facilitator manual & assessment bsbohs509a · 7 bsbohs509a/01 establish and maintain an ohs...

ENSURE A SAFE WORKPLACE

FACILITATOR MANUAL & ASSESSMENT BSBOHS509A

Precision Group (Australia) Pty Ltd

9 Koppen Tce, Cairns, QLD, 4870

Email: [email protected]

Website: www.precisiongroup.com.au

© Precision Group (Australia) Pty Ltd

BSBOHS509A

Ensure a Safe Workplace

ISBN: 978-1-74238-

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1Facilitator Manual BSBOHS509A Ensure a Safe Workplace © Precision Group (Australia) Pty Ltd

Table of Contents 2 Legend

3 Qualification Pathways

4 Qualification Rules

5 Introduction7 BSBOHS509A/01 Establish and Maintain an OHS System Key Points

Locate and communicate OHS policies which clearly express the organisation’s commitment to implement relevant OHS legislation in the enterprise

Define OHS responsibilities for all workplace personnel in accordance with OHS policies, procedures and programs

Identify and approve financial and human resources for the effective operation of the OHS system

17 ‘True’ or ‘False’ Quiz

19 BSBOHS509A/02 Establish and Maintain Participative Arrangements for the Management Of OHS Key Points

Establish and maintain participative arrangements with employees and their representatives in accordance with relevant OHS legislation

Appropriately resolve issues raised through participative arrangements and consultation

Promptly provide information about the outcomes of participation and consultation in a manner accessible to employees


29 BSBOHS509A/03 Establish and Maintain Procedures for Identifying Hazards, and Assessing and Controlling Risks Key Points

Develop procedures for ongoing hazard identification, and assessment and control of associated risks

Include hazard identification at the planning, design and evaluation stages of any change in the workplace to ensure that new hazards are not created by the proposed changes

Develop and maintain procedures for selection and implementation of risk control measures in accordance with the hierarchy of control

Identify inadequacies in existing risk control measures in accordance with the hierarchy of control and promptly provide resources to enable implementation of new measures

Identify intervention points for expert OHS advice


2 Facilitator Manual BSBOHS509A Ensure a Safe Workplace © Precision Group (Australia) Pty Ltd

Legend

This symbol indicates the beginning of new content. The bold title matches the content of the competency and they will help you to find the section to reference for your assessment activities.

Activity: Whenever you see this symbol, there is an activity to carry out which has been designed to help reinforce the learning about the topic and take some action.

This symbol is used at the end of a section to indicate the summary key points of the previous section.

This symbol is used to indicate an answer to the Candidate’s questions or notes to assist the Facilitator.

Use considered risk taking in your ‘grey’ area

...and others will follow you!

39 BSBOHS509A/04 Establish and Maintain a Quality OHS Management System Key Points

Develop and provide an OHS induction and training program for all employees as part of the organisation’s training program

Utilise system for OHS record keeping to allow identification of patterns of occupational injury and disease in the organisation

Measure and evaluate the OHS system in line with the organisation’s quality systems framework

Develop and implement improvements to the OHS system to achieve organisational OHS objectives

Ensure compliance with the OHS legislative framework so that legal OHS standards are maintained as a minimum


48 Summary49 Bibliography51 Assessment Pack


“There are always two choices. Two paths to take. One is easy. And its only reward is that it’s easy”. Source Unknown

This unit of competency is provided to meet the requirements of BSB07 Business Services Training Package although it can be used in a range of different qualifications. The BSB07 Business Services Training Package does not state how a qualification is to be achieved. Rather, Registered Training Organisations are required to use the qualification rules to ensure the needs of the learner and business customer are met. This is to be achieved through the development of effective learning programs delivered in an order that meets the stated needs of nominated Candidates and business customers.

Qualification Pathways


Qualification requirements include core and elective units. The unit mix is determined by specific unit of competency requirements which are stated in the qualification description. Registered Training Organisations then work with learners and business customers to select elective units relevant to the work outcome, local industry requirements and the qualification level.

All vocational education qualifications must lead to a work outcome. BSB07 Business Services Training Package qualifications allow for Registered Training Organisations (RTOs) to vary programs to meet:

Specific needs of a business or group of businesses.

Skill needs of a locality or a particular industry application of business skills.

Maximum employability of a group of students or an individual.

