OHS

UNA SKILLS TRAINING AND ASSESSMENT CENTER (UTAC) INC.
#5 A&E Complex, San Jose Drive, Alaminos City, Pangasinan
COMPETENCY - BASED LEARNING

MATERIALS
Sector: TOURISM SECTOR

Competency : BASIC COMPETENCY
Unit of Competency: PRACTICE OCCUPATIONAL HEALTH & SAFETY
PROCEDURE
Module Title: PRACTICING OCCUPATIONAL HEALTH & SAFETY
PROCEDURE
UNA SKILLS TRAINING AND ASSESSMENT CENTER
San Jose Drive, Alaminos City, Pangasinan
Una Skills Training Skills CBLM Date Developed: Document No.

Training and Assessment Bread and Pastry Production NC II Date Revised: BPP-001
Center (UTAC) Inc. Practicing Occupational Health and Issued by: Issued by:
Procedure UTAC UTAC
HOW TO USE THIS COMPETENCY-BASED LEARNING

MATERIAL
The unit of competency, “PRACTICE OCCUPATIONAL

HEALTH & SAFETY PROCEDURE”, is one of the competencies of
BASIC COMPETENCY, a course which comprises the knowledge,
skills, and attitudes required for a TVET trainee to possess.
The module, Practicing occupational health & procedure
contains training materials and activities related to the skills and
knowledge required to provide a range of BASIC COMPETENCY.
In this module, you are required to go through a series of
learning activities in order to complete each learning outcome. In each
learning outcome are Information Sheets, Self-checks, Operation
Sheets, Task Sheets, and Job Sheets. Follow and perform the activities
on your own. If you have questions, do not hesitate to ask for
assistance from your facilitator.
Remember to:
 Read information sheet and complete the self-checks.
 Perform the Task Sheets, Operation Sheets, and Job Sheets
until you are confident that your outputs conform to the
Performance Criteria Checklists that follow the said work
sheets.
 Submit outputs of the Task Sheets, Operation Sheets, and Job
Sheets to your facilitator for evaluation and recording in the
Achievement Chart. Outputs shall serve as your portfolio during
the Institutional Competency Evaluation. When you feel
confident that you have had sufficient practice, ask your trainer
to evaluate you. The results of your assessment will be recorded
in your Achievement Chart and Progress Chart.
You must pass the Institutional Competency Evaluation for this
competency before moving to another competency. A Certificate of
Achievement will be awarded to you after passing the evaluation.
You need to complete this module before you can perform the module
on next competency.

Procedure UTAC UTAC
BASIC COMPETENCY
COMPETENCY BASED LEARNING MATERIALS
LIST OF COMPETENCIES
No. Unit of Competency Module Title Code

PARTICIPATE IN 500311105
1 Participating in workplace
WORKPLACE
communication
COMMUNICATION
2 WORK IN TEAM Working in team
500311106
ENVIRONMENT Environment
3 PRACTICE CAREER Practicing career
500311107
PROFESSIONALISM professionalism
PRACTICE
Practicing occupational
4 OCCUPATIONAL
health and safety 500311108
HEALTH AND SAFETY
procedure
PROCEDURE

Procedure UTAC UTAC
MODULE CONTENT
UNIT OF COMPETENCY: Practice occupational health

& Safety Procedure
MODULE TITLE: Practicing occupational

health & procedure
MODULE DESCRIPTOR:
This unit covers the outcomes required to comply with regulatory and
organizational requirements for occupational health and safety.
Upon completion of this module, you should be able to:
Learning Outcome 1: Evaluate hazards and risks
Learning Outcome 2: Control hazards and risks
Learning Outcome 3: Maintain OHS awareness

Procedure UTAC UTAC
COMPETENCY SUMMARY
Qualification Title : BASIC
Unit of Competency : Practice occupational health &
procedure
Module Title : Practicing occupational health &
procedure
Introduction
This unit of competency deals with the skills and knowledge
required to comply with regulatory and organizational requirements
for occupational health and safety.
Learning Outcome
Upon completion of this module, you MUST be able to:

1. Identify hazards and risks
2. Evaluate hazards and risks
3. Control hazards and risks
4. Maintain OHS awareness
Assessment Criteria
1. Interview
2. Case study
3. Situation

Procedure UTAC UTAC
LEARNING OUTCOME #1 IDENTIFY HAZARDS AND

RISKS
CONTENTS:
1. OHS procedures and practices and regulations
2. PPE types and uses
3. Personal hygiene practices
4. Hazards/risks identification and control
5. Threshold limit value – TLV
6. OHS indicators
7. Organization safety and health protocol
8. Safety consciousness
9. Health conciousness
10. First aid procedures and practices
ASSESSMENT CRITERIA
1. Direct observation
2. Oral interview and written test
CONDITION
Student/ trainee must be provided with the following:
Contingency
Safety regulations Hazards/Risks
measures
 Clean air act  Physicla hazards –
 Building code impact, ilumination,
 National pressure, noise,
electrical and fire vibration,
 evaluation
safety codes temperature,
 isolation
 Waste radiation
 decontramination
management  Bioligical hazards –
 calling emergency
statutes and bacteria, viruses,
personnel
rules plants, parasites,
 Philippine mites, molds, fungi,
occupational insects
safety and health  Chemical hazards –
standards dusts, fibers, mists,
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 DOLE fumes, smoke,

regulations on gasses, vapors
safety legal  Ergonomics
requirements
- psychological
 CC regulations
factors – over
exertion/excessiv
e force,
awkward/static
positions, fatigue,
direct pressure,
varying metabolic
cycles
- physiology factors
– monotonu,
personal
relationship, work
out cycle
ASSESSMENT METHOD:
 Direct observation
 Oral interview and written test

Procedure UTAC UTAC
Learning Experiences
Learning Outcome 1
IDENTIFY HAZARDS AND RISKS
Learning Activities Special Instructions

Read Information Sheet 4.1- This Learning Outcome deals with the
1: on PROVIDE
development of the Institutional
INFORMATION ON HEALTH
AND SAFETY PROCEDURES Competency Evaluation Tool which
4.1-1 Explain relevant health
trainers use in evaluating their
and safety information,
including enterprise trainees after finishing a competency
specific details,
of the qualification.
accurately and clearly
to staff Go through the learning activities
4.1-2 Make health and safety
outlined for you on the left column to
inforamtion accessible
to staff gain the necessary information or
knowledge before doing the tasks to
practice on performing the
Work project 4.1-1 requirements of the evaluation tool.

Answer key 4.1-1 The output of this LO is a complete
Institutional Competency Evaluation
Package for one Competency of BASIC
COMPETENCY. Your output shall
serve as one of your portfolio for your
for PRACTICE IN OCCUPATIONAL
HEALTH & PROCEDURE Feel free to
show your outputs to your trainer as
you accomplish them for guidance
and evaluation.

Procedure UTAC UTAC
INFORMATION SHEET 4.1
4.1 PROVIDE INFORMATION ON HEALTH AND

SAFETY PROCEDURES
4.1-1 EXPLAIN RELEVANT HEALTH AND SAFETY
INFORMATION, INCLUDING ECTERPRISE SPECIFIC
DETAILS, ACCURATELY AND CLEARLY TO STAFF
Introduction
All employers are under a legal and moral obligation to make staff
aware of the health and safety information they are expected to
comply with, and the workplace hazards and risks that are likely to
impact on them.
This Section outlines the basic requirements in this regard.
Roles and responsibilities

Job roles and responsibilities
Every job will have roles and responsibilities attached to the position outlining the
work to be done, and responsibilities for items such as cash, equipment,
service delivery and other issues relevant to the role.
This information can be obtained from the Job Description for the position.
This information should be explained to new staff as part of their
Induction and Orientation.
This Unit does not relate to this type of roles and responsibilities.
OSH roles and responsibilities for individual positions
The OSH roles and responsibilities for each job position must be provided to new
staff as part of their Induction and Orientation.
Examples of OSH-related roles attached to individual workplace jobs may include:
 Participation in the workplace OSH structure such as:
 Attending designated OSH meetings
 Being designated as an office bearer within the venue’s OSH structure – for
example, the tasks associated with being:
– Health and Safety Representative/OSH representative
– Secretary of OSH Committee
 Being the person in a department or area designated as the ‘Safety Officer’, ‘Area
Warden’ or similar
 Provision of OSH training support to internal venue trainers specialising in OSH
issues.
Procedure UTAC UTAC
Examples of OSH-related responsibilities attached to individual workplace jobs may

include:
 Operating equipment and systems (as identified in the Job
Description) in a safe manner
 Identifying and reporting unsafe situations with equipment and
systems (as identified in the Job description)
 Providing service and maintenance to equipment and systems (as
identified in the Job Description)
 Following the venue requirements for internal reporting of accidents,
injuries and (where applicable) ‘near misses’
 Complying with workplace SOPs designed to ensure workplace safety.
Generally applicable OSH responsibilities for employers and employees
In addition to the responsibilities attaching to each job position, employees and
employers have other generic OSH responsibilities.
These responsibilities may be enshrined in OSH legislation. If they are not legal
requirements, they are certainly ‘best practice’ to help ensure workplace safety.
Employer responsibilities
OSH legislation outlines employer and employee responsibilities.
Employer responsibilities across all business types should include:
 Providing safety training and clear safety rules
 Encouraging a Health and Safety Committee or similar body.
The aim of the committee is to identify areas in the workplace
where changes should be made so as to create a safer
working environment. This may include upgrading equipment,
equipment, training and safety matters
 Maintaining an injury register to record accidents for insurance
and monitoring purposes
 Adhering to all workplace agreements and contracts in relation to the work
employees are required to undertake. Where staff are being asked to perform
tasks they are not familiar with or have not been trained in, there is a higher risk
of injury
 Providing information and written instructions in appropriate languages other than
English where significant workers are from a non-English speaking background
 Providing all necessary safety equipment to allow staff to perform required work
safely. This may include gloves, masks, ear protectors, goggles, protective
clothing and footwear
 Maintaining a safe workplace for their employees and monitoring health and
safety issues. For example, equipment and machinery must be maintained and
must conform to safety standards
 Providing well-lit and ventilated places to work
 First aid must be provided to all employees when and where necessary. This
covers employees when they are coming to and from work via the shortest

Procedure UTAC UTAC
practicable route, provided the accident is not self-inflicted or of a malicious or

wilful nature.
Employee responsibilities
All employees across all industries have the following responsibilities:
 Work in a way to ensure personal safety, and the safety of others including
colleagues and/or customers
 Use safety equipment in accordance with the manufacturer’s
instructions and the directions or training of the employee
 Use all safety equipment when and where required according to
workplace instructions and training
 Follow all Occupational Safety and Health procedures, practices
and protocols in line with establishment requirements and the
training received in relation to these
 Report accidents, injuries or illness to the appropriate person and
record same on nominated forms or documentation
 Report any equipment in need of repair so appropriate service and maintenance
can be provided
 Adhere to all legally imposed OSH requirements
 Not interfere or get in the way of a person, such as a first aid provider, who is
trying to assist another in need.
Legal obligations
The legal obligations imposed by OSH legislation is contained in the Acts and
supporting Regulations for your country.
Legal obligations may also be imposed by Codes (‘Codes of Practice’,
‘Compliance Codes’ or similar).
Work Project 1.1 requires you to:
 Identify the legislation you need to comply with
 Identify the legal obligations imposed on you by the legislation and
associated documentation.
Duty of Care
Common law also imposes a ‘duty of care’ on all businesses towards all employees
and all customers of the organisation.
‘Duty of care’ means employers have a legal responsibility in addition to the
responsibility and obligations imposed by legislation to provide a reasonable
standard of care in relation to actions (such as work practices) that could cause harm
to people.
The employer must therefore:
 Ensure the health, safety and welfare of all customers, delivery drivers, suppliers
and visitors to the business
 Provide safe access to the business
Procedure UTAC UTAC
 Provide information, training and supervision when and where required.

