Safety and Occupational Health Manager was the 96th most popular job in the U.S. Government in 2015, with 2,513 employed. The most common payscale was the general schedule payscale .
In 2015, the Occupational Safety and Health Administration hired the most employees titled Safety And Occupational Health Managemen, with an average salary of $95,848.
Government Safety And Occupational Health Managemen jobs are classified under the General Schedule (GS) payscale. The minimum paygrade for a Safety And Occupational Health Managemen job is GS-4, and the highest paygrade that can be attained within this job series is GS-15. Remember that the starting and maximum yearly pay listed above reflect base pay only - your actual salary will be higher based on the Locality Pay Adjustment for the area in which you work.
This occupation includes positions that involve the management, administration, or operation of a safety and occupational health program or performance of administrative work concerned with safety and occupational health activities and includes the development, implementation, and evaluation of related program functions. The primary objective of this work is the elimination or minimization of human injury and property and productivity losses, caused by harmful contact incidents, through the design of effective management policies, programs, or practices. Safety and occupational health management work requires application of the knowledge of: (a) the principles, standards, and techniques of safety and occupational health management; and (b) pertinent elements of engineering, physical science, ergonomics, psychology, industrial hygiene, physiology, sociology, and other scientific and technological fields which contribute to the achievement of comprehensive safety and occupational health objectives.
Administrative and Management positions have a wide range of responsibilities. Management does not refer specifically to supervisors who directly manage organizations or teams. Rather jobs in this category deal with managing systems or processes such as finances, security systems, training programs, or marketing. For employees in this job category, promotions are typically given 2 grade increments at a time until GS-12 is reached.Agencies that have hired a Safety and Occupational Health Manager Average Safety And Occupational Health Managemen Pay Trend from 2004 to 2015
In 2004, the average pay for a Safety and Occupational Health Manager was $73,273. Since then, the average pay has increased to $88,771 in 2015.Data Sources
The information provided on these pages is sourced from the Office of Personnel Management (OPM) Enterprise Human Resources Integration (EHRI) dataset. Postal Service data is managed elusively by the USPS . All information is displayed unmodified and as provided by the source agency.
Federal employee salaries are public information under open government laws (5 U.S.C. § 552). FederalPay provides this data in the interest of government transparency — employee data may not be used for commercial soliciting or vending of any kind. Learn more about the FederalPay Employees Dataset here.
The series code of this occupation is 0018 .
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The Occupational Safety and Health Administration (OSHA ) is an agency of the United States Department of Labor. Congress established the agency under the Occupational Safety and Health Act. which President Richard M. Nixon signed into law on December 29, 1970. OSHA's mission is to "assure safe and healthful working conditions for working men and women by setting and enforcing standards and by providing training, outreach, education and assistance".  The agency is also charged with enforcing a variety of whistleblower statutes and regulations. OSHA is currently headed by Assistant Secretary of Labor David Michaels .History
OSHA officially formed on April 28, 1971, the date that the OSH Act became effective.  George Guenther was appointed as the agency's first director.
OSHA has a number of training, compliance assistance, and health and safety recognition programs throughout its history. The OSHA Training Institute, which trains government and private sector health and safety personnel, began in 1972.  In 1978, the agency began a grantmaking program, now called the Susan Harwood Training Grant Program, to train workers and employers in reducing workplace hazards.  OSHA started the Voluntary Protection Programs in 1982, which allows employers to apply as "model workplaces" to achieve special designation if they meet certain requirements. OSHA coverage
The OSHA Act covers most private sector employers and their workers, in addition to some public sector employers and workers in the 50 states and certain territories and jurisdictions under federal authority. Those jurisdictions include the District of Columbia. Puerto Rico. the Virgin Islands. American Samoa. Guam. Northern Mariana Islands. Wake Island. Johnston Island. and the Outer Continental Shelf Lands as defined in the Outer Continental Shelf Lands Act.Private sector employers
OSHA covers most private sector employers in all 50 states, the District of Columbia. and other U.S. jurisdictions—either directly through federal OSHA or through an OSHA approved state plan.
