’ve talked about Areas of Refuge being overlooked by architects for years, now the recent trend is fall protection anchor points and railing.  The issue with these items being an after thought is that the aesthetics of the building tend to be compromised with after market products.  Not to mention, penetration into roofs and walls is never something that you want to do to a brand new building.  Leaving 10,000 lb k-rail barriers on the ground (thanks Dante) to act as anchor devices works, but again it looks messy and makes a hassle for storage.  So why do architects continue to overlook safety issues like this?  Short answer – I have no idea.

What can we do?

The best thing you can do is talk with your facility planners, bond managers, construction managers and insurance carriers.  Make sure that when you go out to bid that you specifically state that you want fall protection and other safety devices built into the building. This is especially true if you are hiring a firm from overseas who are not familiar with OSHA and the United States safety regulations. Simply putting the clause “comply with all federal, state and local laws” is not hitting the mark and is leaving safety engineers and risk managers to come up with creative solutions that are better addressed at the beginning of the design phase.  You can also put clauses in the contract that states that if they overlook issues like this that they will pay for the retrofit, etc…

After market consideration

If you must do an after market fix, then you should really get a structural engineer to evaluate the possible anchor points and you need to include the architect to ensure that it is not going to compromise the building integrity.

Pokemon Go – a new liability

As you may be aware Pokemon Go is all the rage in just about every city across the United States.  The best thing about this video game is that it really is the first to get people outside and socially interacting with each other.  Below we will explore the upsides and downsides of Pokemon Go from a risk management perspective.

Get ready.  Just about every deficiency in your risk management and maintenance program is about to be exploited.  If you are not familiar with Pokemon Go, this is a game that is played outside where gamers travel to different locations looking to take over territories and win battles.  It can be played at any time of day or night and there aren’t any real physical boundaries when it comes to public properties.  What does that mean for risk managers?

Maintenance programs

With no real boundaries, people are walking over every square inch of your public properties.  That means they will be on your sidewalks, pathways, fields and even in open spaces.  Got gopher holes, cracks in sidewalks or other displacements (trip hazards) then you can expect that Go players are going to find them – accidentally that is.  While Go players are focused on their screens while walking around, they are not paying attention to where their feet are traveling.  Stories abound of people walking into traffic, falling off cliffs, falling over planters and all types of other objects.

For cities and towns, your unprotected lakes; (worse yet) unsigned and unprotected waste water treatment facilities; and swimming pools just became drowning hazards.

Illumination becomes a big factor and any lights that are not working will increase the chance that a person playing Pokemon Go at night may trip over something on your property.

Crosswalk markings and other pathways need to be well signed and illuminated.  With players wandering into streets, your employees who drive for business need to pay special attention and should be warned well in advance of entering areas such as these.

Security issues

Pokemon’s can be found in parking lots often resulting in a group of people standing around a car.  This can lead to staff being startled or frightened when they enter the parking lot to go home for the evening.

In addition, people are notorious for finding ways into closed buildings, tennis courts, pools, and any other fenced off area.  Any gaps in your security will certainly be exploited and may be remembered at a later time for more devious adventures.

The good stuff

There are many benefits of Pokemon Go.  First, if you have an obesity problem at your site or in your city, you can certainly promote this game to get people out and about.

You can encourage recreation activities to help build revenues and connect people in the community.

You can entice visitors to your city to tour the city and find unexpected treasures around town helping to increase local business and sales taxes revenue streams.

As a risk manager, you will discover the organizations vulnerabilities and be able to correct them before something more serious happens.

Bottom line

Pokemon Go can be an asset to your organization, but you need to make sure that you are identifying the areas of concern and get your risk management programs in order.

Risk Manager – City of Boulder – Position Open

City of Boulder, Colorado

Risk Manager
Annual salary range: $84,550 – $128,900 DOQ
A city benefit package is included.
Application deadline: Friday, June 24, 2016

Located at the base of the foothills of the Rocky Mountains – where the Rocky Mountains meet the Great Plains – Boulder is a destination location known for its natural beauty, commitment to sustainability and progressive policies. Nestled 35 miles northwest of Denver at an elevation of 5,430 feet, Boulder (pop. 103,000) is world-renowned for its spectacular scenery that includes more than 45,000 acres of open space. This is an exceptional opportunity for an experienced risk management professional with a customer service orientation to contribute to the success of this high-performing organization and vibrant community.

