NEBOSH NGC1 'DO' (element 3) Flashcards
DIRECTORS, MANAGERS, SUPERVISORS DUTIES
. to ensure their organisation meets legal obligations
. responsible for planning, delivering, monitoring, reviewing policy
SECTION 37 HSWA
directors and senior managers can be prosecuted for offences committed by the corporate body if they consented or connived in the offence or were negligent in their duties.
‘LEADING HS AT WORK’ (INDG 417)
provides guidance to directors and senior management in 4 key areas for action
. PLAN - establish HS policy as part of company culture
. DELIVER policy via HSG 65 or other SMS
. MONITOR policy with performance reports
. REVIEW SMS performance
DEMONSTRATING TOP MANAGEMENT COMMITMENT
. ensuring resources for OHS-MS
. defining roles and responsibilities
. appoint top manager as ‘champion’ of HS
. appoint appropriate number of competent persons and resources to meet HS obligations
. oversee contractor engagement and management
. reviewing performance (perhaps annually)
ORGANISATION SAFETY CULTURE IS….
the way everyone within the organisation thinks and feels about HS and how it translates into behaviour. The shared:- . attitudes . values . beliefs . behaviours relating to health and safety
POSITIVE CULTURE
strong policy and clear leadership leading to overall agreement on HS importance. Everyone works safely because they want to.
The link between safety culture and HS performance becomes obvious
NEGATIVE CULTURE
weak policy and inadequate/lax/unclear leadership, leading to workers poorly educated in HS thus feeling HS unimportant/unnecessary.
HS standards low
poor overall behaviour
accident/incident rate increase
safety-conscious workers may leave or fall to overall peer pressure
INDICATORS USED TO ASSESS HS CULTURE
NB: several indicators should be used together
Accidents Sickness rates Absenteeism Staff Turnover Compliance with Safety Rules Complaints About Working Conditions Influence of Peers
HUMAN FACTORS INFLUENCING SAFETY-RELATED BEHAVIOUR
individual worker behaviour crucial to HS Management - one worker may behave impeccably, another less so, potentially endangering themselves and others.
3 FACTORS INFLUENCING WORKER BEHAVIOUR
The Organisation:
the characteristics of the organisation they work for
The Job:
the task they are carrying out
The Individual:
their personal characteristics (i.e. attitude to HS, ability to perceive hazards and risks present)
ORGANISATIONAL FACTORS THAT INFLUENCE WORKER BEHAVIOUR
Safety Culture Policies and Procedures Commitment and Leadership Levels of Supervision Peer Group Pressure Consultation Communication Training Work patterns - i.e. shits, overtime, night work etc.
JOB FACTORS THAT INFLUENCE WORKER BEHAVIOUR
Task Workload Environment - noise, temp, lighting etc. Displays and Controls Procedures
INDIVIDUAL FACTORS THAT INFLUENCE WORKER BEHAVIOUR
Attitude
Competence
Motivation
Risk/Hazard Perception
FACTORS THAT CAN DISTORT A PERSONS PERCEPTION OF HAZARD/RISK
Illness Stress Fatigue Drugs - both legal and illegal Alcohol Previous Experiences Training and Education
IMPROVING H AND S BEHAVIOUR
Management Commitment and Leadership Competent Staff Keeping Up To Date with Legal Requirements Effective Communication Consultation with Employees Training
MANAGEMENT COMMITMENT AND LEADERSHIP
Leading by example - behaving safely themselves
Involvement in day-to-day HS management, e.g. by attending HS meetings etc.
Taking part in safety tours or audits
Promoting HS improvement changes
Enforcing company safety rules
COMPETENT STAFF
Employer has to ensure worker competence.
Managers should also be competent - able to spot good/poor behaviour when they see it
KEEPING UP-TO-DATE WITH LEGAL REQUIREMENTS
is an essential part of the planning process. (where are we now, where do we want to be, how do we get there)
HSE website, electronic newsletters
HS organisations/charities - IOSH, ROSPA etc.