The employee must:
 Cooperate with the employer in relation to OSH issues
 Act professionally and responsibly at all times when at work
 Enforce health and safety requirements on others (workers
and customers) in the workplace
 Inform the employer of any breaches of OSH requirements
 Ensure a hygienic and safe environment in accordance
with the individual’s responsibility and authority.
Participative arrangements for health and safety

Workplaces should (and may be required by law) to apply a cooperative and
collaborative approach to workplace safety, known as ‘participative arrangements’.
Participative arrangements involves workers participating in deliberations, decisions,
implementation and monitoring of workplace OSH.
This approach means management and/or business owners consult with employees
about workplace safety and are obliged to take the views and concerns of workers
into account when addressing workplace safety issues.
Participative arrangements acknowledge:
 Workers are often best placed to identify workplace risks and hazards
 Workers are often best placed to contribute solutions to identified workplace risks
and hazards
 Workers are often best placed to monitor the implementation of workplace risk
controls
 Workers often have viable and effective contributions to make regarding
workplace safety.
Structure of participative arrangements
The structure of participative arrangements for workplace OSH may be prescribed by
legislation.
Where this is the case, employers must comply with these requirements – they are
mandatory.
If there are no compulsory participative arrangements, the following could be used as
a model to apply:
 Every department or separate operational area in the business could be named
as a Designated Work Group (DWG). A DWG is a distinct workplace area with its
own unique risks and hazards and hence its own safety needs
For example, a hotel may have a Kitchen DWG, a Bar DWG, a Housekeeping
DWG and an Administrative Office DWG
 Each DWG has its own Health and Safety Representative (HSR). This person
represents the safety interests and concerns of their DWG and is the person all
workers in the DWG turn to if they want to:
Procedure UTAC UTAC
 Report or raise an OSH issue

 Obtain health and safety advice or direction
 Every business has a dedicated OSH Committee to discuss
and decide workplace safety issues. They are responsible for
workplace safety inspections, identifying risks and hazards,
analysing them and determining the appropriate controls to be
implemented to ensure worker safety.
The OSH Committee should comprise:
 A management or business owner representative
 All HSRs from all DWGs
 A Secretary to record minutes of the meeting, distribute material and arrange
meetings
 All staff meetings in an area or department (DWG) must have a standing OSH
item on the agenda. This is so discussion about safety occurs regularly, and
there is a consistent opportunity for staff to raise issues and/or be informed about
workplace initiatives to address safety issues.
Basic requirements for participative arrangements
For participative arrangements in relation to OSH to work effectively the following
have proved to be important points:
 The OSH Committee must hold regular meetings – at least monthly
 Meetings must take place during work hours so participants are paid for their
attendance
 Management must demonstrate by its actions that it genuinely embraces
contributions by staff towards workplace safety
 HSRs should receive formal training in safety as it applies to their workplace or
department so their deliberations and actions are based on sound safety-related
knowledge
 Staff in the workplace must be released from work to attend OSH meetings and
this activity should be factored in as part of their rostered duties
 Backfilling staff to allow them to attend meetings and participate in consultation
without adversely affecting service delivery standards in the business
 Advertising the time and location of OSH meetings so relevant staff can attend
 Distributing information prior to meetings so participants can read, analyse and
become suitably acquainted with issues to be discussed
 Providing the necessary resources to underpin the effective implementation of
the consultation process by providing meeting venues, necessary equipment,
stationery and access to ‘secretarial support’.
Additional consultative processes to optimise workplace safety may include
 Consultation with all employees during the course of each business day where
management or the HSRs are available for staff to raise issues
 A diary, whiteboard or suggestion box is available for staff to use to report an
issue of concern
Procedure UTAC UTAC
 Recording of issues in a Management Diary (paper-based or electronic format) to

demonstrate issues are being taken seriously and followed up
 Holding regular staff meetings which include OSH discussions. OSH should be a
standing agenda item at all staff meetings
 Conduct of special staff meetings or workshops to specifically address OSH
issues as required. These are sometimes referred to as ‘Toolbox meetings’
 Provision of a Staff handbook which includes specific OSH information
 Distribution of OSH surveys or questionnaires which invite staff feedback on OSH
issues
 Use of informal meetings such as staff briefings and/or debriefings at which
written information on OSH is distributed
 Distribution of Fact Sheets to fully inform personnel about their OSH rights and
responsibilities
 Involvement of workers in writing parts of OSH policies and procedures so their
knowledge can be used, and their concerns addressed and reflected in actual
workplace practice.
Location of OSH information

See Section 1.2.
When and how to explain OSH information

Employers must ensure staff are aware of all OSH requirements
attaching to any job these workers undertake in the workplace.
Supervisors and managers with OSH responsibilities can discharge their duty to
make sure staff are aware of relevant OSH information in several ways including:
 Verbal notification as part of the structured Induction and Orientation program
staff undergo
 Provision of printed material to support the verbal advice which can include items
such as:
 Work Instructions/SOPs – directions to staff about how to perform specific
tasks including:
– Identification of sequence of activities
– Description of what needs to be done and/or used at each stage of the
task
– Identification of hazards and required action to control hazards and
prevent injury
 Job Safety Analyses – a detailed analysis of a task identifying the dangers
associated with it
 Establishment policies relating to safety and the use of equipment, handling
chemicals and hazardous materials. These policies should also extend to issues
such as:
 Workplace bullying
 Sexual harassment
Procedure UTAC UTAC
 Mechanisms available in the workplace for notifying management of unsafe

practices, unsafe equipment, accidents, near misses
 The workplace structure in terms of OSH committees and groups as well as
relevant other personnel such as HSRs
 Checklists to complete prior to (or as part of) undertaking workplace tasks
 Material Safety Data Sheets (MSDS) for every chemical used in the workplace
 Alerts, Guidance Notes, Codes of Practice/Compliance Codes and similar other
materials available from the relevant OSH authority
 Practical instruction and demonstration of safe working procedures for tasks new
staff are expected to perform when they commence employment as part of their
allocated workplace duties. This instruction and training must be supported by:
 Supervision of staff activities to make sure they are working correctly and
safely
 Monitoring of their activities on an ongoing basis to verify they are working as
required and are following the required procedures and safety requirements.
Important note
It is not sufficient for management and supervisors to simply tell staff what to do and
then leave them alone to get on with it.
It must be standard practice to also:
 Train staff as required in what needs to be done
 Supervise their activities.
Specific risks and control measures

‘Safe place’ instead of ‘safe person’
It should be remembered OSH legislation places substantial emphasis on the need
for management to ensure:
 The workplace itself is safe. This means there needs to be safe equipment, safe
practices and procedures and safe materials
 Full provision to staff of all information relevant to the safety of or dangers
inherent in all tasks they perform. The major message is that management must
collaborate with staff to provide a safe workplace.
The aim is to make the workplace safe rather than trying to make the worker
responsible for safety.

Procedure UTAC UTAC
Examples of OSH information to be explained to new personnel

It is essential the information provided to new staff covers the specifics of the
particular job each staff member is required to perform.
This means it is impossible to set out a comprehensive list of information to be
communicated. For example, OSH information needing to be given to an office
worker will be different to the information given to a room attendant which will be
different to what needs to be communicated to a cook.
Each role within a business has its unique safety issues and each position and each
employee must be addressed on an individual basis.
The following provides a useful generic list of what should be covered:
 Details of the organisation’s OSH policy including identification of relevant people
and their OSH responsibilities, forms to be completed and identification of when
they have to be completed
 All OSH policies and procedures relating to the job position of
the new staff member
 Details of the hazard identification procedures applied by the
workplace including relevant documentation, existing examples
of completed hazard identifications and identification of past
instances where and how workplace hazards have been
identified and addressed
 Identification for individual staff regarding their liability should
they fail to comply with required OSH procedures. This should embrace legal
liability as well as workplace sanctions
 Explanation of the OSH consultative arrangements within the business which
should involve identification of staff involved and their role
 Notification regarding the application of risk assessment documents the property
uses detailing when they are used and how to use or complete them
 Details of specific existing risk control measures introduced into the workplace
explaining why they have been initiated, what they involve and how to comply
with all applicable requirements. It is preferable for these control measures to be
verbally explained and for there to be a workplace-based observation by new
staff of these as well as training and supervised practice in implementing these
controls
 Presentation and explanation of all relevant Codes applicable to the work the
individual staff member is required to perform together with practical, on the job
demonstration of what is required to align with the requirements of these Codes.
Generally, ‘Codes’ provide advice and examples of what can be done in the
workplace to enable compliance with legislated requirements
 Explanation of the OSH training available within the workplace explaining what
training is mandatory and what is optional, and detailing how staff can access this
training. Attention should also be paid to identifying work requiring the completion
on in-house training
 Provision of OSH updates such as sharing information with new staff as provided
by OSH authorities, manufacturers of equipment, suppliers of chemicals, or other
reliable sources of safety information

Procedure UTAC UTAC
 Location of the first aid kits within the property with emphasis on where they exist
in the department the new staff member is going to work in
 Location of fire fighting equipment including alarms, hoses, extinguishers, and fire
blankets as appropriate to the nature of the work being done and the location the
staff member will be working in
 Explanation of the ‘Emergency Management Plans’ (EMPs) for the venue
including identification of where copies of plans are located and individual
responsibilities new staff have under each plan. Attention must also be paid to
informing the new staff member about relevant alarms provided for, practical
action to take in the event an emergency arises and their obligations in relation to
participating in drills.
4.1-2 MAKE HEALTH AND SAFETY INFORMATION
ACCESSIBLE TO STAFF
Introduction
Not only must new staff have OSH information explained to them, but they must also
have ready access to this information on an ongoing basis so they can refer to it for
guidance, instruction and advice as the need arises.
This Section identifies how and where a business may make this information
available to workers.
Making OSH information available to staff

It is part of the ‘duty of care’ requirements for any business to
ensure it provides up to date OSH information to its staff.
Given OSH information is a dynamic field, constant attention
must be paid to updating this workplace information and
ensuring only current information is made available to staff.
How and where
Relevant health and safety information, procedures and policies should be:
 Placed on the workplace intranet:
 Ensuring any out of date information is deleted
 Creating new fields and files, as appropriate, for new information and/or
requirements
 Located in all staff rooms in the form of one or more of the following:
 Wall posters detailing the basics of any changes to existing
requirements, and or the key points of new requirements
 These posters should also direct staff to additional. More
comprehensive information available such as staff meetings, in-
house training or discussions with supervisors or HSRs
 Copies of new or revised information such as providing multiple
copies of information for staff to pick up and take with them
 Inclusion in to staff room handbook or manuals ensuring ‘old’

Procedure UTAC UTAC
versions are removed

 Embedded within all workplace training notes and materials the training should:
 Explain the new/revised requirements in detail
 Describe why the new information now applies. Information is always best
understood by staff when they know why it is a requirement
 Show how the new/revised requirements apply to individual staff positions so
workers understand how they should apply the new/revised requirements to
their everyday workplace activities
 Provide opportunity for practice where requirements are of a practical nature
 Included in staff handbooks using version control protocols to ensure the current
version is always available. See ‘Version control protocols’ (below)
 Inserted into the workplace ‘Policies and procedures’ manual adopting version
control protocols
 Included into the Induction and orientation procedures for the business so new
staff are made aware of any new/revised safety information applicable to them
and their roles and responsibilities.
In addition, safety policies and procedures relating to specific aspects of work should
be located in the appropriate work stations for ready reference by workers when and
if required.
OSH library
The formation of an OSH library is to be encouraged in all workplaces.
This ‘library’ needs only be a shelf or a filing cabinet. It does not need to
be a formal library or a complete room.
A staff member should be allocated responsibility for maintaining it and
ensuring the currency of all articles, materials, forms and information.
Checking the OSH website
It should be standard practice for a nominated person to regularly access the
relevant OSH authority website to check for new material.
New materials should be downloaded and included in the workplace
information sources available to staff.
Where there is any uncertainty about new/revised OSH requirements,
these should be clarified with Officers of the authority.
Subscribing to online information
Many OSH authorities provide free online information to employers and employees.
This information may take the form of:
 Alerts
 Guidance Notes
 Revised legislation
 New legislation
 Codes

Procedure UTAC UTAC
 Regulations
 Regular newsletters.
The business should subscribe to receive any relevant new/updated information

especially ‘Newsletters’ the authority provides.
Additional points:
It is never sufficient just to make OSH information available for staff.
It is also necessary to:
 Update the information and materials as necessary. This may be:
 When new versions of legislation or Codes become available or replace
previous Acts or requirements
 When new legislation is introduced
 When new Codes are introduced
 When new safety information (on the basis of recent research and analysis of
accidents and/or OSH records, accidents, workplace injuries) becomes
available
 Remove all ‘old’ (out of date) materials
 Verbally advise staff:
 New/revised information is available and/or now applies
 About the requirements of the new/revised information, material, legislation
 Encouraging them to read the material
 Demonstrate practical aspects of the new/revised requirements as opposed to
simply ‘telling’ staff (where this is appropriate)
 Incorporate new/revised requirements into in-house training.
Version control protocols

Changes to OSH information made available to staff in written form should be subject
to version control protocols.
Version control protocols are intended to identify:
 The version of the document being read such as ‘First’, ‘Fourth’, ‘V2 [version 2] or
5.0
 The date the document is introduced which is the date from which it applies
 Name or initials of person who prepared the revised document
 A file identifier to facilitate retrieval of the document on the internal system
 Date by which the document must be revised.
Note
 Previous or out of date pages of a document must be removed and replaced by
the updated, version control document

Procedure UTAC UTAC
 Double-check every item of hard copy information after it has been updated into a
file or manual to ensure it is complete, reads correctly and there is nothing
missing
 An archive of all previous documents (electronic or paper-based) should be
established and maintained.
File Date Date of next

Name Version no (eg V1)
Identifier created revision

Procedure UTAC UTAC
WORKPROJECTS
It is a requirement of this Unit you complete Work Projects as advised by your
Trainer. You must submit documentation, suitable evidence or other relevant proof of
completion of the project to your Trainer by the agreed date.
1.1 Prepare and submit a report:
 Identifying the legislation you need to comply with in your workplace

 Identifying the legal obligations imposed on you by the identified legislation
and associated documentation (such as Regulations and/or Codes).
1.2. Prepare and submit a document:
 Describing the workplace OSH information (policies and procedures)

applicable to one identified job position within the business
 Identifying how the required legislated and organisational OSH information
is communicated to staff
 Explaining how and where legislated and enterprise OSH information is
made available to workers in the business.
1.3. Provide photographic, video or other evidence to prove you have:
 Explained relevant OSH information to staff in the workplace

 Made OSH information available to staff.