State plans are OSHA-approved job safety and health programs operated by individual states instead of federal OSHA. Federal OSHA approves and monitors all state plans and provides as much as fifty percent of the funding for each program. State-run safety and health programs are required to be at least as effective as the federal OSHA program.
Federal OSHA provides coverage to certain workplaces specifically excluded from a state’s plan — for example, work in maritime industries or on military bases.State and local governments
Workers at state and local government agencies are not covered by federal OSHA, but have OSH Act protections if they work in those states that have an OSHA-approved state program. OSHA rules also permit states and territories to develop plans that cover only public sector (state and local government) workers. In these cases, private sector workers and employers remain under federal OSHA jurisdiction. Five additional states and one U.S. territory have OSHA approved state plans that cover public sector workers only: Connecticut. Illinois. Maine. New Jersey. New York. and the Virgin Islands .Federal government agencies
OSHA’s protection applies to all federal agencies. Section 19 of the OSH Act makes federal agency heads responsible for providing safe and healthful working conditions for their workers. OSHA conducts inspections of federal facilities in response to workers’ reports of hazards and under programs that target high hazard federal workplaces. 
Federal agencies must have a safety and health program that meets the same standards as private employers. OSHA issues “virtual fines” to federal agencies – following an inspection where violations are found, OSHA issues a press release stating the size the fine would be if the federal agency were a private sector employer. Under a 1998 amendment, the OSHA Act covers the U.S. Postal Service the same as any private sector employer.Not covered under the OSHA Act
The self-employed; immediate family members of farm employers; and workplace hazards regulated by another federal agency (for example, the Mine Safety and Health Administration. the Department of Energy. or Coast Guard ). Rights and responsibilities under OSHA law
Employers have the responsibility to provide a safe workplace. 
By law, employers must provide their workers with a workplace that does not have serious hazards and must follow all OSHA safety and health standards. Employers must find and correct safety and health problems. OSHA further requires that employers must first try to eliminate or reduce hazards by making feasible changes in working conditions rather than relying on personal protective equipment such as masks, gloves, or earplugs. Switching to safer chemicals, enclosing processes to trap harmful fumes, or using ventilation systems to clean the air are examples of effective ways to eliminate or reduce risks.Employers must also:
Workers have the right to: 
Temporary workers must be treated like permanent employees. Staffing agencies and host employers share a joint accountability over temporary workers. Both entities are therefore bound to comply with workplace health and safety requirements and to ensure worker safety and health. OSHA could hold both the host and temporary employers responsible for the violation of any condition. Health and safety standards
The Occupational Safety and Health Act grants OSHA the authority to issue workplace health and safety regulations. These regulations include limits on hazardous chemical exposure, employee access to hazard information, requirements for the use of personal protective equipment, and requirements to prevent falls and hazards from operating dangerous equipment.
OSHA’s current Construction, General Industry, Maritime and Agriculture standards  are designed to protect workers from a wide range of serious hazards. Examples of OSHA standards include requirements for employers to: provide fall protection such as a safety harness/line or guardrails; prevent trenching cave-ins; prevent exposure to some infectious diseases; ensure the safety of workers who enter confined spaces; prevent exposure to harmful chemicals; put guards on dangerous machines; provide respirators or other safety equipment; and provide training for certain dangerous jobs in a language and vocabulary workers can understand.
Employers must also comply with the General Duty Clause of the OSH Act. This clause requires employers to keep their workplaces free of serious recognized hazards and is generally cited when no specific OSHA standard applies to the hazard.
In its first year of operation, OSHA was permitted to adopt regulations based on guidelines set by certain standards organizations, such as the American Conference of Governmental Industrial Hygienists, without going through all of the requirements of a typical rulemaking.OSHA is granted the authority to promulgate standards that prescribe the methods employers are legally required to follow to protect their workers from hazards. Before OSHA can issue a standard, it must go through a very extensive and lengthy process that includes substantial public engagement, notice and comment. The agency must show that a significant risk to workers exists and that there are feasible measures employers can take to protect their workers.
In 2000, OSHA issued an ergonomics standard. In March 2001, Congress voted to repeal the standard through the Congressional Review Act. The repeal, one of the first major pieces of legislation signed by President George W. Bush. is the only instance that Congress has successfully used the Congressional Review Act to block a regulation.
