1. If you would like confidence in the training that you've created - have it tried and verified by an independent cooperation
If you have developed your own internal course and want to ensure that it meets acceptable quality standards, safety bodies such as RoSPA, IOSH, and IIRSM offer low cost course approval services. Alternatively, contact any trade association relevant to your area of operation - they will also often have a course approval service.
Keep in mind to beware all training courses which have not been approved independently.
2. Analyse the hazards of the job and decide what other training may be required
Your duty of responsibility is to guarantee that workers can safeguard themselves from the risks they are expected to face.
This list of dangers shall be supplied by the appropriate risk assessment. Take a look at it and relate it to the training that a worker has been provided.
As an absolute minimum they should have a recognized entry level health and safety induction qualification. Then, dependent on what they are doing, there may then be a need for more specific health and safety, or vocational training. Again, to be safe, this should ideally be recognized forms of training - particularly if it is higher risk work.
In example, if the task contains working at height and you can not see any sort of approved work and height instruction on their file, then it would be realistic to consider that they are not vetted.
We shall cover sources of approved training choices in the next part and to review their importance to different positions and risk areas.
3. Ensure your training is current
Providing health and safety training is an ongoing process - the nature of jobs change, people come and go, training needs to develop over time - all of this requires ongoing checks of worker competency.
From the training stance, procedures do not fix any time limit for the regularity of refresher training. Reviewed training is the retaking of a course, possibly to get new or amended information. Or, to deliver a refresher of knowledge likely to have been forgotten.
The HSE just explains that employers must constantly observe the performance of workers to determine if they may need refresher training. Pointers may be accidents, near misses and simply regularly hazardous working practices.
Numerous recognised places of health and safety courses delivered by trustworthy companies do have set time limits for renewal. Mostly accepted best practice is to reprise courses often that can be somewhere between 1 or 3 years. A lot of courses have a five year renewal - though this is not the rule and is uncommon. This is additional motive to gain recognised training programmes as they shall outline for you specific times for renewal.
4. Maintain good health and safety training records
In the occurrence of an incident you will be required to be able to give records that prove what training has been taken. Without such records it will be difficult to produce any case that a worker is skilled.
When employing workers, an employer must be adept to demonstrate that they tested the training and knowledge of each worker involved.
With internal staff, this might be done via a training matrix that compares their skill set against the demands of their job. With contractor staff, this process will be done on a project by project basis.
If you have developed your own internal course and want to ensure that it meets acceptable quality standards, safety bodies such as RoSPA, IOSH, and IIRSM offer low cost course approval services. Alternatively, contact any trade association relevant to your area of operation - they will also often have a course approval service.
Keep in mind to beware all training courses which have not been approved independently.
2. Analyse the hazards of the job and decide what other training may be required
Your duty of responsibility is to guarantee that workers can safeguard themselves from the risks they are expected to face.
This list of dangers shall be supplied by the appropriate risk assessment. Take a look at it and relate it to the training that a worker has been provided.
As an absolute minimum they should have a recognized entry level health and safety induction qualification. Then, dependent on what they are doing, there may then be a need for more specific health and safety, or vocational training. Again, to be safe, this should ideally be recognized forms of training - particularly if it is higher risk work.
In example, if the task contains working at height and you can not see any sort of approved work and height instruction on their file, then it would be realistic to consider that they are not vetted.
We shall cover sources of approved training choices in the next part and to review their importance to different positions and risk areas.
3. Ensure your training is current
Providing health and safety training is an ongoing process - the nature of jobs change, people come and go, training needs to develop over time - all of this requires ongoing checks of worker competency.
From the training stance, procedures do not fix any time limit for the regularity of refresher training. Reviewed training is the retaking of a course, possibly to get new or amended information. Or, to deliver a refresher of knowledge likely to have been forgotten.
The HSE just explains that employers must constantly observe the performance of workers to determine if they may need refresher training. Pointers may be accidents, near misses and simply regularly hazardous working practices.
Numerous recognised places of health and safety courses delivered by trustworthy companies do have set time limits for renewal. Mostly accepted best practice is to reprise courses often that can be somewhere between 1 or 3 years. A lot of courses have a five year renewal - though this is not the rule and is uncommon. This is additional motive to gain recognised training programmes as they shall outline for you specific times for renewal.
4. Maintain good health and safety training records
In the occurrence of an incident you will be required to be able to give records that prove what training has been taken. Without such records it will be difficult to produce any case that a worker is skilled.
When employing workers, an employer must be adept to demonstrate that they tested the training and knowledge of each worker involved.
With internal staff, this might be done via a training matrix that compares their skill set against the demands of their job. With contractor staff, this process will be done on a project by project basis.
About the Author:
Increasing employers are using electronic Learning Management Systems (LMS) that enable you to store records electronically - for more information see Human Focus LMS.
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