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NEBOSH NG1 > Element 3 - Managing Risk – Understanding People and Processes > Flashcards

Element 3 - Managing Risk – Understanding People and Processes Flashcards

1
Q

Define Health and Safety Culture

A

The shared attitudes, values, beliefs and behavious relating to H&S. Either positive or negative

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2
Q

Define positive cultures

A

Feel H&S is important
Clear leadership from the top, runs through organisation
Work safely because they want to, not because they have to
Workers that do not agree with culture leave or dismissed for unsafe work
Safer workers leads to less accidents and less ill health

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3
Q

Define negative culture

A

H&S not important
Poorly educated in H&S
Lack of direction from senior management
Do not think of H&S when it comes to decision making so let short term profits dictate actions
Behave unsafely because they do not know better
Safe people in minority leads to them working unsafely because of peer pressure
Poor attention to H&S more accidents and ill health

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4
Q

Indicators of H&S culture

A 
Accident rates
Sickness rates 
Absenteeism
Staff turnover
Compliance with safety rules
Complaints about conditions
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5
Q

Talk about the influence of peers on health and safety culture

A

Groups interact and hierarchy forms means way of behaving becomes the norm
To become part of the group you comply with norms
If group is safe peer pressure will keep them safe
If group is unsafe even if new members know its wrong, peer pressure will override personal apprehansion
Tackle influential members to tackle negative groups through training education and increased responsibility

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6
Q

Most important place to start when improving H&S Culture?

A

Senior management, they need to show inside leadership

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7
Q

How can leadership be shown visually?

A

Behaving safely themselves
Involvement in day to day H&S management through participating in meetings
Safety tours/audit participation
Enforcing company H&S rules

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8
Q

What does enforcing company H&S rules entail?

A

Must punish bad behavior if serious through formal disciplinary procedures and reward good behavior.

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9
Q

What does overpunishing lead to

A

Blame culture

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10
Q

What is a competent person?

A

Someone that has sufficient skills experience and knowledge to do the job

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11
Q

How does a competent person influence culture

A

Increased ability to work safely and can lead to positive influence on culture

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12
Q

Define communication

A

process of delivering info from sender to recipient

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13
Q

How can communication be optimised?

A

Correct info is communicated

Must be transmitted, received and understood by the recipient

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14
Q

The 3 types of communication

A

Verbal, written and graphic

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15
Q

Pros of verbal communication

A

Personal
Direct
Quick
Allows for feedback

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16
Q

Cons of verbal communication

A

Language barrier/accent issues
Ambiguous message
No written record as proof
Info may be missed

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17
Q

Examples of verbal communication

A

Meetings, interviews, conversations and phone calls

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18
Q

Pros of written communication

A

Permanent record
Reference point
Can be distributed
Can be written carefully

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19
Q

Cons of written communication

A

Indirect
Time consuming
Impersonal
Questions cannot be asked

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20
Q

Examples of written communication

A

Report, Memo, Email, Minutes, Policy Docs

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21
Q

Pros of graphic communication

A

Visual
No language barrier
Jargon free
Quick to interpret

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22
Q

Cons of graphic communication

A

May not be looked at
Questions cannot be asked
Expensive to buy/produce
Can only convey simple messages

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23
Q

Why is it important to include workers in decision making?

A

To avoid negative culture

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24
Q

What is consulting?

A

2 way exchange of info/opinion between employers and workers so best course of action can be agreed. Info flow is 2 way.

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25
Q

What is informing?

A

Providing info to workers they can understand and then checking the info has been understood. Info flow is one way.

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26
Q

It is a legal duty for employers to consult with employees. What are the legal regulations for unions?

A

Safety Representative and Safety Committees Regulations 1977

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27
Q

It is a legal duty for employers to consult with employees. What are the legal regulations for non-unions?

A

Health and Safety (Consultation with Employees) Regulations 1996

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28
Q

What are the issues that employers must consult employees on when it comes to H&S?

A

Intro of measures affecting H&S
Intro of new technology that affects H&S
Health and Safety training plans
Appointment of safety health advisers and specialists

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29
Q

What are safety representatives’ right and entitlements?

A 
Carry out inspections
Examine accident causes
Receive info from HSE
Be consulted on H&S matters
Investigate complaints about H&S
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30
Q

Define the features of employees under Safety Representative and Safety Committees Regulations 1977

A

Representatives: Appointed by trade unions

Title/position: Safety representatives

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31
Q

Define the features of employees under Health and Safety (Consultation with Employees) Regulations 1996

A

Representatives: Appointed by employers

Title/position: Representatives of employees safety

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32
Q

Under Safety Representative and Safety Committees Regulations 1977, when 2 or more employees request establishment of a safety committee how long does the employer have to comply?

A

3 months

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33
Q

What are the important points for a safety committee to work well?