Since 2001, OSHA has issued the following standards:
2002: Exit Routes, Emergency Action Plans, and Fire Prevention Plans
2004: Commercial Diving Operations
2004: Fire Protection in Shipyards
2006: Occupational Exposure to Hexavalent Chromium
2006: Assigned Protection Factors for Respiratory Protection Equipment
2007: Electrical Installation Standard
2007: Personal Protective Equipment Payment (Clarification)
2008: Vertical Tandem Lifts
2010: Cranes and Derricks in Construction
2010: General Working Conditions in Shipyards
2012: GHS Update to the Hazard Communication Standard
2014: New Recordkeeping and Reporting Requirements for EmployersEnforcement
OSHA is responsible for enforcing its standards on regulated entities. Compliance Safety and Health Officers carry out inspections and assess fines for regulatory violations. Inspections are planned for worksites in particularly hazardous industries. Inspections can also be triggered by a workplace fatality, multiple hospitalizations, worker complaints, or referrals.
OSHA is a small agency, given the size of its mission: with its state partners, OSHA has approximately 2,400 inspectors covering more than 8 million workplaces where 130 million workers are employed. In Fiscal Year 2012 (ending Sept. 30), OSHA and its state partners conducted more than 83,000 inspections of workplaces across the United States — just a fraction of the nation’s worksites.  According to a report by AFL–CIO. it would take OSHA 129 years to inspect all workplaces under its jurisdiction. 
Enforcement plays an important part in OSHA’s efforts to reduce workplace injuries, illnesses, and fatalities. Inspections are initiated without advance notice, conducted using on-site or telephone and facsimile investigations, performed by trained compliance officers and scheduled based on the following priorities [highest to lowest]: imminent danger; catastrophes – fatalities or hospitalizations; worker complaints and referrals; targeted inspections – particular hazards, high injury rates; and follow-up inspections.
Current workers or their representatives may file a complaint and ask OSHA to inspect their workplace if they believe that there is a serious hazard or that their employer is not following OSHA standards. Workers and their representatives have the right to ask for an inspection without OSHA telling their employer who filed the complaint. It is a violation of the OSH Act for an employer to fire, demote, transfer or in any way discriminate against a worker for filing a complaint or using other OSHA rights.
When an inspector finds violations of OSHA standards or serious hazards, OSHA may issue citations and fines. A citation includes methods an employer may use to fix a problem and the date by which the corrective actions must be completed. OSHA’s fines are very low compared with other government agencies. The maximum OSHA fine for a serious violation is $7,000, and the maximum fine for a repeat or willful violation is $70,000. In determining the amount of the proposed penalty, OSHA must take into account the gravity of the alleged violation and the employer’s size of the business, good faith and history of previous violations. Employers have the right to contest any part of the citation, including whether a violation actually exists.  Workers only have the right to challenge the deadline by which a problem must be resolved. Appeals of citations are heard by the independent Occupational Safety and Health Review Commission (OSHRC).Reporting requirements
As of January 1, 2015, all employers must report:
Employers can report to OSHA by:
Tracking and investigating workplace injuries and illnesses play an important role in preventing future injuries and illnesses. Under OSHA’s Recordkeeping regulation, certain covered employers in high hazard industries are required to prepare and maintain records of serious occupational injuries and illnesses. This information is important for employers, workers and OSHA in evaluating the safety of a workplace, understanding industry hazards, and implementing worker protections to reduce and eliminate hazards.
Employers with more than ten employees and whose establishments are not classified as a partially exempt industry must record serious work-related injuries and illnesses using OSHA Forms 300, 300A and 301. Recordkeeping forms, requirements and exemption information are at OSHA’s website. Whistleblower protection
OSHA enforces the whistleblower provisions of the Occupational Safety and Health Act and 21 other statutes protecting workers who report violations of various airline, commercial motor carrier, consumer product, environmental, financial reform, food safety, health care reform, nuclear, pipeline, public transportation agency, maritime and securities laws.  Over the years, OSHA has been responsible for enforcing these laws that protect the rights of workers to speak up without fear of retaliation, regardless of the relationship of these laws to occupational safety and health matters. Compliance assistance
OSHA has developed several training, compliance assistance, and health and safety recognition programs throughout its history.
