The evidence guide provides advice on assessment and must be read in conjunction with the Performance Criteria, Required Skills and Knowledge, the Range Statement and the Assessment Guidelines for this Training Package.

Critical aspects of assessment:

The individual being assessed must provide evidence of specified essential knowledge as well as skills

Evidence gathered by an assessor to determine competence will include:

written or verbal responses to scenarios and case studies

reports from persons who have been involved in the management processes

portfolio of workplace documents

Evidence of performance over time must be obtained to inform a judgement of competence

Products that could be used as evidence include:

Verbal and written responses to verbal, pictorial or physical scenarios

Demonstrated action to scenarios, simulations, role plays

Completed reports to senior managers

Written directions, emails, memos and other information provided to supervisors in area of responsibility

Reports from team leaders, senior managers, other managers, specialist advisors

Processes that could be used as evidence include:

How training needs were identified and addressed

How action plans are developed, monitored and updated

How hazard identification and risk assessment occur

Access and equity considerations:

All workers in the health industry should be aware of access and equity issues in relation to their own area of work

All workers should develop their ability to work in a culturally diverse environment

In recognition of particular health issues facing Aboriginal and Torres Strait Islander communities, workers should be aware of cultural, historical and current issues impacting on health of Aboriginal and Torres Strait Islander people

Assessors and trainers must take into account relevant access and equity issues, in particular relating to factors impacting on health of Aboriginal and/or Torres Strait Islander clients and communities

Related units:

Assessment of this unit should address and build on the content of related unit:

HLTOHS300B Contribute to OHS processes

This describes the essential skills and knowledge and their level required for this unit.

Essential knowledge:

The candidate must be able to demonstrate essential knowledge required to effectively do the task outlined in elements and performance criteria of this unit, manage the task and manage contingencies in the context of the identified work role

This includes knowledge of:

Hazard identification procedures

Knowledge and understanding of guidance material including codes of practice/compliance codes relevant to the particular industry/type of work site

Legal and practical requirements for OHS training

Legal requirements for OHS record keeping and reporting

Legislative requirements for consultation

Principles of risk assessment

Relationship between OHS and sustainability in the workplace, including the contribution of maintaining health and safety to environmental, economic, workforce and social sustainability

Sources of OHS information both internal and external to the workplace

Systems for identifying skill needs, for example:

identifying additional training needs of learners

performance reviews

training needs analysis

The difference between hazard and risk

The hierarchy of control and its application

The roles and responsibilities of employees, supervisors and managers in the workplace

Understanding of OHS legislation and regulatory requirements relevant to the particular industry/type of work site

Workplace specific information including:

awards and enterprise agreements that impact on the particular workplace

designated person(s) for raising OHS issues

hazard identification procedures relevant to the hazards in their workplace

hazards of the particular work environment and how they cause harm

organisation procedures related to OHS including hazard, incident and injury reporting, hazard identification, risk assessment and control, consultation and participation, incident investigation, record keeping

the characteristics and composition of the workforce and how they may impact on the management of OHS

Essential skills:

It is critical that the candidate demonstrate the ability to

Manage OHS processes for a small organisation or group(s) of persons undertaking a range of work

In addition, the candidate must be able to effectively do the task outlined in elements and performance criteria of this unit, manage the task and manage contingencies in the context of the identified work role

This includes the ability to:

Apply an action planning process

Assimilate information from a range of sources to evaluate effectiveness of processes

Communicate with supervisors, other managers, staff, OHS inspectors and expert advisers in a range of contexts, and using a range of media and formats.

Conduct effective meetings

Develop solutions to complex OHS problems, utilising information from a range of sources

Relate to people from a range of social, cultural and ethnic backgrounds and physical and mental abilities

Take into account and support staff to use opportunities to address waste minimisation, environmental responsibility and sustainable practice issues

Use language and literacy and conceptual skills to analyse and evaluate OHS information

Use technical skills to access OHS information

The Range Statement relates to the unit of competency as a whole. It allows for different work environments and situations that may affect performance. Add any essential operating conditions that may be present with training and assessment depending on the work situation, needs of the candidate, accessibility of the item, and local industry and regional contexts.

OHS legislation includes:

Commonwealth, state and territory OHS Acts and regulations

Standards include:

Documents produced by national bodies, OHS regulators or industry bodies, that prescribe preventative action to avert occupational deaths, injuries and diseases

Standards are of an advisory nature only, except where a law adopts the standard and thus makes it mandatory

They may be called up as evidence in court or other enforcement action

Codes of practice/compliance codes are:

Documents generally prepared to provide advice to employers and workers, of an acceptable way of achieving standards

Codes of practice/compliance codes may:

be incorporated into regulations

not relate to a standard

be called up as evidence in court or other enforcement action

Guidance material:

Is an advisory technical document, providing detailed information for use by unions, employers, management, health and safety committee members and representatives, safety officers and others requiring guidance

Advises on 'what to do' and 'how to do it'

Has no legal standing

Other sources of OHS information include

Persons, organisations and references where knowledge about OHS may be obtained

These sources may be:

