BSBWHS501 Element 4
- 1. PRESENTATION OBJECTIVES At the close of this presentation you will be able to • 4.1 Develop and provide a WHS induction and training program for all workers as part of the organisation’s training program • 4.2 Use a system for WHS recordkeeping to allow identification of patterns of occupational injury and disease in the organisation, and to maintain a record of WHS decisions made, including reasons for the decision • 4.3 Measure and evaluate the WHSMS in line with the organisation’s quality systems framework • 4.4 Develop and implement improvements to the WHSMS to achieve organisational WHS objectives • 4.5 Ensure compliance with the WHS legislative framework so that, as a minimum, WHS legal requirements are achieved
- 2. DEVELOP AND PROVIDE A WHS INDUCTION AND TRAINING PROGRAM As with any type of training, program design should follow accepted principles of adult education, taking into consideration four general components: • motivation, • transfer of information, • opportunities to practice new skills, and • demonstration of competence.
- 3. CONDUCTING A TRAINING NEEDS ANALYSIS (TNA) A training needs analysis will address the following types of questions: 1) What are the needs of the business? 2) Who needs to be trained / inducted? 3) What gaps exist between what the organisation needs and has? 4) What instructional content should be covered? 5) What training methods will be most effective? 6) How will understanding and competence be evaluated? 7) How long will the training / induction sessions take? 8) How will training / inductions be scheduled and administered?
- 4. TYPES OF TRAINING Enterprise-based delivery Provider-based delivery Combination Usually performed in- house by a trainer with the experience to deliver the required training. One form of outsourced training includes sending trainees to a registered training organisation or placing the trainee on an apprenticeship/ traineeship. It might also be possible to bring a trainer/consultant into the workplace to conduct training. An effective training course may require the use of both internal and external experts and trainers. It is common for internal trainers to have experience and knowledge on how tasks/processes are done within the organisation, and external trainers could provide government accredited training that provides more formal and generic knowledge and theory that can be used across a range of organisations.
- 5. • Various Acts and Regulations specify requirements for collecting, keeping and providing certain types of work health and safety information and records. • The Work Health and Safety Act and the Regulations requires PCBU’s, workers, contractors and other duty holders to maintain records and other such information for specified periods of time and the required information relating to a specific hazard i.e. hazardous substances. • There are also legal requirements for other ‘duty holders’ such as manufacturers and importers to provide information on their products to the end user. WHS RECORD KEEPING REQUIREMENTS
- 6. • Adequate recording of the work health and safety risk management process will help you to demonstrate that you have been actively working to ensure work health and safety, should you need to prove this. • Keeping records will also help you keep track of what you have done and are planning to do. This is likely to maximize the effective of the process. • Your records should show that the process has been conducted properly and include information about the hazards and associated risks at your workplace. • The detail and extent of recording will depend on the size of your workplace and the potential for major work health and safety issues. WHS RECORD KEEPING REQUIREMENTS
- 7. WHS RECORD KEEPING REQUIREMENTS Types of WHS Records Sickness absence records Workers’ individual histories of exposure (to certain substances) Rehabilitation information Workers compensation records Performance appraisal and training records Audit and inspection reports to identify faulty equipment Workplace environmental monitoring records to identify increases in emissions, variances in exposure or changes that impact on the organisations operations. Safety Data Sheets (SDS) Consultation e.g. Meetings of health & safety committees, work group meeting agendas including WHS items and actions Induction, instruction and training Manufacturers' and suppliers' information including dangerous goods storage lists Hazardous substance registers Plant and equipment maintenance and testing reports Workers compensation and rehabilitation records First aid/medical post records
- 8. WHS records should include information on: • how the hazards at your workplace were identified, • how the risks associated with workplace hazards were assessed, • how control measures to manage exposure to the risks were decided, • how control measures were implemented, • how the effectiveness of the measures were monitored and reviewed, and • what checklists and worksheets were used when working through the WHS risk management process. WHS RECORD KEEPING REQUIREMENTS
- 9. INFORMATION ACCESS HSRs are permitted to have access to information the employer may possess on: • actual or potential hazards at the workplace: • the conduct or the undertaking of the employer; • the plant or substances used for the purpose of that undertaking.