Periodicals from IOSH/ROSPA etc.
Subscription news/updates from private businesses
Attendance at legislation update seminars/conferences
EFFECTIVE COMMUNICATION
Verbal
Written
Graphic
VERBAL COMMUNICATION
Communication using the spoken word: . face to face conversation . meetings . interviews . training sessions . telephone or over a PA system
VERBAL COMMUNICATION LIMITATIONS
. language barrier ? . 'jargon' not understood . strong accent/dialect . background noise interference . poor hearing . ambiguous message/information . recipient may miss info . recipient may forget info . no written record as proof . poor audio clarity (ie. PA system)
VERBAL COMMUNICATION MERITS
. personal . quick . allows for checking of understanding . allows for feedback . allows for exchange of views . added info given via facial expression, voice tone, body language etc.
WRITTEN COMMUNICATION LIMITATIONS
. indirect . takes time to write . may not be looked at/read . may contain jargon/abbreviations . can be impersonal . can be ambiguous . language barrier ? . recipient unable to read ? . immediate feedback unable . questions cannot be asked . impaired vision of recipient
WRITTEN COMMUNICATION MERITS
. permanent record
. can be referred back to
. can be written meticulously
. can be distributed cheaply/widely
GRAPHIC COMMUNICATION LIMITATIONS
. conveys simple messages . expensive to buy/produce . may not be looked at . symbols/pictograms may be unknown . no immediate feedback . questions cannot be asked . impaired vision of recipient
GRAPHIC COMMUNICATION MERITS
. eye-catching . visual . quick to interpret . jargon free . conveys message to wide audience
BROADCASTING METHODS
Notice Boards Posters and Videos Digital Media/Internet Toolbox Talks Memos/Emails Employee Handbook
“HEALTH AND SAFETY LAW” POSTER
IT IS A LEGAL REQUIREMENT UNDER THE
“H and S INFORMATION FOR EMPLOYEES REGS” 1989 THAT THIS POSTER IS DISPLAYED IN A CENTRAL LOCATION WITHIN THE WORKPLACE.
N.B. if workers do not work from a central location, then a leaflet of the poster can be provided.
CO-OPERATION AND CONSULTATION
CO-OPERATION AND CONSULTATION IS A LEGAL REQUIREMENT FOR EMPLOYERS UNDER:-
. CDM REGS 2015
. SAFETY REPRESENTATIVES AND SAFETY COMMITTEES REGULATIONS 1977 (unionised workplaces)
. HEALTH ANS SAFETY (CONSULTATION WITH EMPLOYEES) REGULATIONS 1996 (non-unionised workplaces)
TRADE UNION SAFETY REPS
under the SAFETY REPRESENTATIVES AND SAFETY COMMITTEES REGULATIONS 1977 (unionised workplaces), a recognised trade union has the right to appoint SAFETY REPS (with min. 2 years experience and in writing)
SAFETY REPRESENTATIVES RIGHTS
. conduct workplace inspections (min. every 3 months)
. examine accident causes
. examine/copy HS documents
. receive HSE inspector information
. Investigate HS complaints
. make representations to the employer
. be consulted on HS matters
. paid time off to perform their functions
. paid time off for their training
. reasonable facilities to perform their functions
REPRESENTATIVES OF EMPLOYEE SAFETY
under the HEALTH ANS SAFETY (CONSULTATION WITH EMPLOYEES) REGULATIONS 1996 (non-unionised workplaces), where a Trade Union is NOT recognised by the employer, he can consult with his workforce via elected reps of employee safety. known as RoES
RoES RIGHTS
the same rights as Trade Union Safety Reps with some exceptions - (unless the employer permits them to) :-
. not legally entitled to conduct workplace inspections
. not legally entitled to examine accident causes
SAFETY COMMITTEES
under the SAFETY REPRESENTATIVES AND SAFETY COMMITTEES REGULATIONS 1977 (unionised workplaces), an employer shall, upon request in writing by 2 or more Safety Reps, establish a Safety Committee
SAFETY COMMITTEE COMPOSITION
