This unit applies to individuals with managerial responsibility for coordinating and maintaining an OHS program. It involves identifying the need for change, planning and implementing strategies, integrating OHS within other functional areas, and some evaluation of the OHS management function.

The unit may be undertaken in the context of an OHS management system (OHSMS) or other systematic approaches to managing OHS.

ELEMENT

PERFORMANCE CRITERIA

1. Contribute to the strategic planning process

1.1. Take steps to ensure that managers at all levels are aware of their OHS responsibilities and the role of OHS in the overall management approach

1.2. Determine OHS needs and priorities in consultation with relevant managers and other workplace stakeholders and key personnel

1.3. Make recommendations for inclusion of OHS performance (including positive performance indicators [PPIs]) in the organisation's business plan

2. Participate in the development of an OHS plan

2.1. Identify potential motivators among stakeholders together with potential barriers to the implementation of a systematic approach to managing OHS

2.2. Develop an OHS plan in consultation with workplace stakeholders, based on agreed priorities and with measurable outcomes

2.3. Identify resources required for implementation of the OHS plan

2.4. Develop action plans with relevant responsibilities and time lines

2.5. Communicate action plans to key personnel

3. Support the implementation of the systematic approach to managing OHS

3.1. Apply knowledge of OHS management and OHS disciplines in consultation with stakeholders, OHS specialists and technical advisors, to the development of policies and procedures

3.2. Provide support to managers to meet OHS responsibilities and to implement action plans

3.3. Develop strategies to effectively integrate OHS within other functional areas and management systems that impact on the management of OHS

3.4. Identify OHS training needs and formulate recommendations for delivery

4. Provide advice to key personnel and stakeholders

4.1. Provide objective advice in an ethical and non-discriminating manner

4.2. Identify situations where OHS specialists may be required

5. Participate in monitoring OHS

5.1. Identify implications for the management of OHS and proposed changes to the workplace in consultation with stakeholders

5.2. Identify implications for the management of OHS, external changes and changes to available information and data in consultation with stakeholders

5.3. Access sources of workplace information and data as part of regular monitoring of OHS

5.4. Monitor achievement against action plans and update plans as appropriate

5.5. Take action to update systematic approaches to manage OHS, taking into account proposed changes

6. Participate in reviewing the management of OHS

6.1. Regularly review the effectiveness of systematic approaches to managing OHS

6.2. Determine frequency, method and scope of review in consultation with stakeholders

6.3. Provide stakeholders with input to the review

6.4. Identify targets for improvement in the management of OHS and make recommendations for improvement

6.5. Communicate to appropriate levels of authority through planning, documentation and implementation, improvement strategies arising from the review

Required skills

analytical skills to:

identify areas for OHS improvement

analyse relevant workplace information and data, and make observations of workplace tasks and interactions between people, their activities, equipment, environment and systems

contribute to the assessment of the resources needed to systematically manage OHS and, where appropriate, access resources

numeracy skills to carry out simple arithmetical calculations (e.g. % change), and to produce graphs of workplace information and data to identify trends and recognise limitations

communication skills to:

conduct effective formal and informal meetings and to communicate effectively with personnel at all levels of the organisation, OHS specialists and, as required, emergency services personnel

prepare reports for a range of target groups including OHS committee, OHS representatives, managers and supervisors

consultation and negotiation skills to develop plans, and to implement and monitor designated actions

project management skills to achieve change in OHS matters

organisational skills to manage own tasks within a timeframe

information technology skills to access internal and external information and data on OHS.

Required knowledge

legislative requirements for OHS information and data, and consultation

roles and responsibilities in relation to communication and consultation for OHS committees, OHS representatives, line management, employees and inspectors

requirements for record keeping that addresses OHS, privacy and other legislation

state/territory and commonwealth OHS legislation (acts, regulations, codes of practice, associated standards and guidance material) including prescriptive and performance approaches and links to other relevant legislation such as industrial relations, equal employment opportunity, workers compensation, rehabilitation

roles and responsibilities under OHS legislation of employees, including supervisors and contractors

structure and forms of legislation including regulations, codes of practice, associated standards and guidance material

difference between common law and statutory law

concept of common law duty of care

facilitation of the use of tools such as PPIs in assessment of OHS performance

nature of information and data that provides valid and reliable results on performance of OHS management processes (including positive indicators, such as number of safety audits conducted)

requirements for reporting under OHS and other relevant legislation including notification and reporting of incidents

hierarchy of control and considerations for choosing between different control measures, such as possible inadequacies of particular control measures

other functional areas that impact on the management of OHS

auditing methods and techniques

how the characteristics and composition of the workforce impact on risk and the systematic approach to managing OHS, for example:

labour market changes

structure and organisation of workforce e.g. part-time, casual and contract workers, shift rosters, geographical location

language, literacy and numeracy

communication skills

cultural background/workplace diversity

gender

workers with specific needs.