- 10. WHSMS SOFTWARE Software packages that assist with managing and maintaining an effective WHSMS include: • EasyOHS • Qudos • Figtree • Maus HSS bundle • InControl • Head Start OHS Monitoring Software Attributes of these software packages include, reporting, incident recording, record keeping, trend analysis, LTIFR or classifications of injury, budgeting, signage and printing and much more.
- 11. MONITORING AND REVIEWING WHSMS PROCEDURES There are many methods that can be used to monitor and review procedures and these should be considered part of your management plan. You can complete: • Self-assessments • Physical inspections • Checking and monitoring success of actions • Audit and reassessment of risk to achieving objectives; and • Key dates, time frames and deadlines should be set for communicating, monitoring, reporting and review.
- 12. • The use of key performance indicators (KPIs) aligned with operational goals work to ensure that the performance of the organisation’s processes are measured. • Key performance indicators must be quantifiable and agreed upon to reflect the success of the organisation. • They are used to provide performance goals to staff, and to set realistic improvement targets. USING KPIS TO MEASURE WHSMS PERFORMANCE
- 13. USING KPIS TO IMPROVE WHSMS PERFORMANCE Quality improvement and key performance indicators aimed at improving an WHS system should address ways in which: • To improve productivity without putting employees at risk • To define area(s) in which an organisation needs to improve • To minimise risk • Improve training and the attendance of training • Reducing time lost due to incidents. i.e. improving rehabilitation
- 14. There are 5 main elements within a WHSMS that can be focussed on for improvement: 1. Policy - Make sure that your system is aimed at WHS improvement and ensuring that your organisation complies with legislative policy. 2. Planning - The effective management of WHS requires that the roles, responsibilities, accountabilities and authority of all staff are defined in the organisations policy and procedures and job descriptions. These responsibilities may require: 3. WHS legal and other obligations - Hazard identification, risk assessment and control, WHS Policies aimed at the continuous improvement of WHS processes. IMPROVING ELEMENTS OF A WHSMS
- 15. 4. Implementation - WHS policies, procedures, objectives, targets, roles and responsibilities should be implemented through rigorous document and data control, including: • Version control • Staff referencing • WHS policies and procedure manuals • Managing hazards • Defining requirements for contractors and suppliers; and • Developing an appropriate emergency response capability. 5. Measurements and evaluation - Procedures relating to Inspection, testing and monitoring including: • Performance measurement • Both internal and external auditing • Incident investigation and external reporting • Records demonstrating compliance • Management review and implementation • Corrective actions used to ensure that the same WHS issue does not arise. IMPROVING ELEMENTS OF A WHSMS
- 16. Employers have a “duty of care” to provide a safe work place and systems of work in consultation with their team and to keep their team informed about changes in WHS legislation. The objective of the WHS Act (2011) is to ensure that a safe workplace is created free form risk or illness or injury. For that end, compliance must be demonstrated in regards to: • A Safety Management System • Responsibilities and Accountabilities • Consultation • Risk Management • Information, instructions and training • Managing injuries • Record-keeping • Monitoring, review and improvement • Resource management • Corporate risk ENSURING COMPLIANCE
- 17. PRESENTATION SUMMARY Now that you have completed this presentation you will be able to • 4.1 Develop and provide a WHS induction and training program for all workers as part of the organisation’s training program • 4.2 Use a system for WHS recordkeeping to allow identification of patterns of occupational injury and disease in the organisation, and to maintain a record of WHS decisions made, including reasons for the decision • 4.3 Measure and evaluate the WHSMS in line with the organisation’s quality systems framework • 4.4 Develop and implement improvements to the WHSMS to achieve organisational WHS objectives • 4.5 Ensure compliance with the WHS legislative framework so that, as a minimum, WHS legal requirements are achieved