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We are a Fleet Risk Management Company and we help our clients identify their most at risk drivers in the company in order to intervene early before the crash happens. On the flip side of this, we also help our clients identify the safest drivers for reward and recognition. This is done once a quarter for most clients. They reward them in a variety of ways from a certificate, to recognition in front of their peers. This helps turn the message of safety from a negative into a positive!
Hope this helps!

Jeannette, because it is best to integrate safety and health into the overall operations of the business consider not having specific safety incentive awards. For example, what awards do I get for showing up to work on time; staying the entire workday; doing adequate and quality work; not stealing from the organization?
Utilize the performance review process to include proactive items in each employees goals/objectives for the upcoming year. I suggest staying away from "reducing injuries" as a goal since this may only reward luck and/or non-reporting. Rather items such as: having at least 8 safety committee meeting and 4 quarterly inspections. Attending at least 7 of the 8 meetings; updating work SOPs and JHAs; reporting all incidents within 12 hours; and presenting X number of trainings. These are proactive items under the employees control. They should reduce injuries overall.
Then use the performance review to determine the employee's overall performance (including safety and health and any other non-operations criteria you may have) to determine the yearly incentive.