When packaging a qualification elective units are to be selected from an equivalent level qualification unless otherwise stated.

Qualification Rules

“You’re either part of the solution or part

of the problem.”Eldridge Cleaver


Introduction

“Whether as an individual, or as part of

a group, real progress depends on entering whole-heartedly into

the process and being motivated to make you a

more deeply satisfiedhuman being.”

Source Unknown

This unit of competency is all about being able to ensure that your workplace is a safe workplace. It will help you with the skills you need to demonstrate competency for the unit BSBOHS509A Ensure a Safe Workplace. This is one of the units that make up Diplomas in Business.

This manual is broken up into four distinct sections. They are:

1. Establish and maintain an Occupational Health and Safety System.

2. Establish and maintain participative arrangements for the management of Occupational Health and Safety.

3. Establish and maintain procedures for identifying hazards, and assessing and controlling risks.

4. Establish and maintain a quality Occupational Health and Safety Management System.

At the conclusion of this training you will be asked to complete an Assessment Pack for this unit of competency. The information contained in this resource will assist you to complete this task.

On conclusion of this unit of competency you will have demonstrated your ability to establish, maintain and evaluate the organisation’s Occupational Health and Safety policies, procedures and systems in the relevant work area in accordance with OHS legal requirements.


Key Points Section 1 Health and Safety Policies should clearly express your organisation’s

commitment to implement relevant Occupational Health and Safety Legislation in the enterprise.

You should define the health and safety responsibilities of all workplace personnel to allow the implementation of Occupational Health and Safety Policies, Procedures and Systems.

A Health and Safety System has both financial and human resource requirements that must be identified and provided for.

Information on the Occupational Health and Safety System and its procedures must be provided and explained to your employees.

PART 1: Establish and Maintain an Occupational Health and Safety System


Part 1: Establish and Maintain an Occupational Health and Safety System

System Management

We are going to examine system management and point out that implementation is quite similar for a number of different areas, but the Health and Safety Plan has a number of specific requirements that must be addressed.

There are a wide variety of uses of the term ‘system management’ in a workplace. In its most general use, a major system is a collection of organisational resources that are geared to accomplish a certain major goal or set of goals. Systems can often seem to be highly confusing and very hard to comprehend. It can be hard to keep perspective. However, like an organisation, a system has inputs, processes, outputs (tangibles) and outcomes (impacts on health and safety), with ongoing feedback among the parts. By thinking of your system in this way you will be able to be clear about what is required.

System Inputs are the various resources needed to run the system, e.g., money, facilities, employees etc.

The Process is how the system’s products are delivered, “How are we going to deliver a healthy and safe working environment to our staff?”

The Outputs are the units of service, e.g., number of customers (internal or external) served.

Outcomes are the impacts on the customers and staff who are affected by the process and its results, eg. enhanced safety in the workplace for internal customers.

Components of a Safety System.

What Needs to be Done Let’s now take a look at some of the principles involved with putting together a health and safety system in a workplace. There are a range of things that must be done in order to achieve change and some of the most common are:

Safe workplace systems

Policies and

Procedures

Hazard Management

TrainingConsultation



1. Make sure that any plan ties in with your overall mission: With regards to a health and safety system, what this means is that you must develop a plan that assists you in developing an overall system for effective achievement of the goals and objectives of the organisation. Health and safety is critical to all organisations and so ties in with overall strategy in every workplace. However when developing your system always refer back to what you are expected to be achieving.

2. Get commitment from the top: It is senior management who set the overall tone in any organisation – so by getting their commitment towards any major change program you can ensure that there will be a flow down to other staff with regards to its overall importance.

3. It can always be changed: Avoid trying to make the system as perfect as possible right off the bat. While it is important to develop a system that will work, never forget the fact that it can be changed at any time. Trying to develop a perfect system first time round is near impossible and may take up too much time. Develop an effective system and then look for ways in which it can be improved to build the right system. You may like to get experts from throughout the organisation to consult with you on your decisions.

4. Work within your overall strategy and vision: All organisations typically have a mission (which we have discussed) and a vision for where they see themselves. There should also be a statement of values that the organisation attempts to follow as much as possible. When developing your systems and policies for any health and safety work – make sure you refer back to these core documents and examine how they may impact on your overall workplace performance. Ensure that the vision and values outline the importance of the workers and their overall safety. Make sure that you are able to identify the ways in which any health and safety system can tie into overall strategy and vice versa during the planning process. This will make implementing and getting approval for your plan much easier.