there is no exact composition to a Safety Committee - rather, an agreement between employer and Safety Reps. Members may include:- . worker safety reps . 1-2 operational managers with authority . a Safety Adviser . OH nurse/doctor . facilities manager . HR manager . Training manager
SAFETY COMMITTEE FUNCTIONS TO INCLUDE:-
. studying accident/disease stats
. examining Safety Audit reports
. considering HSE reports/information
. considering Safety Reps reports
. assisting in developing procedures/policy
. monitoring training effectiveness
.monitoring safety communications effectiveness
TRAINING
the planned, formal process of acquiring and practising knowledge and skills in a relatively safe environment
THE EFFECT OF TRAINING
workers will understand:-
. hazards/risks in their work
. correct rules/precautions to apply
. foreseeable emergencies ans actions to take
. applicable work restrictions and limitations
TRAINING OPPORTUNITIES
various circumstances require provision of training:- . new employees . job change . process change . new technology . new legislation
INDUCTION TRAINING
. organisation's HS policy . fire/other emergency procedures . first aid location/personnel . welfare location . safe movement/routes . Accident/Incident reporting procedures . worker consultation arrangements . site safety rules . PPE requirements . SSW/Permit systems . intro to the Risk Assessment system
RISK ASSESSMENT
. is a formalised process of identifying hazards, evaluating risk, then either eliminating or controlling that risk to an acceptable level.
. a legal requirement under MHSWR 1999
. must be recorded if 5+ employees
HAZARD
something with the potential to cause harm
RISK
the likelihood that a hazard WILL cause harm X the severity of injury, damage or loss that might foreseeably occur
THE 5 STEPS TO A RISK ASSESSMENT
IIERR
. Identify the hazard
. Identify the people who may be harmed and how
. Evaluate the risk and decide on precautions
. Record and implement the significant findings
. Review and update as necessary
RISK CAN BE SCORED/CALCULATED/RATED BY:
RISK = LIKELIHOOD X SEVERITY
GENERAL HIERARCHY OF CONTROL
. ELIMINATION . SUBSTITUTION . ENGINEERING CONTROLS . ADMINISTRATIVE CONTROLS . PPE
ADMINISTRATIVE CONTROLS
i.e. SSW, permit-to-work, training, supervision, instruction, information etc.
5 TYPES OF HAZARD
. PHYSICAL . CHEMICAL . BIOLOGICAL . ERGONOMIC - posture/movement etc . PSYCHOLOGICAL - PTSD etc
“SUITABLE AND SUFFICIENT”
a RA should be “SUITABLE AND SUFFICIENT” - it should be good enough to meet legal requirements (MHSWR) and prevent the occurrence of injuries and ill health.
The RA should be proportional to the risk inherent in the workplace
2 TYPES OF HAZARD
1 - SAFETY HAZARD
2 - HEALTH HAZARD
SAFETY HAZARDS:-
. slips, trips, falls . falls from height . falling objects . collision with objects . trapped/crushed under/between objects . manual handling . contact with machinery . electricity . transport . asphyxiation/drowning . fire/explosion . animals . violence
HEALTH HAZARDS - THE 5 GROUPS
. PHYSICAL . CHEMICAL . BIOLOGICAL . ERGONOMIC . PSYCHOLOGICAL
4 HAZARD IDENTIFYING METHODS
. TASK ANALYSIS (SREDIM)
. LEGISLATION
. MANUFACTURER’S INFORMATION
. INCIDENT DATA
TASK ANALYSIS (SREDIM)
a useful method for identifying hazards - breaking each work task into its component parts and identifying the hazards with each step
S-R-E-D-I-M
. Select the task
. Record the steps/stages of the task
. Evaluate the risks associated with each stage of task
. Develop the Safe Working Method (SWM)
. Implement the Safe Working Method (SWM)
. Monitor to ensure it is effective
IDENTIFYING THE PEOPLE AT RISK
. Employees . Maintenance staff . Cleaners . Contractors . Visitors . Members of the public *** N.B. in some cases, specific focus has to be applied to vulnerable people i.e. young - new/expectant mothers - disabled - lone workers etc.