The OSHA Training Institute, which trains government and private sector health and safety personnel, began in 1972.  In 1978, the agency began a grant making program, now called the Susan Harwood Training Grant Program, to train workers and employers in identifying and reducing workplace hazards. 
The Voluntary Protection Program (VPP) recognize employers and workers in private industry and federal agencies who have implemented effective safety and health management programs and maintain injury and illness rates below the national average for their respective industries. In VPP, management, labor, and OSHA work cooperatively and proactively to prevent fatalities, injuries, and illnesses through a system focused on: hazard prevention and control, worksite analysis, training, and management commitment and worker involvement. 
OSHA’s On-site Consultation Program offers free and confidential advice to small and medium-sized businesses in all states across the country, with priority given to high-hazard worksites. Each year, responding to requests from small employers looking to create or improve their safety and health management programs, OSHA’s On-site Consultation Program conducts over 29,000 visits to small business worksites covering over 1.5 million workers across the nation. On-site consultation services are separate from enforcement and do not result in penalties or citations. Consultants from state agencies or universities work with employers to identify workplace hazards, provide advice on compliance with OSHA standards, and assist in establishing safety and health management programs. 
Under the consultation program, certain exemplary employers may request participation in OSHA’s Safety and Health Achievement Recognition Program (SHARP). Eligibility for participation includes, but is not limited to, receiving a full-service, comprehensive consultation visit, correcting all identified hazards and developing an effective safety and health management program. Worksites that receive SHARP recognition are exempt from programmed inspections during the period that the SHARP certification is valid. 
OSHA also provides compliance assistance through its national and area offices. Through hundreds of publications in a variety of languages, website safety and health topics pages, and through compliance assistance staff OSHA provides information to employers and workers on specific hazards and OSHA rights and responsibilities. For more details visit the [https://www.osha.gov/dcsp/compliance_assistance/quickstarts/index.html OSHA Compliance Assistance webpage].Controversy
Much of the debate about OSHA regulations and enforcement policies revolves around the cost of regulations and enforcement, versus the actual benefit in reduced worker injury, illness and death. A 1995 study of several OSHA standards by the Office of Technology Assessment (OTA) found that OSHA relies "generally on methods that provide a credible basis for the determinations essential to rulemakings". Though it found that OSHA's finding and estimates are "subject to vigorous review and challenge", it stated that that this is natural because "interested parties and experts involved in rulemakings have differing visions". 
OSHA has come under considerable criticism for the ineffectiveness of its penalties, particularly its criminal penalties. The maximum penalty is a misdemeanor with a maximum of 6-months in jail.  In response to the criticism, OSHA, in conjunction with the Department of Justice, has pursued several high-profile criminal prosecutions for violations under the Act, and has announced a joint enforcement initiative between OSHA and the United States Environmental Protection Agency (EPA) which has the ability to issue much higher fines than OSHA. Meanwhile, Congressional Democrats. labor unions and community safety and health advocates are attempting to revise the OSH Act to make it a felony with much higher penalties to commit a willful violation that results in the death of a worker. Some local prosecutors are charging company executives with manslaughter and other felonies when criminal negligence leads to the death of a worker.
During its more than 40 years of existence, OSHA has secured only 12 criminal convictions. 
OSHA has been accused of being more devoted to the numbers of inspections than to actual safety. Industry associations and unions have resorted to court action to force OSHA to promulgate new standards such as the Hexavalent Chromium standard. OSHA has also been criticized for taking decades to develop new regulations. Speaking about OSHA on the specific issue of combustible dust explosions:  "[Carolyn] Merritt was appointed to the Chemical Safety Board by President Bush. Asked what her experience has been with regard to safety regulations in the Bush administration, Merritt says, 'The basic disappointment has been this attitude of no new regulation. They don't want industry to be pestered. In some instances, industry has to be pestered in order to comply.' "See also References External links
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