A 
Who is on the committee
How often do they meet
Who chairs it
What authority do the committee have
What will be discussed
How will discussions be recorded
How will issues be followed up
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34
Q

Name some topics that could be discussed at a safety committee

A

Accident/incident records
Reviewing reports
Monitoring training effectiveness
Reports from HSE

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35
Q

Define health and safety training

A

Planned and formal process of acquiring and practiving knowledge and skills and in relatively safe environment

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36
Q

Who is responsible for training?

A

Employers

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37
Q

After induction training the employee will learn:

A 
Hazards and risk to their work
Correct rules/precautions
Emergency procedures
Limitations/restrictions to work
Personal H&S responsibilities
Consequences of breaking rules
Who to contact is issues arise
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38
Q

When are the best opportunities to train employees?

A 
New workers
Job change
Process change
New techniques
New legislation
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39
Q

What are (some of) the things included in an induction

A 
H&S policy
Energency procedures
Workplace hazards and controls
First aid facilities and personnel
Location of welfare facilities
Accident/incident reporting
Personal protective equipment
Risk assessment
Disciplinary action
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40
Q

What are the 3 things that influence a worker’s safety related behaviour

A

Organisational
Job
Individual

41
Q

What are the organisational factors that influence workers’ behavior

A 
H&S culture of the organisation
Commitment and leadership from management
Resources
Work patterms
Communications
Levels of supervision
Consultation
Training
42
Q

What are the job factors that influence workers’ behavior

A 
Task
Workload
Environment
Displays/control and how the lack of them or poor ones can create human error
Procedures
43
Q

What are the individual factors that influence workers’ behavior

A 
Competence
Skills
Personality
Attitude
Risk perception
44
Q

How can you improve a worker’s perception of hazards

A 
Safety awareness campaigns
Training programme
Highlighting hazards
Adequate lighting
Removing distractions
45
Q

Define Hazard

A

Something with the potential to cause harm

46
Q

Define Risk

A

The likelihood that a hazard will cause harm in combination with severity of the injury/damage/loss

47
Q

Define Risk profiling

A

The process to recognise the range of risks that threaten an organisation aline with the likelihood and probable impact of those risks

48
Q

Define Risk Assessment

A

Formalised process of identifying hazards, evaluating risk and hem eliminating/controlling the risk to acceptable levels

49
Q

Which regulation requires risk assessments?

A

Management of Health and Safety at Work Regulations 1999

50
Q

How can you classify hazards?

A 
Physical
Chemical
Biological
Ergonomic
Psychological
51
Q

How can you classify risk

A

Quantitatively - probabilities/frequencies based on data

Qualitatively - high/med/low

52
Q

What is the risk calculation?

A

Risk = Likelihood x Severity

53
Q

What are the special cases for risk assessment?

A

Young person
New/Expectant Mothers
Disabled Persons
Lone Workers

54
Q

What are the steps in the Risk Profiling Process?

A

Identify the health and safety threats faced by the organisation
Identify the health and safety impacts and the business impacts that might result
Identify how well each threat is currently controlled
Identify the likelihood of each threat occurring
Identify the priority of each threat

55
Q

What other regulations require a risk assessment

A

COSHH Regs

H&S (DSE) Regs

56
Q

What is the main aim of a risk assessment?

A

To ensure that hazards are eliminated or risks minimised by the correct application of relevant standards, to prevent workplace accidents

57
Q

What are the objectives of a risk assessment?

A 
to prevent:
Death and personal injury
Ill health
Other types of loss incident
Breaches of statute law
Direct/indirect costs from accidents followup
58
Q

What constitutes a suitable and sufficient risk assessment?

A

IDs risks
IDs prople at risk
Evaluates effects of current controls
ID/prioritises measures to protect people
Appropriate and remains valid for a reasonable period

59
Q

What are the 5 steps of a risk assessment?

A

ID the hazards
ID the people who might be harmed and how
Evaluate the risk and decide on precautions
Record the findings and implement them
Review and update as necessary

60
Q

What does the abbreviation SREDIM stand for and what is it used for?

A 
Select task to analyse
Record steps/stages of tasks
Evaluate risks with each step
Develop safe working method
Implement safe working method
Monitor to ensure effectiveness

Used to analyse protocols/tasks

61
Q

What are some of the principles of prevention? And which regulation talks about this

A

Regulation 4 of the Management of Health and Safety at work Regulations 1999

Avoid risks
Evaluate the ones hat cannot be avoided
Combat risks at source
Adapt work to suit worker
Adapt to technical progress
Replace with less dangerous alternatives
Give appropriate instruction
Develop an overall prevention policy
62
Q

What is the general hierachy of control

A 
Elimination
Substitution
Engineering controls
Administration Controls
PPE
63
Q

Types of engineering controls

A

Isolation.total enclosure
Separation/segregation
Partial closure
Safety devices

64
Q

Types of administrative controls

A

Safe system of work
Reduce exposure
Reduce time of exposure
Information, instruction, training and supervision

65
Q

Define personal protective equipment

A

Equipment/clothing worn/held by a worker that rotects them from one or more risks to their health or safety

66
Q

What regulations govern PPE?