Procedure UTAC UTAC
ANSWER GUIDE
When implementing OSH procedures:

 Be certain about legislated obligations
 Ensure ‘duty of care’ obligations are addressed
 Understand workplace OSH roles and responsibilities attaching to individual workplace
positions
 Be aware of the generic OSH obligations on employers and employees
 Encourage participative OSH arrangements where workers are engaged with workplace
OSH issues and activities
 Develop a formal workplace structure to facilitate cooperation from workers regarding
OSH matters
 Seek a collaborative OSH relationship between workers and management
 Provide necessary OSH information, training and advice to all staff as appropriate to their
job position as part of their Induction and Orientation, and on an ongoing basis
 Ensure staff are trained, monitored and supervised to ensure they work safely
 Develop ‘safe place’ as opposed to developing ‘safe persons’
Provide staff with ready access to all OSH information ensuring it is up to date.

Procedure UTAC UTAC
LEARNING OUTCOME #2 EVALUATE HAZARDS AND

RISKS
CONTENTS:
6. OHS indicators
ASSESSMENT CRITERIA
1. Terms of maximum tolerate limits which when exceeded will result in
harm or damage are identified based on threshold limit values (TLV)
2. Effects of the hazards are determines
3. OHS issues and /or concerns and identified safety hazards are
reported to designated personnel in accordance with workplace
requirements and relevant workplace OHS legislation
CONDITION
Emergency-related drills OHS personal
PPE
and trainings records
 Medical /
 fire drill
 Mask health
 earthquake drill
 Gloves records
 basic life support/CPR  Incident
 Goggles
 first aid
 Hair net/cap/bonnet reports
 spillage-control  Accident
 Face mask/shield
 decontamination of reports
 Ear muffs
chemical and toxic  OHS-related
 Apron/gown/coverall
 disaster training
/jump suit
preparedness/manage completed
 Anti-static suits
ment
ASSESSMENT METHOD:

Procedure UTAC UTAC
Learning Outcome 2
EVALUATE HAZARDS AND RISKS

1: on IMPLEMENT AND
MONITOR PROCEDURES
FOR ONTROLLING Competency Evaluation Tool which
HAZARDS AND RISKS
4.2-1 Identify and report
workplace hazards and trainees after finishing a competency
risks promptly by
maintaining close
contact with day to day Go through the learning activities
workplace operations
4.2-2 Implement and monitor
risk control proceudres gain the necessary information or
in accordance with
enterprise and legl
requirements practice on performing the
4.2-3 Evaluate and adjust
requirements of the evaluation tool.
risk control procedures
as required The output of this LO is a complete
Work project 4.2-1 Package for one Competency of BASIC
Answer guide 4.2-1
and evaluation.

Procedure UTAC UTAC
4.2 IMPLEMENT AND MONITOR PROCEDURES FOR

CONTROLLING HAZARDS AND RISKS
4.2-1 IDENTIFY AND REPORT WORKPLACE HAZARDS

AND RISKS PROMPTLY BY MAINTAINING CLOSE
CONTACT WITH DAY TO DAY WORKPLACE
OPERATIONS
Introduction
Workplace safety can only be achieved if ongoing attention is paid
to it.
A vital element of an effective approach to workplace safety is the
need to identify and report workplace hazards and risks on a day to
day basis. You cannot ‘do’ workplace safety at the start of the year
and believe it is ‘done’ for the entire 12 months.
This Section identifies possible workplace hazards and risks and presents necessary
related action to optimise workplace safety.
Examples of possible hazards and risks

The specific type of hazards and risks will depend on the individual nature of the
workplace.
The threats posed in a kitchen will be distinctly different to those posed in an office
environment.
This said, possible hazards and risks can relate to:
 Fire and other emergencies such as gas leaks
 Crowd related risks such as threats from customers, intoxicated patrons or the
unique problems caused by large numbers of people
 Bomb threats which are usually made over the telephone
 Theft and armed robbery involving attempts to steal cash and/or products
 Equipment failure and related hazards where items malfunction raising
the potential for injury to staff and/or the production of product (food) that
may be contaminated in some way
 Pests gaining access to the property and compromising the safety of food
 Manual handling which is the greatest cause of workplace injuries to staff
Procedure UTAC UTAC
in our industry
 Slips, trips and falls which are another common cause of injury for staff
 Drugs and alcohol in the workplace where staff attend for work under the
influence of these substances, or indulge in them while at work. All businesses
should have a ‘zero tolerance’ approach towards drugs and alcohol
 Violence in the workplace such as initiation practices for new employees, bullying
and/or mental, physical or sexual harassment
 Hazardous substances relating to the handling, use and/or storage of chemicals
and other hazardous substances.
Coordinating scheduled hazard identification activities

The goal of any workplace health and safety strategy is to
eliminate or reduce, as far as practicable, all workplace
risks.
This can be achieved by setting standards in accordance
with applicable and current OSH legislation, implementing
measures to meet those standards, monitoring the
measures, and having an OSH management program of
regular health and safety review and improvement.
This program should address risk/hazard management. This known as the three-
stage process of:
 Identifying hazards in the workplace
 Assessing the risks to health and safety which those hazards create
 Implementing suitable measures to control the risks.
The stages of hazard management range from identifying potential hazards at the
planning and purchasing stages, to implementing programs which address specific
hazards, and consulting with workers.
All these phases should be covered by venue-specific workplace policies and
procedures tailor-made to reflect the requirements of individual businesses and
individual work practices.
What is hazard identification?
Hazard identification is the process used to identify all possible situations where
people may be exposed to injury, illness or disease.
It is the process used to identify all the possible situations in the workplace where
people may be exposed to injury, illness or disease.
Ways to identify hazards
Hazards can be identified in a number of ways:
 Consulting with HSRs
 Consulting with employees
 Undertaking workplace inspections

Procedure UTAC UTAC
 Examining workplace records of incidents and dangerous occurrences or near

misses
 Keeping up to date with safety-related matters and issues.
The most effective methods of identifying hazards use a combination of these ways.
Timely identification of hazards
Management must ensure their actions enable appropriate and timely
identification of hazards.
A systematic approach using the above techniques is recommended
and attention should be paid to specific occasions when hazards may
be introduced into the workplace. The most common times when
hazards may be introduced are when changes to the workplace are
implemented.
Examples of these instances include:
 Before premises or work stations are used for the first time and after they have
been used for a while
 Before, during and after installation of plant and equipment
 Before, during and after alterations to plant, machinery or equipment
 Before, during and after alterations to layout of the workplace
 Before and after changes to existing work practices are introduced
 When any new information becomes available relating to relevant workplace
health and safety risks
 After any near miss situation has occurred
 When any workplace accident, actual injury or event takes place
 In keeping with workplace schedules for regular workplace checks and hazard
inspections – for example, every month, every quarter.
Factors to consider when developing inspection protocols
When developing inspection systems it is important to establish:
 The emphasis and scope of the inspections – what will be inspected and which
areas will be inspected
 How they are to be conducted. A walk around’ the workplace is an essential
element of any inspection system
 How often they are to be carried out. Regular inspections are critical: once every
month is best but inspections should occur at least every three months
 Who will be involved in the inspections? Workers should be involved together
with the HSR and a management-level representative
 Who is responsible for ensuring suggested improvements are taken into
account? This will normally be management or the owner
 What checks should be carried out to ensure corrective action has been taken
once a problem has been identified, analysed and has had suitable control

Procedure UTAC UTAC
procedures developed for it? It is also important to check the implementation of

risk controls has not, itself, introduced a new risk into the workplace
 How they are to be documented. Inspections should use a dedicated inspection
checklist to record findings of the inspection.
The main reasons for doing workplace OSH inspections are to identify the health and
safety hazards in the workplace that exist or have emerged over time.
During inspections, health and safety issues can often be identified and resolved
before any harmful event takes place.
Inspections can also help to identify whether measures are in place to ensure the
workplace complies with all relevant health and safety requirements (legislation and
business policies).
What should be inspected?
When deciding which aspects of the workplace are priority areas for routine
inspection, it is important to consider:
 The existing and potential health and safety hazards within each
workplace. Common sense is a good indicator, as is input from
workers and analysis of workplace accident registers
 The types of processes, operations and occupations present in
the workplace. Historically certain tasks carry with them greater
risks. For example, the risks in a kitchen are more numerous and potentially
dangerous than those involved in an office environment
 Any OSH legislated requirements relating to particular hazards, occupations,
industrial processes and operations which apply to individual workplaces. Most
OSH authorities have lists to assist in this regard detailing historical risks and
what can be done to prevent or control them
 Any new processes or arrangements which have been introduced. The
introduction of anything new (process, product, equipment) has the potential to
create a new or different risk or hazard. Remember the introduction of risk control
measures may sometimes introduce a new/different hazard or risk
 Equipment, substances or situations causing injury or disease in the past using
anecdotal staff evidence and accident/near miss registers as the basis for
identifying these
 The need to follow up and monitor any changes suggested or implemented
during previous inspections – to ensure they are effective and are being
implemented.
Checklists
Where areas for routine inspections have been established
(such as the areas/departments which are the basis of
DWGs) simple checklists which can be systematically
completed during inspections should be prepared to
facilitate and record findings.
These will help save time and ensure a thorough inspection
is carried out which is consistent every time it is undertaken.

Procedure UTAC UTAC
In practice, these checklists form the basis of a comprehensive review of workplace

practices on a regular basis (every month or three months).
Checklists will vary according to the workplace environment.
The types of hazards present will determine the areas covered in the checklist. Some
areas to consider and develop checklists for are:
 Manual handling hazards addressing any activities where there is a need to push,
pull, carry, manipulate, carry, lift, or use anything
 Housekeeping practices relating to issues such as (but not restricted to) use of
chemicals, bed making, cleaning of items (such as baths and toilets) and the vast
variety of manual handling activities
 General tidiness of the workplace with attention to items being stowed in
walkways, rubbish in the workplace, arrangement of items, storing of cartons and
equipment
 Machinery with attention focussed on correct operation, presence of all required
safety guards and cut-off switches, noise levels and stability of items
 Chemical hazards addressing issues such as fumes, gases, storage, labelling,
handling, Material Safety Data Sheets, personal protective clothing and
equipment
 Electrical safety ensuring electrical items have been tested, tagged and are safe
to use
 Office safety relating to the layout of offices, furniture used, use of equipment
(especially computers and related equipment), and lighting as well as personal
practices of office staff when engaged in office work
 Fire safety addressing fire fighting equipment, access and exits, alarm systems,
instructions for employees and presence of suitable EMPs
 First aid provisions. Verify all the necessary items are present in workplace first
aid kits, that the kits are located where they should be and all the facilities in any
First Aid rooms are present and in working condition. This check should also
verify any workplace first aid providers have current first aid qualifications,
updated as required so they maintain currency and required skill and knowledge
levels
 Registers. Ensure they are located where required and are being completed as
necessary.
Because each workplace is different, it is important to develop checklists which
match the actual design and processes of the workplace, and the products and
services each area/DWG is involved in providing.
Tailoring inspection checklists to suit the workplace will ensure all existing and
potential health and safety problems can be identified.
Codes of Practice/Compliance Codes may contain checklists which can be used (or
modified) to help identify particular hazards and hazard areas.
Working closely with staff on a day to day basis