LEVELS OF RISK
. very high . high . medium . low . insignificant
RISK CALCULATION = LIKELIHOOD X SEVERITY
LEARN LEARN LEARN LEARN LEARN
BENEFITS OF USING A RISK ASSESSMENT MATRIX CHART
. clarity of thinking
. consistency of approach
. prioritisation
HIERARCHY OF CONTROL *****
. ELIMINATION . SUBSTITUTION . ENGINEERING CONTROLS . ADMINISTRATIVE CONTROLS . PPE
ELIMINATION
if a hazard can be eliminated then the risk created by that hazard disappears
SUBSTITUTION
the substitution of one hazard for another that creates less risk.
ENGINEERING CONTROLS
. Isolation or Total Enclosure (i.e. machine guards etc.)
. Separation or Segregation (i.e. exclusion zones etc.)
. Partial Enclosure (i.e. vapour handling chamber)
. Safety Devices (i.e. interlock/cut-off switches)
ADMINISTRATIVE CONTROLS
. Safe Systems of Work (SSW - permit-to-work etc.)
. Reduce Exposure (duration and frequency)
. Reduce Time of Exposure (dose of hazard i.e HAV’s)
. Information, Instruction, Training, Supervision
PPE (PPE AT WORK REGS 1992)
sufficient and appropriate for the task/environment
BENEFITS OF PPE
. can be used as an interim control . may be the only control available . a back up when other controls have failed . cheap . immediate protection
LIMITATIONS OF PPE
. only protects the wearer
. ineffective if incorrectly fitted/worn
. uncomfortable/may interfere with the task
. may increase risk by impairing senses
. may not be compatible with other PPE worn
. some people don’t like to wear PPE
. if it fails, it fails to danger - worker exposed to risk
5 TYPES OF SAFETY SIGN
. PROHIBITION - circle, red/black on white
. WARNING - triangle, black on yellow
. MANDATORY - circle, white on blue
. SAFE CONDITION - rectangle/square , white on green
. FIRE-FIGHTING EQUIPMENT - rectangle/square , white
on red
RESIDUAL RISK
the risk that remains once control measures have been implemented.
Residual Risk Classifications:-
. Acceptable - low
. Tolerable - high
. Unacceptable - high
RECORDING SIGNIFICANT FINDINGS OF A RA
. identification of activity/area assessed and significant
hazards present
. identification of groups at risk
. evaluate the risks and adequacy of existing control
measures
. action plans for implementing further control measures
. date and name of RA author
. review date
REVIEWING TRIGGERS OF A RA
A significant change to:- . Process . Substances . Equipment . Workplace Environment . Personnel
A reason to suspect RA invalid:- . Accident . Near Miss . Ill Health . Change to Legal Standards
VULNERABLE WORKERS (4 CATEGORIES)
. YOUNG PERSONS (under 18 yo)
. EXPECTANT WOMEN/NURSING MOTHERS
. DISABLED WORKERS
. LONE WORKERS
YOUNG PERSONS (under 18 yo)
may be more vulnerable to risk because:- . lack of workplace experience . physical/mental immaturity . poor perception of risk . influenced by peer pressure . eager to show willingness to work
EXPECTANT WOMEN/NURSING MOTHERS
hazards that present a greater risk to pregnant women: . hazardous chemicals (lead etc.) . biological agents (rubella etc.) . manual handling . extremes of temperature . ionising radiation . night shift work . stress . violence
DISABLED WORKERS
identify certain health and fitness criteria (i.e. eyesight test for forklift driver)
identify workers with known disabilities and consider what the implications for their particular disability may be
LONE WORKERS
. more at risk of violence
. more at risk if injured or fall ill
GENERAL PRINCIPLES OF PREVENTION *****
Reg 4 MHSWR
. Avoid Risks
. Evaluate Unavoidable Risks
. Combat Risks at Source
. Adapt Work to suit the Individual
. Adapt to Technical Progress
. Replace Dangerous with Less/Non-Dangerous
. Develop a Coherent Prevention Policy
. Give Priority to Collective Protective Measures over
Individual Protective Measures
. Give Appropriate Instructions to Employees
2 SOURCES OF INFORMATION ON HS
INTERNAL
EXTERNAL
INTERNAL SOURCES OF INFORMATION
. Accident records . Medical records . RA's . Maintenance records/reports . Safety rep inspections . Audit reports . Safety committee meeting minutes
EXTERNAL SOURCES OF INFORMATION
. National legislation . ACoP's . Standards (BSI/ISO) . Manufacturer's information/Material safety data sheets . Trade associations . Safety journals/magazines . International bodies (e.g - EU etc.)