5. Don’t develop the plan in isolation: A major plan such as developing a health and safety plan should never be done in isolation – develop a team of individuals who are experienced in planning and in health and safety to bring the whole thing together. Systems planning such as this will begin at the top and you need to ensure that you involve people from all levels of the organisation in its inception. Because all staff members will be required to work under the auspices of this plan, you need to consider their opinions throughout the process of designing the system. System planning with regards to health and safety needs to consider the needs of the full range of individuals it will affect and this should be undertaken from the very outset of the planning process.

6. Get as wide a range of opinions of the plan as you possibly can. Do not just consider the opinions of your managers, think of all your staff, your stakeholders, your suppliers, your contractors, your funders - anyone who may have an impact on the operation of the system. You may like to consult experts and consultants to get guidance on what you need to write into your plan and you should use a range of consultation techniques to gauge their overall opinions of what you are planning. Involve staff in everything from the first draft of your plan, right though to the final draft that will be presented to management, and do not just pay lip service to them, pay attention, as they are the ones who best understand their work and the implications of it.



Keeping on Track The process of planning a health and safety system is a daunting one. One that needs to be carefully planned and executed in order to be most successful. The entire process of planning involves you in looking at a range of decisions and seeing how one decision may impact on another and another and another.

The plan that you develop will provide guidelines for the way in which your health and safety systems should operate and should provide management with an effective means of measuring performance and evaluating changes that may need to be made.

An effective plan also allows you to attempt to gain the funding you need to execute your system – without an effective plan it is very unlikely that management will give you the required funds to undertake this work.

Let’s now look at how you can make your plan as effective as possible and make sure that your plan remains on track.

1. A plan must focus on the outcomes: An effective plan will always look beyond the implementation towards what it aims to achieve. The outcomes of your systems are what you hope the system will provide in terms of benefits to the organisation as a whole. Therefore, by focussing on what you hope to achieve you can provide management with a good overview of exactly how your plan will impact on the organisation as a whole. Coordinate the new Occupational Health and Safety System with other current systems: so often, in the excitement of the creation of a new system, we ignore precious resources that already exist. The new OHS System is but part of an overall organisation, an overall system. Pay particular attention to how the new system will coordinate with other systems in the organisation. What inputs are needed from other managers and other systems? What ongoing feedback is needed among members of the new system and other systems? How can the new system benefit other systems?

2. Make sure you know what you want to achieve: A successful plan will actually outline, in detail, the indicators of performance that will allow you to show the system is actually a success. Without these measures in place, you will never be able to tell whether the system is actually working or not. They provide you with a direction and a means of full evaluation of the system. It helps you ensure that the plan is on track and able to meet the objectives you want it to achieve. One of the best ways to determine what your key indicators are is to imagine what your system will look like when it is running and performing well, then look at ways you could actually measure this.

3. Look both short and long term with your planning: Health and safety is something which could take time to implement throughout an entire organisation and is something which you need to take step by step. You may find it particularly useful to look first at some short term measures which allow you to plot a course towards your ultimate goal. After all, if you set a 10 year plan and when you finally arrive there you discover it is all wrong, that is difficult for an organisation to accept. Start at the beginning and set small objectives along the way, evaluating these often and making sure you are actually heading in the right direction.



4. Goals: The Health and Safety goals that you set for your system should be closely related to the goals and objectives of other workplace plans – especially the strategic plan. Think carefully for 3 or 4 major objectives or goals that you feel would allow you to say “My health and safety plan works!”. You might then break these down into smaller goals that can be achieved quickly, building towards the ultimate success of the system as a whole.

5. Link everything together: Think about what you actually need to do in order to reach the goals that you have set yourself. If your overall goal is to eliminate workplace accidents in 3 years, what steps need to be taken in order to do this? What processes need to change, what extra training is needed? What protective equipment do we need to supply? Once you have thought about these points, consider the milestones that you can put in place to get there. There should be a number of achievable milestones in place for each major goal or sub goal that you set.

6. Processes: In the last section we mentioned changing processes in order to meet goals. This is very important. You need to consider all policies, all procedures and all processes and look for any weaknesses that may exist in each. Once you have established where any problems may lie, it is time to look for ways around the issues that you identified, whether it be through some form of corrective action or through rewriting the entire process or policy.