Previous notes have stressed the need for a collaborative and consultative approach
towards workplace safety.
Procedure UTAC UTAC
A key to this approach is the ongoing identification of workplace hazards before they
result in accident or injury.
What is involved?
Effective hazard identification requires application of all the techniques
identified above (regular workplace inspections using checklists to
record and document what is found) as well as close contact with staff
and the operation of the business on a day by day basis.
This close contact is necessary so:
 Employees understand safety is an ongoing concern for management and
demonstrating management are actually involved and ‘walking the talk’
 Management can identify and address hazards at the earliest opportunity to
prevent a potential risk becoming a workplace accident causing actual injury
 Staff are reminded that they have an ongoing role in workplace safety and are
able to contribute to workplace safety on an ongoing basis, and have an
obligation to do so.
Examples of hazards which may need to be addressed
Traditionally, hazards have been able to be classified as one of the following:
 Hazards in the physical environment
 Hazards associated with plant and equipment
 Hazards associated with work practices and procedures
 Hazards associated with security issues
 It is possible your workplace has additional hazards. Check with your supervisor
to determine what applies where you work.
Hazards in the physical environment
Responsible management should target attention to areas and issues associated
with:
 The physical working space staff are required to operate within. This is to identify
physical placement of items posing a risk, ensure freedom from physical hazards,
and ensure conditions are not cramped or overcrowded and function to facilitate
the work to be done
 Lighting. To ensure appropriate lighting, check that lights are operating
correctly (no flickering fluorescents, no blown globes) and there is
freedom from shadows and an absence of glare (especially for office
workers)
 Hot and cold environments such as severe temperatures (and excess times at
these temperatures) for those involved in hot kitchen work and/or loading
deliveries into (or cleaning of) walk-in cool rooms and freezers
 Exposure to the elements. This is a concern where there are staff working
outdoors around pools or as grounds staff. Issues may include protection against
sun, wind and rain and the use of required personal protective clothing and
equipment
 Prevailing noise levels. This can be a special concern for those working in
entertainment areas where there is amplified music, or who need to operate noisy
equipment for extended periods
Procedure UTAC UTAC
 Electrical items. Ensure they are safe by having them checked and approved as
safe. They should be used with a Residual Current Device (RCD) and
staff operating them as required in accordance with establishment-
based safe working procedures and manufacturer’s instructions
 Flooring. Hazards in this regard can include frayed carpet causing a
tripping hazard, wet floors due to work processes or spills, as well as
uneven surfaces. The presence of steps and stairs should also be
addressed
 Equipment designed to assist with manual handling. All workplaces should use
manual handling and lifting aids to reduce the possibility of injury to workers.
 Options include:
 Trolleys
 Forklifts
 Pallet movers
 Pests. These are a special concern for food safety. Pests can turn customers
away, can cause food waste, and mice and rats have been known to cause fires
when they chew through electrical wiring
 Crowds. During busy times management has an obligation to the public to protect
them against injury when they are on the premises
 Large crowds provide the potential for injury and management have to prepare
plans and provide staff to control these situations (restricting access to certain
areas, restricting access to the premises, eliminating bottlenecks, providing
security staff to monitor and control areas).
Hazards with plant and equipment
Efforts to identify hazards in relation to machinery, tools, appliances and equipment
should focus on:
 Ensuring regular service and maintenance is provided
for all plant and equipment, items and utensils in
accordance with manufacturer’s instructions and to
address malfunctions
 Ensuring staff receive adequate training in the use of
all plant and equipment, items and utensils they are
required to use
 Ensuring electrical tests and checks are performed at least every 12 months to
ensure the electrical safety of equipment and appliances, power points and
switches
 Ensuring RCDs are fitted to portable electrical equipment to shut off power when
an incident occurs where a person could be subject to an electric shock
 Ensuring staff are adhering to standard safe work practice when using electrical
equipment/appliances such as:
 Not operating electrical equipment while standing in water
 Not using electrical equipment with wet hands
 Not using appliances that are untagged as being tested and safe for use
 Not using faulty appliances or items tagged as being ‘Out Of
Operation/Service – Unsafe For Use’
Procedure UTAC UTAC
 Not using electrical appliances for work they were not intended for
 Ensuring all malfunctioning tools and equipment are reported using verbal
reporting mechanism or completing a workplace-based ‘Maintenance Request’
form, and taking the faulty item out of service and tagging it as Out of Service
 Ensuring only enterprise tools and equipment are to be used for undertaking work
at the workplace. This means staff cannot bring in and use their own electrical
tools and equipment
 Ensuring all operational manuals, manufacturer’s instructions and trouble-
shooting guides are available to all users.
Hazards with working practices
Attention should be paid to the following as they commonly raise workplace hazards
in one form or another:
 Opening and closing procedures (procedures used by a business or department
at the beginning and end of a day or shift. Special attention must be paid at
closing times to ensure all doors and windows are locked and no unauthorised
persons are left on the premises
 Safety and security procedures. There is a need for
management to ensure they have established and
implemented plans (EMPs) to address security issues
identified as being likely for their business such as:
 Theft and Robbery
 Irrational or angry customers
 Bomb threats
 Standard Operating Procedures for all work-related tasks to ensure they remain
applicable given any changes in levels of trade, materials, equipment used,
and/or techniques required
 Rostering of staff. You need to ensure there are enough suitably trained, qualified
and experienced staff are rostered on duty and that the changing nature of the
workplace is reflected in the rosters being prepared
 Length of time spent on certain tasks. Where there is a possibility of repetitive
strain injury (RSI), other injury or boredom management need to rotate staff
through different jobs (and/or provide appropriate extra breaks) to avoid inherent
problems and injuries.
Note
Many of the issues raised above should be covered in the EMPs for the venue.
In addition, specifics to follow in responding to several of the emergency situations
identified above are presented in the unit ‘Plan and conduct an evacuation of
premises’.
Coordinating risk assessments

While staff are encouraged to participate in workplace safety processes
(consultation, collaboration and participative arrangements), they generally
have no legal obligation to do anything unless specified by legislation. The
legal obligation for workplace safety always rests with management and
owners.
Procedure UTAC UTAC
It is the managers and owners who must drive the entire workplace OSH process,
preferably supported by staff.
This sub-section addresses what needs to be done to conduct effective risk
assessments.
What is risk assessment?
Risk assessment is the process used to determine the likelihood people may be
exposed to injury, illness or disease in the workplace arising from any situation
identified during the hazard identification process.
Once the hazards have been identified, they should be listed for a risk assessment to
be carried out in consultation with the relevant HSR and employees.
The purpose of risk assessment is to determine whether there is any likelihood of
injury, illness or disease associated with each of the potentially hazardous situations
identified in the hazard identification process by considering:
 Whether any person (workers and/or members of the public/visitors) would be
exposed to the identified situations under all possible scenarios (such as, for
example, during installation, commissioning, erection, operation, inspection,
maintenance, repair, service and cleaning of plant, equipment or areas)
 The existing measures in place to protect the health and safety of people who
may be exposed to the identified risk or hazard
 How adequate the existing measures are for protecting the health and safety of
people who may be exposed.
If the likelihood anyone will be exposed to a situation
under all possible scenarios is ‘nil’, then there is no risk
and no additional risk control measures are required.
The adequacy of existing control measures should be
considered if there is the potential someone may be
exposed to a particular situation.
Note: Existing control measures should not be regarded as adequate simply
because an incident has not occurred.
This particularly applies where the existing control measures are only administrative
controls (such as training, safety procedures, safety signs, supervision) or personal
protective equipment and clothing (such as safety gloves, safety glasses, protective
clothing, and respirators).
These types of control rely heavily on human behaviour doing the right thing. The
downfall of this approach is that any deviation in behaviour (employees not following
the safety procedures because some person or situation is distracting them or staff
failing to wear protective clothing) could cause injury, illness or disease.
Remember, the thrust of workplace safety is for ‘safe place as opposed to safe
person’.
After the list of hazards has been finalised, documented and agreed on (by workers
and management), a judgement needs to be made about the seriousness of each
hazard and which one/s require the most urgent attention:
 Take a close look at each item on your ‘hazard identification’ list and consider
“What is the possible outcome if things go wrong?” Are you talking about cuts,
Procedure UTAC UTAC
scratches and bruises or is there the potential for someone to be seriously injured
or even killed?
 Is the hazard an everyday task or something coming up only now and again
giving you more time to find a solution?
 Are there things you can do right now as a short-term fix while you work out a
better, more permanent solution?
 Never wait for all risks to be assessed before you start fixing things – make a
start and begin by addressing at least one identified risk or threat
 Once you have worked out which hazards have the greatest potential to cause
injury or disease, or are a risk to public safety, they should be marked as your
high-priority hazards. The other hazards should be ranked in priority order
 The hazard list must be reviewed regularly to ensure every aspect of the
workplace is monitored and any new hazards are immediately identified.
Remember, workplace safety is a dynamic concept.
Why bother?
You assess risks so you can make sure you control them effectively.
HSRs must be involved in this step to provide accurate information about risk control
in the workplace and to ensure the views of their DWGs can be taken into account.
The risk from a hazard is a combination of the chance of an incident occurring (that
is, ‘very likely’, ‘likely’, unlikely’ or ‘very unlikely’), what could go wrong and how badly
someone could be hurt.
‘Standard AS/NZS 4804:2001 Occupational Safety and Health management systems
- General guidelines on principles, systems and supporting techniques’ sees risk
assessment as critical to prioritising risk control measures and uses the following
formula to determine risk level:
Risk level = Consequence x Exposure x Probability where:
 Consequence is ‘the outcome severity (injury/illness) of the scenario’
 Exposure is ‘frequency and duration of exposure of persons to the chosen
hazard’
 Probability is the ‘likelihood or chance that the chosen sequence and
consequence will occur’.
Issues to examine
To assess a risk then, you must examine all of the factors affecting the
risk.
Assessment should occur in a ‘public’ forum such as an OSH meeting
where staff (impacted by the risk being discussed), HSRs and
management all attend to consider the issue with a view to properly
analysing it so an effective and practicable control solution can be
identified.
You need to look at:
 The number of people exposed to the risk

Procedure UTAC UTAC
 Who these people are: the different types of people who are exposed and their
special needs. They could be, for example, new workers, casual employees (who
usually have different OSH needs to permanent staff because they often do not
receive ‘standard’ OSH training and are often not present to attend standard staff
meetings and briefings), visitors, contractors, members of the public, disabled
workers and customers
 How near these people are to the risk
 How often they are exposed
 How long they are exposed for
 The combination of hazards they are exposed to
 How serious the resulting harm could be
 How easily someone could be hurt
 What the law says about risk control
 How common it is for the hazard to cause problems in other workplaces
 Any factors that could increase the likelihood of illness and injury
 The work processes involved. This requires you to know the practices,
procedures and protocols for performing the particular task under consideration
 How well your current precautions work. Has the hazard already caused any
problems?
Reviewing risk assessments
The workplace is a dynamic environment and there is a need to review all the risk
assessments you conduct ‘on a regular basis’ (monthly or at least every three
months). You will notice the Risk Assessment Worksheet presented below contains a
space for the ‘Date’ in order to facilitate this review activity.
Additionally, risks must be reviewed when any significant change in the workplace
takes place impacting on the risk (once again the HSR and other workers should be
involved).
These changes may be required:
 Alerts or notifications from OSH authorities in relation to a practice, product,
procedure, technique, and/or items of equipment
 Changes to internal operating procedures
 Introduction of new or more equipment
 Change in staffing – new staff, reduced staffing levels
 Modification to the work environment such as changes to job allocation, work
station layout, relocation of items of equipment, different environmental
conditions, a change in patron profile
 Based on concerns, feedback and/or complaints from workers, customers or
management.
Risk Assessment Worksheets
OSH authorities may be able to supply checklists and other advice to assist in the
assessment of workplace risks.
Procedure UTAC UTAC
For example, Codes may contain sample checklists, risk assessment sheets and/or
job safety analysis documentation.
The following example is taken from the Manual Handling Code (Victoria) [pp. 60 –
62] and sets out all the factors you need to look at when assessing the risks for
manual handling.
RISK ASSESSMENT WORKSHEET – LONG VERSION
Task: Date:
Management representative: HSR:
Step 1a – Does the task involve repetitive or sustained postures, movement or forces?
Tick yes if the task requires any of the following actions to be done more than twice a minute or for
more than 30 seconds at a time
Yes Comments
Bending the back forwards or sideways more than 20

degrees
Twisting the back more than 20 degrees
Backward bending of the back more than 5 degrees
Twisting the neck more than 20 degrees
Bending the head backwards more than 5 degrees
Working with one or both hands above shoulder height
Reaching forwards or sideways more than 30cm from

the body
Reaching behind the body
Squatting, kneeling, crawling, lying, semi-lying or

jumping
Standing with most of the body’s weight on one leg
Twisting, turning, grabbing, picking or wringing actions

with the fingers, hands or arms

Procedure UTAC UTAC
Working with the fingers close together or wide apart
Very fast movements
Excessive bending of the wrist
Step 1a – Does the task involve repetitive or sustained postures, movement or forces?
Tick yes if the task requires any of the following actions to be done more than twice a minute or for
more than 30 seconds at a time
Yes Comments
Lifting or lowering
Carrying with one hand or one side of the body
Exerting force with one hand or one side of the body
Pushing, pulling or dragging
Gripping with the fingers pinched together or held wide

apart
Exerting force while in an awkward position
Holding, supporting or restraining any object, person,

animal or tool

Procedure UTAC UTAC
Step 1b – Does the task involve long duration?

Tick yes if the task is done more than 2 hours over a whole shift or continually for more than 30
seconds at a time
Yes Comments
Step 2 – Does the task involve high force?

Tick yes if the task requires any of the following high force actions
Yes Comments
Lifting, lowering or carrying heavy loads
Applying uneven, fast or jerky forces during lifting,

carrying, pushing or pulling
Applying sudden or unexpected forces (e.g. when

handling a person or animal)
Pushing or pulling objects that are hard to move or to

stop (e.g. a trolley)
Using a finger-grip, a pinch-grip or an open-handed

grip to handle a heavy or large load
Exerting force at the limit of the grip span
Needing to use two hands to operate a tool designed

for one hand
Throwing or catching
Hitting or kicking
Holding, supporting or restraining a person, animal or

heavy object
Jumping while holding a load

Procedure UTAC UTAC
Step 2 – Does the task involve high force?

Tick yes if the task requires any of the following high force actions
Yes Comments
Exerting force with the non-preferred hand
Two or more people need to be assigned to handle a

heavy or bulky load
Exerting high force while in an awkward posture
Tick yes if your employees report any of the following about a task
Yes Comments
Pain or significant discomfort during or after the task
The task can only be done for short periods
Stronger employees are assigned to do the task
Employees think the task should be done by more

person, or seek help to do the task
than one
Employees say the task is physically very strenuous or

difficult to do
Step 3 – Is there a risk?
Yes Comments
Does the task involve repetitive or sustained postures,

movements or forces, and long duration? (Did you tick
yes in step 1a and step 1b?)
If yes, the task is a risk. Risk control is required.
Does the task involve high force?
(Did you tick yes in step 2?)
If yes, the task is a risk. Risk control is required.