Internal, including:

hazard, incident and investigation reports

workplace inspections

incident investigations

minutes of meetings

Job Safety Analyses (JSAs) and risk assessments

organisation data such as insurance records, enforcement notices and actions, workers compensation data, OHS performance data

reports and audits

material safety data sheets (MSDSs) and registers

employees handbooks

employees including questionnaire results

OHS advisors

manufacturers' manuals and specifications

External, including:

regulatory bodies and OHS Acts, regulations, codes and guidance material

other relevant legislation

Office of the Australian Safety and Compensation Council (ASCC)

National Occupational Health and Safety Commission (NOHSC) documents

databases such as national and state injury data

OHS specialists and consultants

newspapers and journals, trade/industry publications

internet sites

industry networks and associations including unions and employer groups

OHS professional bodies

specialist advisors

research information

OHS information includes:

Requirements under OHS legislation, regulations, standards, codes of practice/compliance codes and guidelines

Rights and responsibilities

Information on hazards including MSDSs

Collated information on hazard incidents and injuries

Investigation and audit reports

Outcomes of hazard identifications and workplace inspections

Risk assessments

Risk controls

Workplace OHS policies and procedures

Work procedures

Training records

Risk controls include:

The devices and methods to, where practicable, eliminate the hazard or, where this is not practicable, minimise the risk associated with the hazard

Legal requirements for record keeping include:

That specified under OHS legislation and regulations for:

Serious incident and injury reporting

Registered plant

Hazardous substances and dangerous goods

Environmental monitoring

Health surveillance

Privacy legislation.

OHS records may include:

Hazard, incident and investigation reports

Workplace inspection reports

Incident investigation reports

First aid records

Minutes of meetings

Job Safety Analyses (JSAs) and risk assessments

Material safety data sheets (MSDSs) and registers

Plant and equipment operation records including those relevant to registered plant

Maintenance and testing reports

Training records

Environmental monitoring records

Health surveillance records

Participative processes include:

Processes that:

inform employees and other stakeholders of OHS matters

seek their input

offer opportunity for stakeholders to participate in decisions that may impact on their health and safety

Participative processes may also be referred to as 'consultative processes', however 'participation' implies a higher level of involvement

Organisation policies and procedures include:

Policies and procedures underpinning the management of OHS including:

hazard, incident and injury reporting

hazard identification, risk assessment and control

consultation and participation

incident investigation

quality system documentation

Consultation includes processes for:

Seeking information or the opinions from one or more people prior to decision-making

Consultation should particularly include those who may affect the outcomes or be affected by the decisions made but may also include specialist sources

A hazard is:

A source or situation with the potential for harm in terms of human injury or ill-health, damage to property, the environment, or a combination of these

Specific safety related hazards may include but are not limited to:

Alarms

Bodily fluids

Burnout (compassion fatigue)

Chemicals

Computer use

Cytotoxic medicines and waste

Defusing violent behaviour

Egress from rooms

Managing violent behaviour on outreach and home visits

Manual handling

Manual handling (boxes)

Moving parts of machinery

Noise

Rostering

Sharps

Trips falls etc

Underfoot hazards

Violence in the workplace

Work posture

Other workplace hazards may include:

Occupational violence

Stress

Fatigue

Bullying

Incident includes:

Any event that has caused or has the potential for injury, ill health or damage

Hazard identification is:

The process of identifying sources of harm and may be required:

at design or pre purchase of equipment and materials

at commissioning or pre-implementation of new processes or practices

before new forms of work and organisation of work are implemented

before changes are made to workplace, equipment, work processes or work arrangements

as part of planning major tasks or activities, such as equipment shutdowns

following an incident report

when new knowledge becomes available

at regular intervals during normal operations

prior to disposal of equipment, buildings or materials

Risk:

In relation to any hazard, means the probability and consequences of injury, illness or damage resulting from exposure to a hazard

Risk assessments involve:

Analysing a hazard to:

identify factors influencing the risk and the range of potential consequences

effectiveness of existing controls

likelihood of each consequence considering exposure and hazard level

and combining these in some way to obtain a level of risk

Hierarchy of control is:

The preferred order of control measures for OHS risks:

elimination - controlling the hazard at the source

substitution e.g. replacing one substance or activity at the source

engineering e.g. installing guards on machinery

administration policies and procedures for safe work practices

Personal Protective Equipment e.g. respirators, ear plugs

Expert advisors include:

Persons either internal or external to the organisation including;

safety professionals

ergonomists

occupational hygienists

audiologists

safety engineers

toxicologists

occupational health professionals

Other persons providing specific technical knowledge or expertise in areas related to OHS including:

risk managers

health professionals

injury management advisors

legal practitioners with experience in OHS

engineers (e.g. design, acoustic, mechanical, civil)

security and emergency response personnel

workplace trainers and assessors

maintenance and trade persons

OHS induction includes:

The processes by which new employees are introduced to, and acquainted with their job and the new workplace, including familiarisation with:

hazards and risks associated with the work,

risk control measures,

welfare facilities and

emergency response procedures

Stakeholders are:

Those people or organisations who may be affected by, or perceive themselves to be affected by an activity or decision including:

managers

supervisors

health and safety and other employee representatives

OHS committees

employees and contractors

the community

OHS action plans include:

Documented plans developed within the workplace to implement a systematic approach to OHS management and contain:

actions that support an integrated strategy to address deficiencies, meet obligations or provide for improved outcomes

allocated responsibilities

timeframes