7. What do you need to accomplish your goals: Everything has a cost. Major changes to an organisation like a health and safety system or plan require people-power, money and resources to be implemented. When developing your plan consider:

Costs for staff

Training of staff

Purchases of supplies

Protective equipment

Allocated budget

Office space

Any other item you feel you need - add these into your plan.

Before we leave the planning stage, let’s go through some of the legal principles that underlie health and safety in the workplace. Each of these plays a considerable role in ensuring that your plan will meet the needs of the organisation. It is important that you spend time considering each in the planning process.

As well as being set out in legislation - some of the obligations that you must meet are also outlined in the regulations. Regulations are items that take specific sections within legislation and flesh them out in more detail. We will examine what regulations are in more detail later in this section. All legislation and regulations are binding on all organisations - as an employer, manager or employee it is your duty to obey them. Also present in the framework of legislation surrounding health and safety in the workplace are standards and codes of practice. Standards provide detail, while codes of practice give practical guidelines for putting specific regulations into effect. Generally these are just recommendations - however some standards may be legally enforceable.



Legislation State

Work Health Amendment Act 2007 Northern Territory

Workplace Health and Safety Act 1995 Queensland

Workplace Health and Safety Act 1995 Tasmania

Occupational Health and Safety Act 2000 ACT

Health and Safety Act 2004 New South Wales

Occupational Safety, Heath and Welfare Act 1986 South Australia

Occupational Health and Safety Act 1985 Victoria

Occupational Health and Safety Act 1984 Western Australia

As we previously mentioned, there is not just one piece of legislation covering health and safety in Australia - rather each state and territory has their own piece of law covering the subject in the form of its own Occupational Health and Safety Act.

Legal Requirements In Australia, there is a set of Health and Safety legislation that aims to give everyone who works the same basic rights with regard to the environment within which they work. Essentially we all have the right to be in a workplace that will not endanger our safety in any way. One of the key aspects of all Health and Safety Legislation is that it places legal obligations on employers, managers and even you as an employee in an organisation. These obligations are aimed at ensuring that a workplace is kept as safe as possible - and they ensure that all staff at all levels of an organisation work towards building a safer and ultimately more effective workplace.

Legislative Framework We have already outlined the fact that as an employee or manager you have a number of obligations that you will be required to meet under Occupational Health and Safety legislation. But what legislation are we talking about? In Australia, the legislation that covers Health and Safety in the Workplace is both state and territory based.

The Acts of each state/territory are:



In general this means that each state or territory have their own Health and Safety Legislation. For the most part - the differences between each are minor and in this manual we will focus on the general themes that are present in each state’s legislation - which are for the most part quite similar.

Health and Safety ActsFor the most part, the central tenet of the legislation is very similar - they all strive for the same main objectives - however it is important that you determine where any differences may lie. You can get more information on the legislation that covers your specific workplace by referring to http://www.nohsc.gov.au/OtherRelatedSites/.

As just mentioned, all Health and Safety legislation has the same major intention. That intention is twofold. First, they confirm that the employer has the main responsibility for health and safety and second, they encourage a cooperative approach to health and safety.

The ‘Duty of Care’

A central tenet of all Health and Safety Legislation all over the world - is the establishment of a ‘Duty of Care’. This is one of the key obligations that are established in all OHS (occupational health and safety) acts. State and Territory OHS Acts contain obligations to exercise a ‘Duty of

“Precaution is better than cure.” Edward Coke



Care’ in relation to health and safety in the work place. Essentially the ‘duty of care’ means that employers must attempt to do everything that they can to remove or minimise risks in the workplace - put another way they must exercise as much care as possible in attempting to prevent workplace accidents, injuries and illnesses. This goes back to the proactive approach. It is much better to have a fence on top of a cliff preventing people from falling off than it is to have an ambulance waiting at the bottom to care for those who have fallen.

Responsibilities and Obligations

As we mentioned earlier - employers and employees each have a specific set of responsibilities in relation to health and safety in the workplace. Even though employees do have some responsibilities (which we will address later in this section) it is the employer (and managers who act on their behalf ) who have the majority of the responsibility against them. The key responsibilities that an employer has are:

Employer Responsibilities

Ensuring that health and safety staff are qualified.

Providing safe buildings, equipment and work processes.

Keeping health and safety records.