Procedure UTAC UTAC
Step 4 – Are environmental factors increasing the risk?

Tick yes if any of the following environmental factors are present in the task
Yes Comments
Vibration (hand-arm or whole-body)
High temperatures
Radiant heat
High humidity
Low temperatures
Wearing protective clothing while working in hot

conditions
Wearing thick clothing while working in cold

conditions (e.g. gloves)
Handling very cold or frozen objects
Employees are working in hot conditions and are not

used to it
Step the task or attach a photograph, if helpful

Procedure UTAC UTAC
Reporting hazards
Where workplace hazards are identified they must be immediately
reported to the appropriate person such as a supervisor or HSR.
A verbal report is usually the best option as it is quick and allows the
other person to ask questions to clarify and better understand the
issue.
A written form such as a ‘Hazard notification’ or ‘Hazard report’ may
also be required.
4.2-2 IMPLEMENT AND MONITOR RISK CONTROL

PROCEDURES IN ACCORDANCE WITH ENTERPRISE
AND LEGAL REQUIREMENTS
Introduction
When workplace risks and hazards have been identified and analysed, suitable risk
controls must be implemented.
This Section discusses the use of risk control in the workplace to protect the safety of
workers and others.
Background to this step/stage

Controlling risk is the third step in risk management.
The first step was hazard identification and the second step was risk assessment
and analysis.
Implementing risk control methods means putting in place the risk control options
deemed most appropriate and effective for the identified hazard.
Where a manager or supervisor is unable to implement identified risk control
methods these situations must immediately be reported to the ‘appropriate person’
(owner, more senior manager) for their attention and action.
Hierarchy of Control
When hazards have been identified, and the risks to health and safety assessed, the
risks need to be controlled.
Risk control is a requirement as part of the employer's duty to provide and maintain
so far as is practicable a working environment which is safe and without risks to
health for employees and the public.
Risk control means taking action to eliminate or reduce the likelihood of exposure to
a hazard that may result in injury or disease.

Procedure UTAC UTAC
The Hierarchy of Control is a list of control measures in descending order of

effectiveness that may be applied to specific risks only after an assessment and
analysis has been made of all possible risk controls.
This highlights the need for time, planning and consultation throughout the entire
process.
Note: while it is preferable that hazards and risks are subject to planned and
comprehensive procedure if there is an immediate risk to health and safety, you
must make sure the activity in question is ceased until measures are taken to
remove the immediate risk.
In most cases, effective control of a risk requires a combination of the following
controls to be applied. In addition, remember it is vital to make sure the introduction
of a control measure does not create another, new or different risk.
What are the controls and which is best?
Some control options are better than others.
Again, ‘safe place’ options are better than ‘safe person’ options.
It is better to create a ‘safe place’ than rely on people wearing protective clothing or
‘behave safely’.
The ‘hierarchy’ of control reflects this idea.
As an overview the Hierarchy of Control comprises the following controls:
1. Elimination
2. Substitution
3. Isolation
4. Engineering controls
5. Administrative controls
6. Personal protective clothing and equipment.
The effectiveness of these controls is in descending order of effectiveness.
These controls may be classified under three levels as set out below.
Level 1 – Elimination (the ultimate ‘safe place’ option)
At the top of the hierarchy of control is elimination.
It is the best option for controlling hazards but is not always available or practicable.
Elimination means changing the procedure so it does not have to take place at all.
For example:
 A cleaning process which uses ultrasound instead of a chemical avoids the need
for the chemical in the workplace
 Buying pre-cut steaks eliminates the need for slicing steaks and using knives
 Getting rid of noisy equipment or facilities removes the need for hearing
protection.

Procedure UTAC UTAC
Elimination of hazardous substances should always be the priority simply because

this is the most effective way of making the workplace safe.
Where elimination is not reasonably practicable, steps must be taken to identify
effective measures to reduce the risk (Levels 2 and 3).
Level 2 – ‘Safe place’ options which reduce the risk: Isolation, Substitution and
Engineering controls
If elimination is not practicable, there are other ‘safe place’ options which reduce the
risk: substitution, isolation and engineering controls.
Substitution means replacing a hazardous process or substance with a less
hazardous one:
 A detergent may be substituted for a chlorinated degreaser
 Using a neutral detergent instead of caustic soda for cleaning
 A chemical could be used in pellet form instead of a powder to reduce the risk of
inhalation
 Applying a substance with a brush might be safer than spraying the substance
onto a surface
 Lifting smaller and/or lighter packages. This may mean purchasing 5kg packs
rather than 25kg bags of product
 Using an electric forklift instead of a petrol one
 Vacuuming instead of sweeping.
Isolation involves separating the risky process from people either by distance or by
using barriers to prevent exposure:
 Placing a noisy piece of equipment in a soundproof box or behind a baffling wall
 Physically stopping people (customers) from coming into contact with the hazard
 Moving the hazard to some distant location.
Engineering controls include plant or processes which:
 Minimise the generation of risk
 Suppress or contain the risk
 Limit the risk should an event occur.
Examples include:
 Ventilation booths for spray painting
 Machine guards to prevent clothing, jewellery and body parts being caught in
machinery and equipment
 Machine operation controls such as ‘Emergency Stop’ buttons, automatic cut-
offs, the ability to remotely operate an item
 Ventilation – exhaust fans to remove dust, smoke
 Wetting down techniques to reduce dust
 Changing the levels or height of work levels to minimise bending, twisting and
similar actions during manual handling.
Procedure UTAC UTAC
Level 3 – ‘Safe person’ options: Administrative controls; Personal protective

equipment and clothing
If it is not practicable to make the workplace itself safe it is necessary to look for ‘safe
person’ options, which are a lower priority because they depend on people “doing the
right thing”.
Administrative controls are safe work practices which help to reduce employee
exposure to risk.
For example:
 Restricting access to certain areas at nominated times when the risk is lowest or
non-existent
 Good housekeeping practices (in terms of keeping workplaces clean and tidy),
including regular cleaning of work areas and regular and appropriate
maintenance of workplace items and equipment
 Changing purchasing procedures so substances (such as cleaning chemicals)
are supplied in ready to use containers and decanting is not required
 Providing trolleys to move items to reduce need for potentially harmful manual
handling
 Providing accurate work instructions and methods of work (work practices,
standard operating procedures) to guide workers in the safe way to perform their
work
 Changing work practices to include job rotation (but note this, on its own, is
generally regarded as an insufficient control method. Job rotation is the practice
of moving staff between different jobs to help eliminate boredom and repetition
and the associated dangers these introduce to work
 Shorter working periods for jobs performed under difficult conditions such as
limiting work needing to be undertaken in extreme cold, heat, noise or where
there is excessive vibration
 Training – providing necessary training in practices such as such as lifting and
manual handling techniques.
The effective use of administrative controls relies on full cooperation of employees,
so it is essential extensive consultation occurs during their development and
implementation.
Adequate supervision and training are also important and a legal requirement.
Personal protective equipment (PPE) and clothing includes such things as:
 Eye protection – goggles, face masks, visors
 Respiratory protection
 Gloves and gauntlets
 Safety shoes and boots – including ‘clogs’ for kitchen workers
 Protective clothing – aprons, thermal wear/suits, ‘pull off’ ties for
security staff
 Head protection – hard hats, and caps for food handlers.

Procedure UTAC UTAC
Personal protective equipment is generally the least effective way to control

risk and should only be used if you can’t reduce the risk enough using other
means.
It should then be used in conjunction with other measures.
Personal protective equipment might also be used as a temporary measure until
other controls can be implemented.
All personal protective equipment should:
 Meet the relevant in-country Standards
 Be appropriate to its application
 Be issued to an individual and not shared
 Be properly maintained and cleaned.
Employees who have to use personal protective equipment must be trained so they
know why and how to use the equipment effectively.
Remember: the most effective method of controlling risks is usually a combination
of the above options.
Consider this
If you consider the hazard of slips in the kitchen, you cannot eliminate the kitchen
floor, neither is it possible to always ensure the kitchen floor is not slippery or wet.
However you can substitute work practices. For example, only clean when there is
minimal foot traffic through the kitchen.
You can control the risk by proper engineering by using non-slip matting.
You can make an administrative arrangement (by directing staff not to enter the
kitchen during service and cleaning) and training them to raise awareness of the
problem.
You can also use personal protective equipment (provision of rubber sole shoes), so
although the only acceptable control for a broken hand brake on the venue courtesy
bus is elimination of the problem, for slips in the kitchen a combination of controls is
acceptable.

Procedure UTAC UTAC
4.2-3 EVALUATE AND ADJUST RISK CONTROL

PROCEDURES AS REQUIRED
Introduction
Following the introduction and application of risk control procedures to address an
identified risk there must be an evaluation of the control and, where necessary,
adjustment to ensure adequate control is applied as intended.
This Section discusses activities required to ensure risk controls work properly.
The need to plan monitoring of control measures

When risk controls have been implemented they need to be monitored to see if they
have been effective in addressing the identified hazards.
The checking procedures used for risk control measures should be planned in the
same way the implementation of the actual control measures are planned.
This means the planning phase should address:
 Who will do the checks? They must be attached to and
become the responsibility of a nominated person or job
role/position and this responsibility should be included in
the relevant job description for the position
 When will they be done? Specify either dates, frequencies
(every week, every month) or specific times (see ‘Timing
of the checks’ below)
 What will be assessed as part of the checking process? A
checklist can be used to guide this aspect of the process.
Actual workplace checks

Timing of the checks
Checks should be made of the control measures applied:
 Prior to their actual implementation to verify the control will achieve the outcome
required as part of the risk assessment/analysis process
 During use to evaluate the effectiveness of the control during actual operation.
Objective observation using a rating chart or checklist to guide observations is
an effective way to achieve this.
The key, obviously, is to watch the workplace activity to capture evidence to use
as the basis for making a decision about the effectiveness of the control
 Immediately after use by talking with staff involved and, for example,
testing/evaluating equipment involved.
Obtaining feedback from workers/operators about safety, ease of use or
potential issues arising is imperative and demonstrates the business is
committed to involving staff in a practical way in workplace safety.
Procedure UTAC UTAC
Checks should be scheduled to ensure they are carried out when required.
Has a new problem been created?
Checks on the effectiveness of a control measure should seek
to answer two questions:
 To what extent has the control effectively addressed the
identified hazard?
 Has a new hazard been created by virtue of the
introduction of the control?
When a new risk control initiative has been implemented it is important any
monitoring of its application takes into account whether or not the initiative itself has
created any new OSH issues and problems.
This highlights that it is not sufficient for monitoring to simply determine whether the
identified hazard had been effectively controlled but monitoring must also identify if a
new problem has been caused.
For example, a new system eliminating a manual handling or repetitive strain hazard
could have inadvertently introduced a new/different hazard in terms of, for example,
eye strain.
Once again, observation of the task and observation of the risk control measures as
well discussions with operational staff are keys to working out if this is the case.
Action to take
Where the approved risk control method has been monitored and found to have not
fixed the identified hazard, or to have created a new or different hazard, this situation
must be:
 Immediately resolved. If resolving the issue falls within your level of expertise
and/or scope of authority or
 Reported to the appropriate person for their follow-up and action. This can mean
reporting to senior management, the HSR, the Designated Work Group (or
similar) or the OSH Committee.
A verbal report may suffice providing feedback from staff/operators identifying causal
factors as well as potential additional controls which may be required.
Immediacy in reporting is essential to facilitate
prompt supplementary action. Attention must
always be paid to ceasing any work where a danger
to staff or others exists.
The review of the situation commonly repeats the
original three-stage risk management process – risk
identification, risk analysis/assessment, risk control.
When revised controls are implemented, the revised
controls must also be monitored to determine if they
are effective or not.