A

PPE at work Regulations 1992

67
Q

Benefits of PPE

A 
Can be used as interim control
May be only option available
Backup for emergencies when other controls fail
Cheap
Immediate protection
68
Q

Limitations of PPE

A

Only protects wearer
May not protect properly if not worn properly
May not be comfortable and may interfere with wearer’s ability to work
Increase to overall risk

69
Q

What is the risk once all controls have been taken into account called?

A

Residual risk

70
Q

What are the categories of residual risk

A

Acceptable risk - nothing needs to be done
Tolerable risk - not accepted but tolerable for a short time
Unacceptable - risk too high for work to be allowed

71
Q

What are the triggers for risk assessment review?

A

Significant change
Reason to suspect that it is not valid
Regular intervals

72
Q

What changes can have impact on health and safety at work

A 
Temporary works
Changes to:
process
equipment
procedures
73
Q

What control measures can you use to manage change

A

Risk assessment
Effective communication and cooperation
Segregation of work areas
Amendment to emergency procedure when necessary
Appropriate welfare provision for workers

74
Q

Define Safe Systems of Work (SSW)

A

Formal procedure based on a systemic examination of work in order to ID hazards. Defines safe methods of working that eliminate hazards and minimises risk associated

75
Q

Factors to consider when developing an SSW

A

People
Equipment
Materials
Environment

76
Q

Provision of an SSW is part of which legislation?

A

Section 2 of the Health and Safety at Work Act 1974

Also mentioned in Confined Spaces Regs 1997

77
Q

What are the steps to develop a SSW

A

Task analysis
Introduce controls//formulate procedures
Instruction and training
Monitoring the system

78
Q

Why is it important to involve workers in a SSW

A

They can provide knowledge and experience of the task, and they gain understanding of hazards and risks, which alows them to take ownership

79
Q

Define technical, behaviorial and procedural controls

A

Technical - applied directly to hazard to minimise risk
Procedural - the way the task is done in relation to hazard
Behavioral - how the individual works in relation to hazard

80
Q

Whose responsibility is it to develop a SSW?

A

Employer with involvement of competent persons and employees.

81
Q

Define a permit to work (PTW)

A

A formal documented safety procedure, part of a SSW which ensures all actions are taken before, during and after high risk work

82
Q

Some of the types of high risk work controlled by a permit system

A 
Hot works
High voltage works
Confined space
Maintenance on complex machinery
Work at height
83
Q

The 4 main section of a PTW

A

Issue - details of work, hazards, controls, signatures
Receipt - signature of competent person
Clearance - signature that area is safe
Cancellation - signature the area is safe and accepted back

84
Q

PTW are issued how many times

A

3x one in area of work, one to manager, one in central location

85
Q

To make sure PTWs work effectively:

A

Only authorised people can issue then
No amendments
Sufficient time allowed for the works
Adherence to PTW

86
Q

Why do we need emergency procedures

A

With all safety controls in place, accidents/incidents can still happen so emergency procedures are needed

87
Q

Emergency Procedure Arrangements should include:

A 
Forseeable emergencies
Procedures for raising alarm
Procedures to be followed
Provision of suitable equipment
Nomination of responsible staff
Dealing with media
Arrangement for contacting emergency services
88
Q

Incidents that may need emergency procedures include:

A 
Fire
Bomb
Spillage of chemicals
Toxic gas
Disease outbreak
Severe weather
89
Q

Emergency procedures need to be tested through drills and exercises regularly. True or false?

A

True

90
Q

People who are nominated for specialist roles do not need extra training. True or false

A

False, they will definitely need extra training for fire marshal or first aider

91
Q

What legislation gives employers a duty to have first aid provisions?

A

Heath ad Safety (First Aid) Regs 1981

92
Q

What are the 3 elements of a first aid provision?

A

Facilities
Equipment
Personnel

93
Q

Role for first aiders

A

Preserve life
Prevent deterioration
Promote recovery

94
Q

Types of first aid personnel

A

Appointed person - take care of facilities and equipment and call emergency services
EFAW level trained personnel
FAW trained personnel

95
Q

How would you improve health and safety culture?

A 
Leadership input
Competent workers
Increase communication
Training
Setting up safety committee
96
Q

Why would you use different types of communication?

A 
Language barrier
Different stimuli for different people
Important message may need multiple types of Comms
May need feedback
Statutory 
One method could be overused
97
Q

What can distort risk perception?

A

Lack of training
Illness/stress/fatigue
Drug or alcohol use
Workplace conditions

98
Q

What should an employer consider when looking at first aid provisions?

A 
Location
No of employees
Vulnerable persons
Risks and hazards present
Work patterns/holiday cover
Accident history

NEBOSH NG1 (4 decks)

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