Reporting to the Director of Finance, the Risk Manager manages the City’s comprehensive risk management program with a focus on minimizing risk exposure for property, casualty and workers’ compensation liabilities. The ideal candidate will be an experienced risk management professional with a significant background in a similarly complex organization, preferably with experience in a public agency setting. While strong technical skills/experience in risk management are critical, successful candidates will be forward-thinkers who are proactive in identifying ways to maximize the health and safety of City employees. A Bachelor’s degree and minimum of five years of progressively responsible professional level experience are required; advanced degree and professional certifications desired.

Please send a cover letter, current salary and résumé (showing size of staff and budgets managed and both years and months of current and prior employment dates) and six work-related references to:

For additional information about this position, please contact:

Stuart Satow
CPS HR Consulting
Ph: 916 263-1401
Fx: 916 561-7205

To view an online brochure for this position visit:
City of Boulder, Colorado website:

The City of Boulder, Colorado is an equal opportunity employer.

Risk Management Technician

Perris Union High School District has an open Risk Management Technician position. If you know anyone that might be interested, please pass on the information. Thank you! Judy Deadline to apply on Edjoin – 3/11/16 12 month classified position Monthly salary range – $4,166 – $5,325 $11,000 District paid cap toward health benefits Experience: 3yrs of increasingly responsible clerical, accounting or record keeping experience 3yrs of experience working with employee benefits & workers compensation

How to Cut Costs and Reduce OSHA Claims – Guest Post

As we examine the costs of work-related injuries, we gain insight into the perspectives around this issue, along with a better understanding of the myriad of factors that impact those costs. Some of the costs are harder to document, such as the effect on co-worker morale, or a reduction in productivity throughout due to a work-related injury. While the hard costs that are easier to quantify are large enough, we all take notice and look to best practices to minimize their negative influence on the employer’s bottom line and the employee’s well being.


How Much Work-Related Injuries Cost

Every year, workplace injuries cost US businesses $61.88 billion in workers’ compensation claims. That’s roughly $1.19 billion every week. It certainly is costly for businesses nationwide, but that cost can also vary depending on how quickly an injury is reported.

The median cost for workplace injuries are lowest for injuries reported within the first two weeks, averaging about $13,120 per claim. But delayed injury reporting can increase workers’ compensation costs as much as 51%. After two weeks, the longer an employee waits to file a claim, the more costly it is likely to be.

However, many times the true severity of an injury may not be immediately obvious. Many injured workers think the pain will go away on its own, and when it’s still there days or weeks later, that’s when they decide to take action. Unfortunately, many businesses have rules that punish workers for reporting claims late. While it is true that waiting too long will ultimately cost more, these strict rules actually discourage employees from reporting a claim at all. They may hide their injuries, causing the untreated condition to worsen.

Beyond the $61.88 billion that workers’ compensation costs businesses each year, it has recently been reported that “employer-provided workers’ compensation insurance benefits cover only 21% of the actual costs of a workplace injury or illness, including lost wages, medical expenses, and rehabilitation.” OSHA’s report, “Adding Inequality to Injury: The Costs of Failing to Protect Workers on the Job,” included the following graph:

Cost Workers Injuries Chart

Moreover, many workers don’t receive any workers’ compensation benefits it all. Approximately 3 million workers are injured each year who seek workers’ compensation, however this is only a fraction of the total number of people who are actually injured. It’s estimated that fewer than 40% of eligible workers apply for benefits, leaving the other 60% of injured workers footing the bills themselves.


Main Causes of Injury

According to the 2016 Liberty Mutual Workplace Safety Index, the top 10 causes of workplace injury account for $51.06 billion (82.5%) of all workers’ compensation costs. The following causes are the most common; each cause includes the overall percentage of injuries and the total annual cost.