SAFE SYSTEMS OF WORK (SSW)
under section 2 of HSWA, the provision of SSWs are the Employers Duty.
3 Key Elements of a SSW:
. SSW is formal - documented/recorded
. it results from a systematic examination of work in
order to identify hazards - it is the result of a RA
. it defines safe methods - it is the safe procedure or
work instruction
SSW TECHNICAL, PROCEDURAL, BEHAVIOURAL CONTROLS
. Technical/engineering controls - barriers, (fail-safes
etc.)
. Procedural controls - the way in which work should be
carried out in relation to the hazard
. Behavioural controls - how the individual worker acts in
relation to the hazard
FACTORS TO CONSIDER IN THE DEVELOPMENT OF A SSW
PEOPLE - who is it for ?
EQUIPMENT - what plant/equipment used/worked on ?
MATERIALS - handling - disposal ?
ENVIRONMENT - space - lighting - temperature etc.
S-R-E-D-I-M
. SELECT . RECORD . EVALUATE . DEVELOP . IMPLEMENT . MONITOR
DEFINITION OF A CONFINED SPACE AS PER
CONFINED SPACE REGS 1997
“any place, including any chamber, tank, vat, silo, pit, trench, pipe, sewer, flue, well or other similar space in which, by virtue of its enclosed nature, there arises a reasonably foreseeable specified risk”
PERMIT-TO-WORK SYSTEMS
a formal document that forms a part of a SSW to control high-risk work activities, issued by a Competent Authorising Manager, and will usually have 4 main sections:
. ISSUE
. RECEIPT
. CLEARANCE
. CANCELLATION
typically used to control hot-works, live electrical systems works, entry into confined spaces, some forms of machinery maintenance works
PERMIT-TO-WORK ISSUE
this section is to be completed by the Competent Authorising Manager and must specify:
. Exact nature of work
. Where the work can take place
. Names of EACH of the workers authorised to carry out
the work
. Date and Time the work can start
. Period of Time the permit is valid for
. The Control measures that must be in place before-
during-after the work
. Any Restrictions
. Any other permits that may be relevant
THE MANAGERS NAME, SIGNATURE AND THE DATE SHOULD ALL BE CLEAR
PERMIT-TO-WORK RECEIPT
The workers all sign the permit to confirm their understanding of the hazards, risks and precautions and that they will comply with the control measures.
NAMES SHOULD APPEAR CLEARLY IN CAPITALS WITH SIGNATURES, DATES AND TIMES
PERMIT-TO-WORK CLEARANCE/RETURN TO SERVICE
Workers sign this section to confirm works are complete and have been left in a safe condition - normal operations can resume
PERMIT-TO-WORK CANCELLATION
The Authorising Manager signs this section to accept the hand-back of the workplace
This in effect cancels the permit
PERMIT-TO-WORK EXTENSION
This section allows the Authorising Manager to grant an extension to the timescale of the permit should the works overrun
FOR A PERMIT-TO-WORK SYSTEM TO WORK EFFECTIVELY…….
