Competent workers

Competence is task-specific: it combines the training, skills, knowledge and experience needed to carry out a particular role safely, including recognising limitations. Competence to operate one machine does not establish competence to assess every workplace risk, and course attendance alone does not establish practical ability.

• Skills are abilities gained or developed through training or experience. They let a person do practical things, such as a risk assessment or a workplace inspection.
• Experience comes from observing, meeting or doing something. People gain it when their knowledge and skills are tested in practice and they learn from the results.
• Knowledge is familiarity, awareness or understanding gained through experience or study. In health and safety it includes knowing what hazards are and how they can affect people, and how health and safety law applies at work.

One cause of poor health and safety is a shortage of competent people in the organisation. Management often lacks the detailed knowledge and skills to plan and carry out safety procedures in every part of the workplace. Employers are nevertheless obliged to obtain that competence. They can appoint specialist health and safety practitioners, full time (likely in high-risk industries), train existing workers to take on the role, or bring in external advisers. Such people can act as a catalyst for action on safety.

The level of competence needed, and how you make sure people reach it, depend on the nature of the business and the specific risks people face.

The role of training

Training means helping people learn how to do something, telling them what they should (and just as importantly should not) do, or simply giving them information. It is not only formal classroom courses and certificates to work.

The law requires employers to provide whatever information, instruction and training is needed to ensure, so far as is reasonably practicable, the health and safety of employees. OHS training brings several benefits:

• fewer and less severe accidents
• less absence caused by injury and ill health
• fewer compensation claims and possibly lower insurance premiums
• a better safety culture
• better staff morale and retention
• compliance with the legal duty to protect employees

To make training effective, make sure that:

• frontline workers and OHS specialists help develop the programme
• it is relevant to the tasks workers perform and to their work experience
• the depth of the content is tailored to the needs of each group
• instructors know both the occupational risk factors for injury and the specific tasks of the job
• it follows the principles of adult learning
• it is highly interactive, with hands-on activities, slides and videos of the actual work environment
• materials are presented as a manual or package and not a pile of random articles
• it has specific objectives

When training is needed

Training is needed in several circumstances: for new employees, when a job or process changes, with new technology, when legislation changes, when new responsibilities are given, and as refresher training.

Induction. A health and safety induction welcomes new employees and introduces them to the OHS measures in place. It is the starting point for building a safety culture and forms the base for safe practice. The induction should be detailed and cover:

• the OHS policy
• hazards and risks in the workplace
• mandatory PPE
• safe work practices
• site safety rules, such as speed limits and parking
• the permit-to-work (PTW) system
• the risk assessment system
• the incident reporting system
• communication and consultation arrangements
• welfare facilities: toilets, rest areas, changing rooms, canteen, smoking area and so on
• health and safety legislation
• emergency procedures: alarm, assembly point, evacuation routes and so on
• first aid and other emergency contacts

Change. Training must be given when process, technology or legislation changes, because this may require changes in the workplace and bring new hazards and risks.

New responsibilities. Assess the competence and training needed before assigning additional duties. First-aid qualifications and any specialist training must match the first-aid needs assessment; emergency first aid at work alone is not suitable for every workplace.

Refresher training. Review knowledge and practical ability at intervals appropriate to the role, risk, frequency of use and any applicable qualification requirements. Changes, poor performance or incidents may require earlier training. There is no single one-to-three-year interval that suits all safety-critical skills.

Summary notes for Element 3 · Cheat sheet · Glossary. A study aid, not published or endorsed by NEBOSH.