Procedure UTAC UTAC
Evaluating OSH workplace performance

At least every year the performance of the workplace and
workers in relation to OSH must be analysed and
evaluated.
This will enable businesses to gauge their OSH progress
towards their workplace safety goals, and determine what
requires change or further attention.
There are five steps to evaluating health and safety
performance in the workplace:
Step 1 – Know what the OSH objectives are for the business
It is important to know what the business intended to achieve as a starting point for
determining what it actually has achieved.
Goals should be to:
 Meet the legal requirements or standards for the business
 Ensure the workplace, as far as practicable, is safe and without risks to the
health of everyone.
It is possible to evaluate a single part of the health and safety management system
(for example training, or policies, or workplace inspections, or development of
SOPs), or the entire system.
To evaluate OSH performance, it is important to look at what programs or strategies
have been developed and implemented to achieve the set objectives. Specific
objectives relate to strategies, commitment, roles and functions, and the environment
within the workplace.
Some examples are:
 Strategic goals:
 Health and safety strategies will be developed annually to improve health and
safety performance
 Health and safety systems and programs will be continually reviewed,
upgraded and monitored to improve standards and performance
 Commitment and responsibility goals
 Business commitment to OSH will be demonstrated at all levels
 A high level of OSH awareness will be fostered at all levels
 All managers will have responsibility for the health and safety of employees
under their management
 All employees will take as much care as possible for their own, and their work
mates' health and safety
 Specific, defined, responsibilities will be clearly understood by all employees
 Work environment goals
 OSH practices and procedures, and the work environment, will be regularly
reviewed and revised

Procedure UTAC UTAC
 Formal consultation and communication with HSRs and employees in all

health and safety matters will occur through health and safety committees,
team briefings, and management involvement and commitment
 All incidents and near misses will be reported, investigated and corrective
action taken as a priority
 The purpose of an investigation will be to determine the cause of the incident
to prevent future occurrences.
Step 2 – Develop OSH performance measures
Performance measures are designed to indicate achievement of the OSH objectives
of the business.
These measures may be built into objectives, or built into the
OSH programs established by the business.
Whatever indicators are chosen, they should be put in place at
the beginning, when the OSH objectives, plans and programs
are established.
It is advisable to develop long and short-term measures of OSH
performance.
Short-term measures include:
 An assessment of whether plans are being implemented as intended. If they are
not being implemented as intended, why not?
 The proportion of OSH grievances/issues successfully resolved at shop-floor
level. The higher the number/ratio of issues resolved at shop-floor level, the
better the OSH performance of the business
 Number of health and safety grievances/issues; a downward trend is positive.
Long-term indicators may include:
 Injury and illness rates
 Incidence of gradual onset injuries
 The hidden costs of injury and illness.
Other quantitative measures may include:
 The number of incidents
 The number of employees trained
 The number of work procedures developed or reviewed
 The number of hazards identified and eliminated.
Qualitative measures could include:
 The types of issues being raised by employees and HSRs
 Employee level of awareness of workplace health and safety policy
 How OSH performance is being taken into account in relation to the performance
assessment of supervisors and managers
 Evidence management is leading by example.
Procedure UTAC UTAC
An important measure of effectiveness is whether or not activity occurred in a timely

way. Measures of this could include:
 Whether an established training timetable for OSH is being followed
 Whether the timetable for implementing the strategies to enhance workplace
safety is being observed
 The response time for corrective action to identified risks following workplace
inspections
 The time taken for maintenance requests to be completed.
Step 3 – Collect information on your measures of effectiveness
Once the measures to be used have been decided, there
is a need to decide how this information will be collected,
how often it will be collected, and who will collect it.
It is useful to use a checklist when auditing the OSH
system, or measuring if certain activities have been
completed against a fixed time schedule.
This checklist is then a primary method of collecting information on the effectiveness
of OSH training.
Some possible questions to ask are:
 Do the illness and injury recording procedures meet the specifications of relevant
legislation, where applicable?
 Are all incidents, illness and injury, and near misses:
 Recorded?
 Investigated?
 Reported if and where required?
 Analysed for trends?
 Reported to employees?
If measuring performance against specified targets, information from health and
safety records (see Element 4) should be reviewed. This could include reports on:
 The frequency of incidents and dangerous occurrences
 Average lost time
 Costs of accidents, injury and incidents
 Costs of training, purchase of safety equipment and PPE.
If evaluating the effectiveness of the OSH information and communication strategy,
qualitative information should be collated from:
 Discussions with HSRs and employees
 Health and Safety Committee minutes
 Issues raised and resolved logbook
 Interviews, questionnaires or observations.

Procedure UTAC UTAC
How often should you collect information?

This will vary according to the nature of the measures, and the system or strategy
being evaluated. For example, some indicators relating to training will need to be
assessed at the end of every training course.
The overall performance of the OSH management system may only need to be
assessed annually.
Regardless, information needs to be collected on a regular basis so trends and
changes can be identified.
Who should collect the information?
The responsibility for collecting OSH information should be clearly allocated to a
specific job position.
In specific locations, supervisors can collect
information on the areas under their control.
Small workgroups or teams can collect
information on their own area.
The manager whose function includes
implementing a health and safety system (or
OSH plan) in an area may also do the
evaluating for the area.
The Health and Safety Committee and HSRs should be involved in evaluation.
This may include a role in collecting and providing information.
In larger organisations, external assistance may be called for to evaluate overall
policy or management systems.
Step 4 – Analyse the results and decide upon improvements
If a strategy is not working, there are a number of questions that can be asked to
assist in determining the causes:
 Was the objective realistic and achievable?
 Is the objective relevant to current technology and values?
 Was the strategy implemented as planned?
 Was there adequate training, information and understanding of the strategy?
 Were there resources available to implement the strategy?
 Did work organisation allow the strategy to work?
 Was responsibility for implementing the strategy
allocated?
 Are the responsibilities understood?
 Did the information you collect accurately measure
performance of the strategy?
Use the information from this analysis to fine tune the
strategy, to reset workplace standards and/or to identify

Procedure UTAC UTAC
areas of workplace health and safety needing systematic management.

Step 5 – Implement changes and start again
Once improvements to the workplace OSH system have been identified, these
results should be made available to management and staff.
Strategies to initiate corrective action may need to be developed and implemented.
Follow-up corrective action must be taken promptly to demonstrate commitment to
genuine workplace safety.
New or improved strategies should be implemented and then the evaluation process
will begin again, using any lessons, mistakes and achievements to help develop and
perfect the process.

Procedure UTAC UTAC
WORK PROJECTS
2.1 Provide photographic, video, documentary or other evidence that you have:
 Personally identified workplace hazards

 Participated with others in the workplace to identify workplace hazards
 Reported identified workplace hazards
 Assessed and analysed at least one identified workplace hazard
 Developed, implemented and monitored the implementation of risk controls
to address the above identified workplace hazard
 Evaluated the effectiveness of the risk controls (identified above) and, if
necessary, adjusted the controls to ensure a ‘safe place’.
The basis of evidence provided may be actual or simulated events or situations.

Procedure UTAC UTAC
ANSWER GUIDE
When implementing and monitoring procedures for controlling hazards and risks:
 Involve staff in the identification, assessment and analysis of workplace risks and hazards
as well as in the development of suitable and effective risk controls
 Coordinate and conduct scheduled and formal workplace hazard or risk identification
activities involving staff and management
 Use checklists to support and guide regular hazard or risk identification and workplace
inspection activities
 Ensure all workplace tasks are addressed by risk identification activities
 Work closely with staff in a participative environment characterised by cooperation and
collaboration
 Use the Hierarchy of Controls to determine appropriate risk controls focussing on the
‘Level 1 – Elimination’ and ‘Level 2 – Safe place’ options
 Review and evaluate risk control procedures to determine their effectiveness
 Ensure the implementation of a risk control does not introduce a new risk or hazard
Evaluate the overall OSH management system used by the business on an annual basis
to identify strategies and goals for the following year.

Procedure UTAC UTAC
LEARNING OUTCOME #3 CONTROL HAZARDS AND

RISKS
CONTENTS:
1. Occupational health safety (OHS) procedures for controlling
hazards/risks in workplace are consistently followed
2. Procedures for dealing with workplace accidents, fire and emergencies
are followed in accordance with organizational OHS policies
3. Personal protective equipment (PPE) is correcly used in accordance
with organizational OHS procedures and practices
4. Appropriate assistance is provided in the event of a workplace
emergncy in accordance with established organization protocol
ASSESSMENT CRITERIA
1. Direct observation
2. Oral interview and written test
CONDITION
Contingency
measures
 Clean air act
 Physicla hazards –
 Building code
impact, ilumination,
 National
pressure, noise,
electrical and fire
vibration,
safety codes
temperature,
 Waste  evaluation
radiation
management  isolation
 Bioligical hazards –
statutes and  decontramination
bacteria, viruses,
rules  calling emergency
plants, parasites,
 Philippine personnel
mites, molds, fungi,
occupational
insects
safety and health
 Chemical hazards –
standards
dusts, fibers, mists,
 DOLE
fumes, smoke,
regulations on
gasses, vapors
safety legal
Procedure UTAC UTAC
requirements  Ergonomics
 CC regulations
- psychological
factors – over
exertion/excessiv
e force,
awkward/static
positions, fatigue,
direct pressure,
varying metabolic
cycles
– monotonu,
personal
relationship, work
out cycle
ASSESSMENT METHOD:

Procedure UTAC UTAC
Learning Outcome 3
CONTROL HAZARDS AND RISKS

1: on IMPLEMENT AND
MONITOR HEALTH AND
SAFETY TRAINING Competency Evaluation Tool which
4.3-1 Identify health and
safety training needs
through regular trainees after finishing a competency
workplace monitoring
4.3-2 Arrange training
interventions as Go through the learning activities
appropriate on a timely
basis
gain the necessary information or
Work project 4.3-1 requirements of the evaluation tool.

Answer guide 4.3-1 The output of this LO is a complete
and evaluation.

Procedure UTAC UTAC
4.3 IMPLEMENT AND MONITOR HEALTH AND

SAFETY TRAINING
4.3-1 IDENTIFY HEALTH AND SAFETY TRAINING
NEEDS THROUGH REGULAR WORKPLACE
MONITORING
Introduction
Previous notes have highlighted the need for employers to provide training to staff in
relation to OSH issues.
This Section (and the next) extends this concept.
Identifying the OSH training gap

The OSH training gap is the difference between the OSH competencies staff need in
order to perform their job safely, and the OSH competencies they actually possess.
Current practice is to train workers using the Competency Based Training (CBT)
approach.
Competencies comprise three vital elements:
 The necessary knowledge
 The necessary skills
 The ‘right’ attitude.
This gap can be identified by:
 Undertaking an OSH Training Needs Analysis (TNA). This is a formal and
structured approach to identifying the gaps for every staff member in all areas of
their work.
TNAs are an excellent way of determining the training needs for each staff
member but they are relatively expensive and time consuming
 Observing staff performance to identify areas of their performance requiring
attention
 Speaking to staff and asking them to identify the areas they believe they need
OSH training in
 Looking at their personnel file/records (such as their application for employment
and their résumé) to determine their existing skill/competency levels with a view
to identifying the areas where training is required
 Employing the services of an outside consultant with specialist OSH knowledge
and expertise to assess competency levels of staff within the business, analyse
the competencies needed and determine individual staff training requirements.

Procedure UTAC UTAC
The critical point to remember is that, once you have identified an OSH staff training
need, it is you who must take action to provide the required training.
Who needs training?
All employees benefit from OSH training. This includes casual, part-time and full-time
staff and all staff are required to be supplied with such training.
Many long-serving staff are ignored when it comes to
identifying OSH training needs. It is often thought they know
what to do simply by virtue of their years of service, but this is
often not the case and they should be included in any
approach to identifying OSH training needs.
While individual staff requirements will vary because of their particular roles, all staff
will benefit from understanding OSH requirements (legislated and internally
imposed).
Possible training requirements for new staff
Staff who are new to the business or staff who have transferred internally from one
department/area to another may need training which enables them to:
 Understand the hazards of their work and workplace because these always differ
between workplaces, work stations and businesses on the basis of many factors
such as equipment used, processes, and layout
 Know how to advise management or their HSR about identified workplace
hazards so they can be investigated and resolved
 Understand workplace consultative arrangements, including the role and
functions of DWG, HSR and Health and Safety Committee
 Understand and follow health and safety procedures applying in their workplace
with special attention paid to OSH issues in their particular section of the
workplace
 Understand their responsibilities under applicable legislation which may relate to:
 Compliance with mandatory work practices
 Need for certification or licences in order to undertake specified work activities
 Reporting when unsafe situations occur and/or when prescribed workplace
accidents or injury occur
 Understand their responsibilities in relation to safe work practices and allied
workplace safety issues under the policies and procedures the business has
established.
OSH considerations for Induction and Orientation
Many of the OSH issues about which staff must be aware are communicated to them
as part of their formal Induction and orientation session.
Induction training for new employees could include:
 A tour of the work area so they gain an overview of the business and
appreciation of where various department, facilities and equipment are physically
located
 An explanation of venue amenities and facilities relating to OSH. This can
include discussion about:
Procedure UTAC UTAC
 First aid kits

 First aid rooms
 First aid providers
 Emergency equipment and systems
 Introduction to fellow employees, especially those who constitute the DWG for
the area in which they are going to work
 Introduction to HSR together with an explanation of their role, and details of how
to engage with the established participative arrangements relating to workplace
OSH
 Description of general workplace hazards and risk control measures including
visual observation of problem areas, practice with control protocols and watching
experienced staff perform work in a safe and proper manner
 Identification of the location of and demonstration of the use of fire fighting
equipment. It is a standard requirement all staff have some form of training or
experience in using fire-fighting equipment, especially fire blankets and fire
extinguishers
 Details of emergency exits showing where they are, stressing the need to keep
them free of obstruction and indicating any fire doors which may need to be
closed in the event of fire
 Identification and explanation of Emergency Management Plans for the business
and details of evacuation plans for the business or area: this should include
identification of:
 Individual responsibilities under the plans
 Evacuation routes – primary and secondary
 Evacuation assembly points – primary and secondary
 Issue of personal protective clothing and equipment if required and explanation
of when it must be used, and how it is to be used.
Training for various workplace roles

What training do supervisors need?
Supervisors need to be able to carry out any health and
safety roles and functions assigned to them.
This means a supervisor will not automatically know what
is expected in terms of OSH simply because they are a
supervisor.
They may need special training to:
 Recognise hazards in the workplace and conduct health and safety inspections
 Assess and analyse identified hazards so they are fully understood in their
context
 Select and apply appropriate risk control measures for identified hazards
 Investigate OSH situations such as incidents or dangerous occurrences

Procedure UTAC UTAC
 Produce clear and accurate reports to support workplace research and

investigation
 Communicate effectively with workers, managers and OSH authorities
 Consult effectively with management and others including external business,
authorities or agencies
 Conduct effective on the job training on OSH issues
 Ensure employees understand and follow workplace procedures as required by
legislation and the business.
What training do managers need?
Managers too may need training in order to discharge their legal obligations and/or to
assist them participate in effective OSH collaborative and consultative processes.
They may require training in:
 OSH legislation as it applies to their business and their geographic location
 Health and safety principles and practice which serve
to underpin OSH thinking, risk identification, risk
assessment and analysis and development of effective
risk control protocols
 Management systems to enable integration of OSH
into other management activities and workplace
priorities
 Assigning health and safety roles and functions to staff
within the workplace
 Workplace hazard identification and assessment as part of the ongoing risk
management procedures in place within the business
 Risk control strategies and options to address identified workplace risks.
A shared approach to training, where managers, supervisors and HSRs attend

training together can produce good results.
Most OSH issues need managers and employees to work together to successfully
resolve those issues, so it makes sense to have a joint approach to training.
Joint training can supplement specific training which relates to individual staff or
DWG needs.
More on workplace health and safety training
Training is vital to assist employees perform their work safely.
This means employers should arrange training which covers
health and safety issues related to the tasks being performed,
as well as training in the overall approach to health and safety
taken by the business.
The importance of workplace OSH training in preventing
workplace injury and illness is generally acknowledged and
legislation may set out general and specific training requirements in certain areas for
staff, management and/or HSRs.