Providing safety equipment.

Giving information regarding health and safety to employees.

Providing access to and from a workplace that is safe.

Protecting the health and safety of staff.

Providing training where needed.

Employee Responsibilities

Cooperate with your employer in their attempt to manage risks and hazards.

Do your work without endangering yourself or others.

Do not interfere with or misuse safety equipment or machinery.

Use safety equipment that is provided to you.

Be involved in the process of checking out and reporting hazards, assessing them and controlling

risks.

As well as your employers having responsibilities and obligations, you as an employee also have obligations that you must adhere to. These include:



Now that we have examined the key legal requirements very briefly; let’s move on and examine the key principles of health and safety management. It is assumed by this unit standard that you have a good understanding of these, but let’s look at the key principles in managing an effective Occupational Health and Safety System:

Identify workplace hazards: One of the key principles of Health and Safety legislation goes back to identifying workplace hazards. There should be systems in place that assist the organisation in identifying these hazards. All staff should be made aware of how they can report a hazard to appropriate personnel within the organisation.

Evaluate risks: Once all hazards have been identified, it is important to begin the process of evaluating the risk. This should determine whether the hazard represents a significant hazard or not, and serve to assist staff in determining what action to take.

Isolate or remove hazards: Based on the level of hazards represented, an organisation should plan to minimise, isolate or remove the hazard. If a minimum risk is presented, it can be minimised, however as the risk grows it may need to be isolated, or even removed completely.

Safety and protection equipment and processes: The legislation makes provision for all employees to be supplied with safety equipment; your system should ensure that this is supplied as required.

Costs and benefits: Safety is paramount in management’s mind, however sometimes it is important to step back and think, does the cost of doing this outweigh the benefits from it? This is particularly important when examining risk. If the risk is low, and the consequences low, a high expenditure cannot be justified.

Emergency planning: Your Health and Safety Plan should involve contingency plans, in the event of an emergency in the workplace. Procedures should be in place to help those involved deal with the emergency.

Prevention and precautions: An ounce of prevention is worth a pound of cure, or so the saying goes. In the case of health and safety this old maxim is very true. It is much more appropriate to try and prevent an accident than deal with its aftermath. So look to include preventative measures wherever possible.

Responsibilities of management, employees, and others: As mentioned, both management and employees have specific responsibilities, and so it is important that you make these explicit in your plan, allowing all parties to be fully aware of who is responsible for what.

First aid: Workplaces must have qualified first aiders on hand. So implementing plans to ensure this is in place within your Occupational Health and Safety System is important.

Promotion of health and safety: We will cover this in much more detail in Section Two; however it is important to remember that the communication of safety messages helps to lower accident rates. Training is also crucial.

Health and Safety Committees and representatives: Finally, it is important that there is a Health and Safety Committee in place, with representatives from throughout the organisation. This helps to ensure that health and safety needs of the wider organisation are met through your plans and systems.



Activity OneDescribe the heath and safety system in your organisation? What does it cover? What are its components? Who is responsible for it?

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Facilitator’s Notes for Activity One The Candidate should have taken the information from this section and used

it to examine the Health and Safety System in their organisation. Responsibility generally falls to a specific person who may have the sole role of health and safety or who may be a senior manager. Components generally include signage, manuals, procedures, policies and the like. Heath and Safety System requirements are listed throughout Section One.



Section 1 - ‘True’ or ‘False’ Quiz

System outputs are the various resources needed to run the program.

In order to manage a hazard you must identify it and assess the risk it poses.

Employees must use any safety equipment provided to them.

Your Health and Safety Program should tie to the Organisation’s Mission.

First aid is not a component of a Health and Safety Plan.

Only employers have duties under the Health and Safety in Employment Act.

Strategic planning typically includes a review of the organisation’s vision, mission, values, overall strategic issues and strategic goals.

Top management sets program level direction for an organisation.

The primary piece of Health and Safety Legislation is the Employment and Health Act.

The Heath and Safety Acts are the only health and safety requirements facing organisations.

True False

This describes system inputs.

There are also responsibilities that must be met as well as the ‘duty of care’.

The opposite is true.

Employees also have responsibilities.

Senior management is responsible for setting strategic direction and policy.

It varies from state to state – however none are called this.

facilitator manual & assessment bsbohs509a · 7 bsbohs509a/01 establish and maintain an ohs...

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