. only Authorised Managers should issue permits
. precautions to be checked before permit authorised
. permits must NEVER be altered
. permits must be treated with respect
PERMIT-TO-WORK IN TRIPLICATE
. One copy to be clearly displayed at works location
. One copy stays with the Authorising Manager
. One copy to be clearly displayed in a central location
(often on a permit board for clear communication)
EMERGENCY PROCEDURES
An organisation has to develop procedures to deal with foreseeable incidents. These incidents might include:-
. Fire . Bomb Threat . Hazardous Chemical Spills . Severe Weather/Flooding . Release of Toxic Gas . Outbreak of Disease . Multiple Casualty Incident
EMERGENCY PROCEDURE ARRANGEMENTS
EMERGENCY PROCEDURE ARRANGEMENTS SHOULD INCLUDE :-
. Procedures to be followed - fire, bomb threat etc.
. Provision of suitable equipment - spill kits, PPE etc.
. Nomination of responsible staff - fire warden etc.
. Dealing with Media - training in media handling
techniques.
. Arrangements for contacting Emergency Services -
*Communication Equipment
*Contact Details
*Appointed Responsible Individuals
TRAINING AND TESTING
any Appointed/Nominated persons/individuals will require additional training on their roles in the emergency and on safe handling of any equipment (e,g. PPE, Fire Extinguisher use) they might have to use.
The public may require information on emergency procedures - deliverable by notices, PA systems etc.
Procedures should be practised through drills/exercises to ensure everyone is familiar with their roles and the procedures in place.
FIRST AID
Under the HS(FIRST AID) REGS 1981, an employer has a duty to make appropriate first aid provision for his employees.
3 FIRST AID PROVISIONS
HS(FIRST AID) REGS 1981
. FACILITIES - an appropriate first aid location where
first aid can be given
. EQUIPMENT - suitably stocked first aid kits and other
equipment that may be needed
. PERSONNEL - staff with appropriate training to
administer first aid
FIRST AID FACILITIES
As a minimum, an easily convertible dual purpose room
Lager sites should have a dedicated treatment room provided and should be
. centrally located, easily accessible to emergency
services
. clean, adequately heated, ventilated, lit
. provided with hand wash facilities, clinical waste bin, a
chair etc
FIRST AID EQUIPMENT
. adequate first aid kits at various locals for size of site . eye-wash stations . emergency showers . blankets . splints . resuscitation equipment . stretchers . wheelchairs . other equipment as required
FIRST AIDERS AND APPOINTED PERSONS
minimum provision - Appointed person to take charge of first aid arrangements, i.e.m looking after first aid equipment/facilities/stock, and calling emergency services as needed.
AP’s do not need to be first aiders, although of benefit if trained to “Emergency First Aider at Work” (EFAW) standard.
The status and number of first aiders will depend on a Needs Assessment
FIRST AID PERSONNEL PROVISION
MINIMUM STANDARD OF TRAINING
EMERGENCY FIRST AIDER at WORK (EFAW)
HIGHER STANDARD OF TRAINING
FIRST AIDER at WORK (FAW)
LOW HAZARD WORKPLACE
fewer than 25 at least 1 appointed person
25 - 50 at least 1 EFAW trained first aider
more than 50 at least 1 EFAW trained first aider
for every 100 employees
HIGH HAZARD WORKPLACE
fewer than 5 at least 1 appointed person
5 - 50 at least 1 EFAW or FAW trained
first aider depending on potential
injury types
more than 50 at least 1 FAW trained first aider
for every 50 employees
SELECTING FIRST AID STAFF
. Being reliable, good communication skills/disposition
. Having aptitude to absorb knowledge/new skills
. An ability to cope physically and deal with stress
FIRST AID REQUIREMENTS ASSESSMENT
. General risk level of the workplace . Hazards present in the workplace . Accident history . Presence of vulnerable persons . Number of workers in the workplace . Work patterns/Shifts/Weekends etc. . Geographic location of the workplace/distance from ES . The "Spread" of the workplace
