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2 3 There are two basic areas where there is a need to have resources available. Internal:  Financial  Personnel  Assets  Time External  Consultants.

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Presentation on theme: "2 3 There are two basic areas where there is a need to have resources available. Internal:  Financial  Personnel  Assets  Time External  Consultants."— Presentation transcript:

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4 There are two basic areas where there is a need to have resources available. Internal:  Financial  Personnel  Assets  Time External  Consultants  Training providers  Employer/Industry groups  Trade unions 4

5 The WHS function integrates into other functions of a business. Examples of this are:  Environment policies and programs  Tender and purchasing process  Budgeting  Record keeping and documentation  Appraisal and performance reviews  Communication and reporting  Training 5

6 The type of structure would depend on:  The size and diversity of the operation  The risk nature of the workplace activities  The structure of the business  Number of workers  Management structure  Existence and types of other systems 6

7 The management would be expected to:  Ensure all risks are assessed  Employees receive appropriate WHS information  Make financial provisions or safety equipment  Ensure implications of new processes are fully assessed  Ensure that WHS rules and procedures are developed  Encourage workers involvement in WHS committees  Consider the WHS committee’s recommendations 7

8 The Safety Officer would be responsible for:  Checking the adequacy of risk assessments  Checking the adequacy of risk control plans  Organising training and induction courses for employees  Informing workers of current WHS issues  Informing employee representatives of current WHS issues  Co-ordination and distribution of WHS information 8

9 The Safety Officer would also maintain all WHS records and documentation including:  Risk assessments  Risk register  Training records, registers and plans  Induction records  Hazard/Incident/Injury reports  Accident investigation reports  Workplace inspection reports  Minutes of WHS Committee meetings  Corrective actions register  Performance measures 9

10 Supervisors would be responsible for carrying out the following functions:  Induction and training  Ongoing training  Inspections  Risk assessments  Standard operating procedures  Hazardous substances  Reporting  Communication 10

11 Employees/workers/staff would be responsible for ensuring his or her work environment is safe by:  Complying with all legislation and company policies  Taking all action to avoid, eliminate or minimise hazards  Making proper use of all safety devices  Not wilfully risking the health and safety of any person  Seeking advice on hazards before carrying out new work  Being familiar with emergency evacuation procedures  Being familiar with using emergency equipment 11

12 Contractors are responsible for:  Identifying and assessing potential health and safety risks  Obtaining permits to work from the relevant authorities  Ensuring that all equipment being used has been tested  Training their contract employees in safe work methods  Undertaking their own regular safety  Communicating when work may impact on WHS  Investigating and reporting any hazards or accidents  Using personal protective equipment required by law 12

13 Visitors/Suppliers would be responsible for:  Cooperating with operational requirements  Not interfering with the company’s WHS management system  Following instructions from the company personnel  Provide assistance in safety training of their equipment 13

14 Interaction in WHS programs includes events such as:  Review of WHS procedures  Consultation on any changes to WHS systems and programs  Informing of any changes to WHS laws or regulations  Having the choice of WHS representation  Having a complete and up-to-date listing of WHS personnel 14

15 Communicating WHS information can be achieved in many ways. Some methods may include:  WHS introduced through induction programs  WHS policies published on workplace posters  WHS policies stated in the company’s communications  Training sessions, seminars and WHS meetings  Suggestion boxes or programs  Multimedia presentations – videos, CD ROMs, DVDs, etc  Written correspondence – memos, s, letters, etc 15

16 The WHS information communicated must be:  Current information  Relevant to the receiver and workplace  Easy and simple to understand  Supported by senior executives 16

17 The audience receiving this information could include:  Workers and staff of the company  Suppliers to the company  Consultants/contractors to the company  Trade unions  Employer/industry representatives  Regulatory authorities  The community 17

18 Training is the most important part of WHS management. Records should be kept showing the following information:  Trainee’s name  Training content  Trainer  Date completed  Training assessments and competencies attained 18

19 There are numerous training sources of WHS training. They include:  Training organisations  Consultants  ‘Train the Trainer’ programs  Seminars  Workshops  Suppliers/manufacturers  User manuals/MSDS  Internal training 19

20 A new employee should be informed of WHS policies and procedures during induction. Some points that should be included in an induction program:  Introduce the company  Introduce general policies and procedures  Introduce specific WHS policies and procedures  Review the job role/tasks, etc.  Review training needs for job and WHS 20

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