  1. Overexertion involving outside source (including injuries related to lifting, pushing, pulling, holding, carrying, or throwing objects): 24.4%, $15.08 billion
  2. Falls on same level: 16.4%, $10.17 billion
  3. Falls to lower level: 8.7%, $5.40 billion
  4. Struck by object or equipment: 8.6%, $5.31 billion
  5. Other exertions or bodily reactions: 6.7%, $4.15 billion
  6. Roadway incidents involving motorized land vehicle: 4.8%, $2.96 billion
  7. Slip or trip without fall: 3.8%, $2.35 billion
  8. Caught in or compressed by equipment or objects: 3.2%, $1.97 billion
  9. Struck against object or equipment, 3.0%, $1.85 billion, and
  10. Repetitive motions involving micro-tasks: 2.9%, $1.82 billion.

Top 10 Causes Costs


How to Cut Costs and Reduce OSHA Claims

Work-related injuries are clearly a huge cost in the United States, not just for businesses, but also for the workers themselves. How can we cut those costs and reduce OSHA claims? There are a few key tactics you can use:


1. Make the workplace safer and more comfortable

The first step is also the most obvious, and one that is an OSHA requirement. Make your workplace as safe as possible. Do everything you can to eliminate potential dangers, and invest in making your business worksites safe and clean. Doing so will save you money in workers’ compensation claims, and will also save your employees unneeded suffering and pain.

Don’t just stop at ensuring your workplace is safe: Make sure it is also comfortable. Do an ergonomics assessment to make sure the workspace will not cause undue stress and lead to aches and pains. Muscular pain at work can end up costing a lot, and it is best to minimize the discomfort your employees feel.


2. Provide onsite therapy to prevent injuries and claims

Onsite muscular treatment therapy can provide immediate results, not only by preventing an injury from occurring in the first place, but also by intervening before an existing strain develops into an OSHA-recordable injury. Onsite therapy can reduce or fully eliminate muscular pain and the associated workers’ comp and health care claims. Best practices, like onsite treatment therapy, strengthen the wellness programs in your business, helping to keep employees healthy and happy.


3. Don’t punish employees who report a claim late

Many businesses have deadlines and punishment for employees who may report a claim late. This discourages employees from reporting a claim, and can make a fairly simple injury much more costly down the road. Do encourage employees to report injuries as soon as they can, but don’t put up extra roadblocks for those that may not realize how bad an injury is until it’s too late. Deadlines won’t do your company any good here.


In Conclusion

Striving for a proactive environment and creating a culture of health in your workplace will help you achieve lower rates of incidence and reduce your overall costs associated with work-related injuries. Working continuously toward these common goals will positively impact your employees, productivity, and your bottom line.

About the Author

Dell Dorn is the founder and CEO of DORN Companies. He started DORN in 1998 to help employers save money on workers’ compensation claims and reduce OSHA recordables. Today, DORN customers realize the immense cost of employee pain and the enormous impact our service has on employee morale and their bottom line.

10 ways to reduce employee turnover – Guest Post by Dell Dorn

This blog post is brought to you by Dell Dorn of Dorn Companies.

About the Author

Dell Dorn is the founder and CEO of DORN Companies. He started DORN in 1998 to help employers save money on workers’ compensation claims and reduce OSHA recordables. Today, DORN customers realize the immense cost of employee pain and the enormous impact our service has on employee morale and their bottom line.

10 ways to reduce employee turnover


Across many industries, there is one issue that most companies struggle with: Employee turnover. When as many as 33% of new hires quit within their first 6 months at a job, high employee retention is a goal many companies don’t know how to achieve. There are many factors that come into play and can cause an employee to leave a company. The trick is to know how to solve these issues and make employees want to stay with your company for the long haul. Follow these tips to reduce employee turnover and improve your retention.


1. Hire the right people

This may seem obvious, but it is worth pointing out: During the hiring process, be sure your company is gaining the right people for the job. The first step is to make sure the job description is accurate and thorough; you need to know whom exactly you are looking for and what exactly he or she will be doing, and this needs to be defined clearly for both you and potential new hires. Having this figured out before scouting for new employees will save you plenty of time and frustration.


2. Give fair compensation and benefits

Needless to say, the vast majority of employees do care about the compensation and benefits they receive. Make sure that each employee earns their due amount; you can check to see how much a certain position earns on average in different cities and countries, and this can help you ensure that your wages are fair or competitive. In addition to good pay, employees also value good benefits, including insurance, retirement packages, vacation time and paid leave, and family- or health-related perks. Each year, review what pay and benefits you offer to make sure they have grown accordingly. Otherwise, employees may leave your company for a more competitively packaged job elsewhere.