Procedure UTAC UTAC
Note training is never treated by legislation as a substitute for removing a hazard at

its source.
For example, in manual handling if it is not practicable to carry out job modification or
to provide and use mechanical aids to reduce the risk, it is necessary to implement a
training program to show staff the safest way to address the task.
Higher levels controls (under the Hierarchy of Controls) must be considered first. The
business cannot just default to ‘training’ as the only method of risk control.
Questions to assist in determining your OSH training needs

OSH training is an integral part of an OSH management
strategy and is necessary to properly implement OSH
policies and procedures.
Training is required to effectively use and maintain OSH
information systems, and to enable managers and
employees to fulfil their OSH roles and responsibilities.
In short, training is an essential tool to establish an
active, preventive approach to OSH in the workplace.
To assist in determining the OSH training needs in your workplace, some key
questions need to be looked at.
These questions should receive due deliberation, and should be considered by both
employers and employees:
 What skills and knowledge are required to enable all employees to do their jobs
safely and without risks to health?
 What is to be achieved by training, and who will make sure it takes place?
 What sort of training will be best for the workplace?
 Is there a policy for health and safety training?
 Is there a health and safety training program?
 What does existing OSH training cover?
 Have all employees taken part in the required OSH training?
 Are OSH training records being kept? What do they say about the level of OSH
staff training delivered?
 Have all managers and supervisors had health and safety training?
 Is there an induction training program for all new and transferred employees?
 Does the induction training program include training on health and safety
legislation and venue/department health and safety policies and procedures?
 Is there workplace training on specific hazards, controls and health and safe
work procedures? Does this exist for every department and dangerous activity?
Is this training, including supporting information, sufficient, relevant and current?
 Does OSH training cater for employees with particular language, cultural or
literacy needs?
 How does the property know, and how will it know into the future, if the OSH
training is effective?

Procedure UTAC UTAC
Specific training needs – an overview

In the workplace, OSH training needs may include:
 OSH policy and procedure for Staff Induction and Orientation training
 Coaching and/or mentoring in safe work practices
 Formal training programs in safe work practices
 Provision of information, fact sheets, and signage to encourage safe work
practices
 DWGs, at least one HSR and a Workplace Health and Safety Committee
 Hazard identification and risk assessment and control training.
4.3-2 ARANGE TRAINING INTERVENTIONS AS
APPROPRIATE ON A TIMELY BASIS
Introduction
All identified need for OSH training must be addressed, as required.
This Section presents options to achieve this.
Enabling OSH training for staff

OSH training never ‘just happens’ – it has to be planned and organised.
Difficulties occurring when attempting to plan staff training for all team members must
not stand in the way of doing the training. Do not fall for the trap of thinking ‘it’s all too
difficult’, and therefore do nothing.
To facilitate the delivery of OSH training to staff, there may be a need to:
 Organise time release for staff so they can attend training
 Roster staff differently. There can be a need to run multiple training sessions to
ensure all staff who have a training need can be trained
 Conduct off-site training using external training providers
 Close a department for a period while staff undertake training
 Undertake training out of hours which may mean having to pay staff extra money
to stay back after normal working hours in order to do their training.
The choice of strategy will depend on:
 The trading hours of the venue
 Numbers of staff who require training
 Urgency of the training need
 Type of OSH training to be done
 The general level of cooperation from all concerned.
Senior management should be involved at this stage in the planning so they can lend
their support to the training initiatives, and approve the necessary resources and
allocation of time required.
Procedure UTAC UTAC
Integrating OSH training into overall training

The OSH training program for a business should be integrated into the general
training program for the workplace.
You may achieve this by adding specific OSH courses (or units or modules) to the
overall business training plan, or by including OSH components into existing training
courses. For example, every training module without exception may include an OSH
element addressing the specific OSH issues for the particular training module.
Establishing an effective OSH training program requires the business to set broad
objectives for the training. Possible objectives may be:
 Ensuring all employees can perform their work safely and without risks
 Ensuring line managers have an understanding of, and ability to, develop and
implement OSH management systems and procedures to support the ‘safe
place’ concept
 Ensuring any external contractors who work in
the business understand and follow the health
and safety procedures which apply to the
property so their work aligns with other ‘safe
place’ initiatives in the organisation
 Ensuring all new and transferred employees
understand health and safety policies and
procedures so they know what is expected in
relation to actual workplace performance.
Examples of training interventions

Training interventions are activities used to provide on-site training to staff.
OSH-related training interventions include:
 Workshops where staff are led by a supervisor or trainer and address one or
more specific OSH issues using activities such as lecture, discussion, practical
exercises, case studies which may be supplemented by the use of guest
speakers
 Information sessions where management or a trainer gathers staff together and
provides them with required information. Verbal delivery of the information is the
most common practice but this may be supported by:
 Handouts of notes, fact sheets and other literature such as materials
prepared in-house by the training department, or safety materials provided by
manufacturers of equipment, suppliers of chemicals or the OSH authorities or
agencies
 PowerPoint presentations
 Workplace mentoring and coaching where individuals in the business (usually
senior personnel with extensive experience) develop a personal relationship with
one or more staff and use this relationship as the basis for sharing information,
providing on the job advice and instruction and discussing and solving workplace
issues

Procedure UTAC UTAC
 Lectures. These are formal training sessions where trainers deliver talks a
nominated topic. Lectures may be supported by notes written on a board,
handouts, and/or PowerPoint presentations
 Practical demonstrations. Where the training requires staff to learn how to ‘do’
something, practical demonstrations are required. Demonstrations may occur one
on one (as part of the mentoring or coaching approach) or can occur in a group
setting. It is important that the practical nature of demonstrations is underpinned
by the provision of relevant knowledge so staff understand what they are doing
and why they need to do it. Opportunity for practice must be included
 Health and safety meetings. These are regular workplace meetings where the
sole focus of the meeting relates to OSH issues. These issues may be new
legislated or organisational requirements, findings related to analysis of
workplace accident and injury data, explanation of new products, equipment or
operating procedures, discussion of risk identification activities (such as
workplace inspections), risk assessment and analysis or consideration and
research into potential risk control procedures.
Are there any external training courses?

There may be a range of courses from external providers, but it
can be difficult to choose OSH courses matching the specific
workplace requirements.
These courses may be offered by training institutions, government-
sponsored OSH authorities or agencies and specialist colleges.
It is important you know what you want a course to deliver so you
can best assess the suitability of any OSH training on offer.
Steps in determining what external courses could be of use
include:
 Examine the course outline and content. Does it address the issues and training
you want covered?
 Consider the timetable. Will staff be able to attend training at the times it is being
offered?
 Talk to people who have previously attended the course, if possible. What do
they think of the training? Can they recommend it as being effective training?
 Talk to the trainers who will deliver the course to get a deeper insight into what
will be addressed.
The following questions may also help select the most appropriate course:
 Are the course aims and objectives consistent with those you have determined?
 Is the course appropriately accredited? This is especially important where there is
a legal requirement the training (or certificates/licences issued) is ‘approved’
 What experience do the trainers have? What training have they received? Are
the trainers genuinely qualified to deliver the training and assess the participants?
 Is the course relevant to your workplace/industry sector? Do they have
experience in delivering safety training to your industry type?
 Is the course offered at convenient times and places?
Procedure UTAC UTAC
WORK PROJECTS

3.1 Provide a submission detailing:
 The OSH training needs for one staff member in your workplace explaining
how this need was identified
 How the above identified OSH training requirement could be effectively
provided for.

Procedure UTAC UTAC
ANSWER GUIDE
When implementing and monitoring health and safety training:
 Identify the OSH training gap for individual employees throughout the business
 Be prepared to ask workers what they believe their OSH training needs to be
 Provide appropriate training to address identified OSH staff training needs
 Document the OSH training provided to staff members
 Ensure all new staff receive appropriate OSH training and all staff transferred internally to
a new or different role also receive necessary OSH training
 Match the OSH training provided to the needs of individual job positions
 Plan, prepare and properly resource all OSH training
 Integrate OSH training into overall business training plans
Provide a variety of training options/interventions to best meet identified need.

Procedure UTAC UTAC
LEARNING OUTCOME #4 MAINTAIN OHS AWARENESS
CONTENTS:
6. OHS indicators
ASSESSMENT CRITERIA
1. Emergency related drills and trainings are participated in as per
established organization guidelines and procedures
2. OHS personal records are completed are updated in accordance with
workplace requirementrs
CONDITION
Contingency
measures
 Clean air act  Physicla hazards –
 Building code impact, ilumination,
 National pressure, noise,  evaluation
electrical and fire vibration,  isolation
safety codes temperature,  decontramination
 Waste radiation  calling emergency
management  Bioligical hazards – personnel
statutes and bacteria, viruses,
rules plants, parasites,
 Philippine mites, molds, fungi,
Procedure UTAC UTAC
occupational insects
safety and health  Chemical hazards –
standards dusts, fibers, mists,
 DOLE fumes, smoke,
regulations on gasses, vapors
safety legal  Ergonomics
requirements
 CC regulations - psychological
factors – over
exertion/excessiv
e force,
awkward/static
positions, fatigue,
direct pressure,
varying metabolic
cycles
– monotonu,
personal
relationship, work
out cycle
ASSESSMENT METHOD:

Procedure UTAC UTAC
Learning Outcome 4
MAINTAIN OHS AWARENESS

1: on MAINTAIN HEALTH
AND SAFETY RECORDS
4.4-1 Complete records Competency Evaluation Tool which
accurately in
accordance with
enterprise and legal trainees after finishing a competency
requirements
4.4-2 Aggregate information
and date from work Go through the learning activities
area records and used
to identify hazards and
monitor risk control gain the necessary information or
procedures in work
area
requirements of the evaluation tool.
Work project 4.4-1
Answer guide 4.4-1 The output of this LO is a complete
and evaluation.

Procedure UTAC UTAC

4.4 MAINTAIN HEALTH AND SAFETY RECORDS
4.4-1 COMPLETE RECORDS ACCURATELY IN
ACCORDANCE WITH ENTERPRISE AND LEGAL
REQUIREMENTS
Introduction
Workplace records are a vital element of comprehensive OSH management.
This Section explains why these records need to be maintained and identifies
records that should be kept.
Why is it important to maintain workplace OSH records?