The Evidence Guide provides advice on assessment and must be read in conjunction with the performance criteria, required skills and knowledge, range statement and the Assessment Guidelines for the Training Package.

Overview of assessment

Critical aspects for assessment and evidence required to demonstrate competency in this unit

Evidence of the following is essential:

participation in organisational coordination and maintenance of OHS and associated systematic approaches

knowledge of relevant OHS legislation (acts, regulations, codes of practice, associated standards and guidance material).

Context of and specific resources for assessment

Assessment must ensure:

access to office equipment, resources and workplace documentation

access to relevant legislation, standards and guidelines.

Method of assessment

A range of assessment methods should be used to assess practical skills and knowledge. The following examples are appropriate for this unit:

analysis of responses to case studies and scenarios

assessment of written reports on the effectiveness of the OHS management system

demonstration of techniques used to implement and maintain systematic OHS approaches

direct questioning combined with review of portfolios of evidence and third party reports of on-the-job performance by the candidate

observation of performance in role plays

observation of presentations

oral or written questioning to assess knowledge of the requirements for record keeping that addresses OHS, privacy and other legislation

evaluation of OHS needs and priorities

review of OHS plan and actions plans

review of OHS training needs and recommendations for delivery

monitoring of achievement against action plans and updating of plans.

Guidance information for assessment

Holistic assessment with other units relevant to the industry sector, workplace and job role is recommended, for example:

BSBOHS601B Develop a systematic approach to managing OHS.

The range statement relates to the unit of competency as a whole. It allows for different work environments and situations that may affect performance. Bold italicised wording, if used in the performance criteria, is detailed below. 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) may also be included.

Stakeholders may include:

employees

health and safety, and other employee representatives

managers

OHS committees

supervisors

Key personnel may include:

managers from other areas

people involved in OHS decision making or who are likely to be impacted by decisions relating to OHS

Positive performance indicators may include:

data, facts or statistics which demonstrate how successfully a workplace is performing through measuring OHS processes

Motivators may include:

factors that make stakeholders likely to adopt OHS processes

Barriers to the implementation of a systematic approach to managing OHS may include:

barriers to communication, such as language/literacy

diversity of workers

structural factors, such as multiple locations, shift work and supervisory arrangements

workplace culture issues, such as management commitment, supervisors' approach to compliance and acceptance of the priority of safety

A systemic approach to managing OHS may include:

comprehensive processes that are combined in a methodical and ordered manner to minimise the risk of injury or ill health in the workplace

processes of:

allocation of resources

communication and consultation

hazard management

planning

record keeping and reporting

review and evaluation for ongoing improvement

training and competency

OHS plan may include:

a document that is usually developed annually but may be developed for a shorter or longer period and reviewed regularly

OHS performance indicators (i.e. objectives and targets that are achievable and practical) reflecting systematic approaches to managing OHS

Resources may include:

financial requirement for implementation

personnel, including time allocation

equipment

specialised resources

access to other resources such as:

OHS publications

OHS internal sites

industry-specific information

OHS specialists may include:

ergonomists

injury management advisors

occupational health professionals

occupational hygienists

Technical advisors may include:

engineers (such as design, acoustic, safety, mechanical and civil)

legal practitioners

maintenance and trades persons

workplace assessors and trainers

Policies and procedures may include:

documents describing how tasks, projects, inspections, jobs and processes are to be undertaken

job/task statements

policies and procedures underpinning the management of OHS

purchasing and contracting procedures

quality system documentation

standard operating procedures

Other functional areas and management systems may include:

engineering and maintenance

environmental management

finance and auditing

human resources, industrial relations and personnel management including payroll

information, data and records management

logistics

purchasing, procurement and contracting

quality management

strategic planning

Ethical advice may include:

advice provided with the prime aim of reduction of workplace injury and ill health

Proposed changes to the workplace may include:

changes to management practices

changes to work processes, work systems, work organisation, work practices and conditions

design of workplace

design or purchase of new plant or equipment

materials purchases

External changes may include:

changes to legislation

new information and data available on OHS

Sources of workplace information and data may include:

audits

hazard, incident and investigation reports

material safety data sheets (MSDSs) and registers

minutes of meetings

questionnaire information and data

reports - including those from external consultants

workplace inspections

Unit sector

Regulation, Licensing and Risk - Occupational Health and Safety

This unit contains employability skills.