3. Offer career growth and a clear path to advancement

Decades ago, it was common for employees to work in the same company for most of their adult lives. Workers naturally advanced within a company, climbing from the bottom to an upper level position. Nowadays, this practice is not quite as widespread as it once was: Many companies hire new people to fill senior positions, and employees are therefore not as loyal to their workplace. You can improve employee retention by making it clear that your workers have a path to advancement. Advance careers with internal promotions instead of seeking new hires, and make sure employees are aware of the career growth they can expect within your company.


4. Recognize and reward good employees

Frequently, employers will find themselves spending more time with workers that need extra help in understanding a new task than with those that already do it well. However, it is important to acknowledge those employees that do good work. A little recognition will go a long way in making an employee feel valued and fulfilled in their career. You can go the extra mile and reward good employees as well, thus creating an even stronger bond between them and the company.


5. Provide regular feedback

Employees like to know how they are doing and how they can improve, and you can help by giving regular feedback. Most companies will do an annual review, though half of all employees find them inaccurate and even a waste of time. You can work to improve yearly reviews, or you may want to increase their frequency. Perhaps you can find time to meet with your employees quarterly, monthly, or even weekly to look at what is coming up in the schedule, how the industry has evolved, and how they are doing within the company.


6. Be flexible

As we move further into the 21st century, it is becoming clearer than ever how employee expectations have changed. Many employees now greatly value flexibility, and your company will do well to provide it whenever possible. If you need employees to work late on a Friday night, perhaps that can be offset with a late start the next week. Depending on the type of work your company or an employee does, perhaps some workers can telecommute on occasion. There are many ways you can offer flexibility for employees, and this will result in workers that are more satisfied with the job they have.


7. Give guidance without micromanaging

Part of being a good leader is giving employees the tools, training, and direction they need to work on their own. Employees can’t read minds, but you can let them know how to prioritize the tasks on their to-do lists. Simply letting them know how to prioritize can make a huge difference in the efficiency of the company. Allowing employees enough autonomy that you’re not micromanaging their every move is key: Give them just enough guidance that they can get their work done while you focus on yours.

Employee Turnover cartoon


8. Prioritize employee happiness and health

One of the biggest trends in recent years is a focus on employee happiness and health. Employees who are happy in their jobs consistently perform better than those who are not; beyond providing good pay and benefits, a healthy work environment is vital. Try to create a culture of health in your company – to start, you can offer wellness programs, encourage healthy activity, and help reduce stress. These small steps can go a long way to making employees feel happy, cared for, and ultimately content in their workplace.


9. Watch out for MSDs

Musculoskeletal disorders (MSDs) can be a big factor in employee turnover. MSDs can include carpal tunnel, tendonitis, strains, or injuries; new hires in the first 90 days are the most likely to incur injuries or sore muscles, though even seasoned employees can suffer. MSDs will frequently lead to absenteeism or presenteeism, and may eventually result in employee turnover. This is where good health programs come into play: Make sure your company provides quality health and wellness resources to prevent injury and reduce or eliminate existing pain in employees. On-site treatment therapy can help immensely by immediately addressing muscular pain, strains, and injury. On the other hand, when an employee does have a more serious injury, it is also important to have a good return-to-work program ready. Both of these steps will ensure that employees are well cared for and valued in the company.


10. Get to know your employees beyond just the work they do

Last but not least, remember to treat your employees as people. You already know they are good workers, but what else can you talk about when you see them? Get to know them a bit: What do they like to do in their free time? What are their interests? Short of becoming close friends, it’s good to know who your employees are as people. This will make working together more natural and can help with managing them more effectively. The employees will also feel more valued in the company and, therefore, more loyal.


Employee turnover is an unpleasant reality of any business, but you can improve employee retention by making sure your workers are valued, fairly compensated, treated like people, and provided with quality resources to prevent injury and pain. These points improve loyalty and will create a company that is stronger and healthier across the board.