OSH records need to be kept to:
 Meet legally imposed compliance requirements as specified by in-country OSH
legislation
 Help track and monitor workplace health and safety
to assist with evaluating workplace OSH
performance, and assist with identifying problems,
risks and OSH trends
 Use as reference sources when investigating OSH
events and making decisions about OSH issues
 Demonstrate evidence of responsible management of workplace OSH matters.
Basic requirements for all OSH records and reports
All OSH records and reports must be:
 Accurate. They will be used to assist in investigations and other research into
OSH issues
 Current. They must be maintained so they are up to date
 Legible. Others must be able to read and interpret them
 Easily accessible so workers can get to them to complete them, and so
authorities and OSH staff can access them.
Generally, a paper-based or electronic system can be used to establish and maintain
these records.
Other requirements may include:
 Completion of a specified form/report to record or report certain occurrences.
OSH authorities may provide electronic samples of documentation that must be
kept by businesses
 Completion of records, reports or forms within a set time. For example, there may
be a requirement to notify OSH authorities within 24 hours of certain workplace
accidents
Procedure UTAC UTAC
 Need to make nominated documents available to OSH Inspectors on request

 Filing of nominated documents for a set period such as for seven years. It is vital
information about employees is kept confidential and only released to those
entitled to have access to it.
What are the legal requirements?
The following notes indicate possible requirements applying in relation to OSH. They
are ‘indicative’ rather than prescriptive.
The requirements of individual countries will vary so it is, again, vital you contact
local OSH authorities to determine what actually applies.
It is possible legislation (Acts and regulations) specify requirements for collecting,
keeping and providing certain types of OSH information and
records.
These may relate to:
 Information provided to employees as necessary to enable
them to perform their work in a safe manner without risks
to health. This information is required to be supplied in
appropriate languages to meet the language needs of
workers
 Records relating to the health and safety of the employees including the results of
monitoring activities where legislation (or business policies) require such records
to be kept. For example, some businesses may test the hearing and/or general
health of staff
 Injury register. A 'Register of Injuries' or an 'Injury Report Book' must be
maintained to keep track of all workplace injuries.
This record must contain details of any accidents or injury including:
 Worker's name and job details
 Time and date of injury
 Exact location where injury or illness occurred
 How it happened
 The nature of the injury or illness and the body parts affected
 Names of any witnesses
 Name of person entering details in the register
 Date employer was notified
 Hazardous Substances/Dangerous Goods/Chemicals register listing all the
chemicals and hazardous substances used in the business
 Training action plans which set out the courses/OSH topics to be covered by
workplace training including when and where these courses will be conducted
 Training records indicating the specific OSH training provided, when it was
provided and who it was provided to
 Incident notification. Where accident or injury occurs in the workplace of a certain
severity or type such as death, or serious injury (sometimes referred to as a

Procedure UTAC UTAC
’notifiable incident’ or similar term) there is a need to complete, forward to the

authorities and maintain official forms and records.
Serious injury may be seen as anything requiring:
 Medical treatment within 48 hours of exposure to a substance
 Immediate treatment as an in-patient in a hospital
 Immediate medical treatment for:
– Amputation
– Serious head injury
– Serious eye injury
– Separation of skin from underlying tissue (for example degloving or
scalping)
– Electric shock
– Spinal injury
– Loss of bodily function
– Serious lacerations
 Consultation records such as minutes of OSH Committee meetings, diaries of
meetings, agendas for meetings, names of committee members, consultation
decisions and follow-up action
 Checklists completed when undertaking workplace OSH inspections such as
Monitoring Inspection Records and Workplace OSH Inspection Checklists
 Hazard identification and risk assessment reports and records – documents used
to conduct an analysis of specific identified risks in the workplace such as Job
Safety Analysis sheets including details of actions/controls decided on
 Team member hazard reports. These are written reports made by staff (or by
HSRs as a result of a verbal report from staff) identifying what is believed to be a
workplace hazard worthy of investigation and/or action
 Results of investigations into workplace OSH events (including ‘near misses’)
which may include photographs, witness statements, medical reports
 Reports provided by Inspectors from the local OSH authority/agency following an
inspection of the workplace or attendance in response to a request or complaint
 Documentation relating to the insurance of workers to cover them for workplace
accidents, injury or illness including details of claims made against that insurance
company
 Agreed Issue Resolution procedures. These are the protocols to address
workplace OSH issues/grievances. They are established in the workplace and
agreed to by management and workers as the most effective or practical way to
address identified problems
 Monitoring reports. These are reports reflecting the monitoring of OSH initiatives
and requirements in the workplace including recommendations for change. These
reports will focus on the effectiveness of risk controls, safe work practices,
consultation processes and OSH information provided to personnel

Procedure UTAC UTAC
 Return to Work documentation detailing the plan devised to assist injured

workers return to work after an accident or incident
 Records from suppliers stating the products they supply are safe and compliant
with all legislated requirements.
4.4-2 ARRANGE INFORMATION AND DATA FROM
WORK AREA RECORDS ARE USED TO IDENTIFY
HAZARDS AND MONITOR RISK CONTROL
PROCEDURES IN WORK AREA
Introduction
Workplace OSH records are vital in providing evidence to use as the basis for
determining the effectiveness of existing OSH strategies.
This Section indicates how these records can be used as a management tool.
Need to refer to workplace data

There is little point in collecting OSH information unless it is used for some effective
workplace purposes. Reasons for collecting this information include:
 Identifying need for OSH training
 Identifying workplace hazards
 Monitoring and evaluating the effectiveness of workplace OSH
policies, practices and protocols
 Providing a source of data for considerations relating to risk
assessment analysis and/or risk control development
 Providing evidence regarding the implementation of OSH initiatives.
Using checklists
Checklists are useful for all manner of things in any
workplace.
They are especially applicable for OSH inspections and
maintenance checks in the business as they can help
collect information to identify actual and potential
problems.
To ensure information collection, analysis and
distribution strategies are developed to meet individual
workplace need, it is important to:
 Test the design of the forms
 Test whether enough information has been collected to identify the underlying
causes of accidents and incidents
 Be confident no under-reporting or over-reporting is occurring
 Check all potential users of the information will be able to obtain the information
they need from the records being maintained.
Procedure UTAC UTAC
Well-designed inspection and monitoring documentation will:

 Show changes in normal activities or exposure levels
 Indicate new or changed risks
 Show developing patterns
 Indicate any potential widespread problem
 Show whether corrective action has been taken to control identified hazards
 Indicate the effectiveness of risk controls/corrective action
 Allow checks on the implementation of preventive strategies
 Check whether assigned OSH roles and functions are being carried out
 Identify the causes of incidents, illness and dangerous occurrences.
One type of injury happening repeatedly may point to a hazard needing control.
It may be possible to collect enough statistics and data from the first aid room to see
trends when single incidents do not seem to be connected.
Using OSH committee minutes and details of issues raised

and resolved
Health and Safety Committee information can be used to:
 Map the issues raised within the Committee and assess
patterns
 Monitor the actions agreed by the Health and Safety
Committee
 Reveal any underlying problems causing hazards
 Monitor procedures for controlling risks
 Identify training needs
 Identify the need for particular policies and procedures
 Identify the hidden costs of incidents.
Using incident or dangerous occurrence investigation reports

The information in incident reports will highlight the area, job position, injury or
illness, incident type and time of the incident.
This information can help to:
 Identify hazards, assess risks and initiate possible
suitable risk control measures
 Identify unsafe work practices or situations
 Identify training needs
 Suggest new or changed procedures.

Procedure UTAC UTAC
Comparing past performance will help to assess the effectiveness of current

preventative strategies and determine whether or not there is a need to do a more
detailed investigation regarding, for example, the causes of particular incidents.
The workplace incident, injury or dangerous occurrence reports should give a broad
indication of the effectiveness of the overall health and safety system of the
business.
A sample Incident Report appears below.
Sample Incident Report form
Part A: To be completed by the injured worker
Details of injured/ill staff member: Staff number:
Surname: Given names:
Home address:
Job title: Phone number:
Staff member's normal working hours: _______am/pm to: ______am/pm
Has the injured/ill staff worker returned to work since the injury? (please check one)
Yes (go to injury/illness details) No
Date and time work ceased: Date: ____ / ____ / _____ Time:______ am/pm
Has the injured/ill staff worker returned to work since the injury? Yes No
Injury/illness details. Type of injury (please check where applicable)
Fracture/dislocation Skin disorder Damage to artificial aids
Burn/scald Contusion/crush Bite/sting
Cut/abrasion (first-aid only) Poison Strain/sprain
Open wound (medical

Amputation Other
treatment)

Procedure UTAC UTAC
Location of injury/illness (e.g., left arm, right hand, leg, back, head and neck):
First aid/medical treatment

If any first aid or medical treatment was required, please state name and phone number of first
aid/medical attendant:
Name: Phone number:
Please list all items used from first aid kit (including multiple use/non-disposable items)
Details of incident
Date of incident: ____ / ____ / _____ Time of incident: _____________am/pm
Date incident reported: ____ / ____ / _____
Location of incident:
Primary reason for injury/illness/dangerous occurrence. (please check where applicable)
Body stress (exertion to muscles, tendons,

Slip, trip or fall
ligaments and bone)
Noise or vibration Hitting objects with part of the body

Procedure UTAC UTAC
Biological exposure (germs, viruses and

Struck by a moving object
bacteria)
Other:
Brief description of incident:
If any witnesses, please state name and phone number:
1. Name: Phone number:
Any further comments:
Part B: To be completed by the Supervisor

Action (if any) taken to prevent the incident from occurring in the future:
To conclude
An effective OSH information system is an essential part of an active, preventive
approach to OSH.
Keeping certain health and safety records is commonly a legal obligation so it makes
sense to be able to use those records to develop and monitor your preventive
strategies.
Procedure UTAC UTAC
An OSH information system is not a substitute for an effective prevention strategy but
it will help record the progress of the OSH management system.
It is important to remember the best system in the world is no use unless the
information is used to prevent injuries and illness at their source and to benchmark
workplace performance.

Procedure UTAC UTAC
WORK PROJECTS
It is a requirement of this Unit that you complete Work Projects as advised by your
4.1 Prepare and provide a submission:
 Identifying all the OSH records required to be kept (according to legislated

requirements and organisational requirements) by your workplace.
4.2. Provide photographic, video, documentary or other evidence you have:
 Completed two OSH records (from the list prepared in response to the
requirements of Work Project 4.1)
 Used information from workplace OSH records to either:
- Identify a workplace hazard or a workplace safety trend
- Monitor workplace safety
- Assess the effectiveness of the overall workplace safety management
system.

Procedure UTAC UTAC
ANSWER GUIDE
When maintaining health and safety records:
 Identify the OSH records required by legislation to be created and maintained
 Complete OSH records in a timely manner, completely, accurately, honestly and legibly
 Enables ready access to forms, documents and registers so staff can complete them as
required
 File OSH records as required by law
 Notify OSH authorities/agencies when required if nominated events, accidents or injuries
occur in the workplace
 Ensure a Register of Injuries is established and completed whenever a workplace injury
occurs
 Keep a record of all OSH training provided
 Use workplace documentation to determine the effectiveness of business OSH
management and strategies
 Use OSH workplace documentation to identify safety problems and/or injury trends and
data
Make changes to workplace safety protocols based, in part and as required, on the
aggregated information and date contained in workplace safety records.

Procedure UTAC UTAC

OHS

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UNA SKILLS TRAINING AND ASSESSMENT CENTER (UTAC) INC.

#5 A&E Complex, San Jose Drive, Alaminos City, Pangasinan

COMPETENCY - BASED LEARNING

Sector: TOURISM SECTOR

Una Skills Training Skills CBLM Date Developed: Document No.

HOW TO USE THIS COMPETENCY-BASED LEARNING

The unit of competency, “PRACTICE OCCUPATIONAL

Una Skills Training Skills CBLM Date Developed: Document No.

COMPETENCY BASED LEARNING MATERIALS

No. Unit of Competency Module Title Code

Una Skills Training Skills CBLM Date Developed: Document No.

UNIT OF COMPETENCY: Practice occupational health

MODULE TITLE: Practicing occupational

Upon completion of this module, you should be able to:

Learning Outcome 1: Evaluate hazards and risks

Learning Outcome 2: Control hazards and risks

Learning Outcome 3: Maintain OHS awareness

Una Skills Training Skills CBLM Date Developed: Document No.

Upon completion of this module, you MUST be able to:

2. Evaluate hazards and risks

3. Control hazards and risks

4. Maintain OHS awareness

Una Skills Training Skills CBLM Date Developed: Document No.

LEARNING OUTCOME #1 IDENTIFY HAZARDS AND

 DOLE fumes, smoke,

Una Skills Training Skills CBLM Date Developed: Document No.

Learning Activities Special Instructions

Work project 4.1-1 requirements of the evaluation tool.

Una Skills Training Skills CBLM Date Developed: Document No.

INFORMATION SHEET 4.1

4.1 PROVIDE INFORMATION ON HEALTH AND

Roles and responsibilities

Examples of OSH-related responsibilities attached to individual workplace jobs may

Una Skills Training Skills CBLM Date Developed: Document No.

practicable route, provided the accident is not self-inflicted or of a malicious or

 Provide information, training and supervision when and where required.

Participative arrangements for health and safety

 Report or raise an OSH issue

 Recording of issues in a Management Diary (paper-based or electronic format) to

Location of OSH information

When and how to explain OSH information

 Mechanisms available in the workplace for notifying management of unsafe

Specific risks and control measures

Una Skills Training Skills CBLM Date Developed: Document No.

Examples of OSH information to be explained to new personnel

Una Skills Training Skills CBLM Date Developed: Document No.

Making OSH information available to staff

Una Skills Training Skills CBLM Date Developed: Document No.

versions are removed

Una Skills Training Skills CBLM Date Developed: Document No.

The business should subscribe to receive any relevant new/updated information

Version control protocols

Una Skills Training Skills CBLM Date Developed: Document No.

File Date Date of next

Una Skills Training Skills CBLM Date Developed: Document No.

1.1 Prepare and submit a report:

 Identifying the legislation you need to comply with in your workplace

1.2. Prepare and submit a document:

 Describing the workplace OSH information (policies and procedures)

1.3. Provide photographic, video or other evidence to prove you have:

 Explained relevant OSH information to staff in the workplace

Una Skills Training Skills CBLM Date Developed: Document No.

When implementing OSH procedures:

Una Skills Training Skills CBLM Date Developed: Document No.