Risk Control Officer Job

The County of San Bernardino invites application for the position of

Risk Control Officer

Job Number: 16-19003-01


$29.88 – $41.14 Hourly    $5,179.20 – $7,130.93 Monthly    $62,150.40 – $85,571.20 Annually


APPLY BY: Continuous

Applicants are encouraged to apply online:




The Department of Risk Management is recruiting for a Risk Control Officer to supervise the activities of the Risk Control Section.  The Risk Control Officer is responsible for planning and directing the County-wide program of accident prevention, safety education, and loss control.  The Risk Control Officer is charged with protecting County assets, conducts inquiries into accidents involving County equipment and facilities, and promotes risk management and safety programs. Duties include  developing and implementing a program of safety and loss prevention for the County; reviewing policies and practices, and ensuring compliance with all applicable safety codes and standards; coordinating activities with applicable County offices; determining safety and risk control training needs and developing the safety and isk management education program; supervising and/or conducting the instruction of training classes and presentations; and explaining and interpreting policy and procedures.


For more detailed information, refer to the Risk Control Officer job description.




Education: Thirty (30) semester (45 quarter units) of completed college coursework,  from an accredited institution, in industrial hygiene, business/public administration, safety, engineering, mathematics, natural, environmental or behavioral science.




Experience: Five (5) years of recent experience in occupational health and safety.


Candidates with an equivalent combination of education and qualifying experience may be considered.




The ideal candidate will have experience as a lead worker, supervisor or trainer experience in the public sector and designations from of one of the following is highly desirable: Board of Certified Safety Professionals (BCSP) or American Board of Industrial Hygiene (ABIH).




There will be a competitive evaluation of qualifications based on a review of the Application and Supplemental Questionnaire.  It is to your advantage to provide complete, detailed information on the application.  Do not refer to a resume.


Applications will be accepted until a sufficient number of qualified applications have been received. This recruitment may close without further notice; interested candidates should apply as soon as possible.

The Human Resources Department reserves the right to modify the examination process in accordance with the Personnel Rules and accepted selection practices.

Applications may be obtained and filed online at:

(909) 387-8304 • TTY Users: 711

157 West Fifth Street, 1st Floor, San Bernardino, CA 92415

An Equal Employment Opportunity and ADA Compliant Employer Issue Date: 2/6/16   EL


Risk Control Officer Supplemental Questionnaire


* 1. Instructions: The information on the Application and your responses to the following supplemental questions will be used in a competitive evaluation of qualifications. Detailed responses should be provided for each question in order to ensure qualifications are properly considered (do not refer to a resume). Each response must include the name of your employer(s), dates of employment where you performed the duty, and the title of your position(s). Employers listed on this questionnaire must also be listed and fully detailed in the work experience section of your application.

I understand.


* 2. Describe your experience in developing and directing loss prevention, risk reduction and loss control programs for a public agency employer.


* 3. Describe your experience with the design, development, implementation and maintenance of record keeping systems, and consultation with management on loss trends, countermeasures and increased effectiveness of loss prevention and control programs.


* 4. Describe your experience in administering ergonomic, industrial hygiene or bloodborne pathogens programs.


* 5. Risk Management Supervision: Describe your experience leading/supervising risk management staff. Include the employer name, the number and type of staff leading/supervising, and the specific duties you were responsible for (hiring, firing, counseling, writing and signing work performance evaluations, training, assigning and reviewing work, disciplinary actions, developing/approving work schedules, approving time off, etc.)


  1. Do you currently possess a valid Loss Prevention/Safety Training Certificate(s)? If so, provide the title(s) of the certificate, your Certificate Number and Expiration Date.


* 7. I understand that I cannot update my application once I have submitted it. Therefore, I have completed all sections and provided full descriptions of my duties and responsibilities for each employer, and have fully reviewed my answers to all questions on the supplemental prior to submitting my application. (Do not refer to a resume or other documentation in lieu of completing the employment history section or responding to the supplemental questions; they will not be reviewed or considered.)


I understand.


* Required Question


Our job is to create a county in which those who reside and invest can prosper and achieve well-being.


County of San Bernardino Confidentiality Notice: This communication contains confidential information sent solely for the use of the intended recipient. If you are not the intended recipient of this communication, you are not authorized to use it in any manner, except to immediately destroy it and notify the sender.