Beruflich Dokumente
Kultur Dokumente
Contents
Improving Health and Safety Performance ................................................................. 3
Plan ......................................................................................................................... 4
Health and Safety Policy ...................................................................................... 4
Plan for Implementation ....................................................................................... 4
Do ........................................................................................................................... 5
Identify the organisations risk profile.................................................................... 5
Organise for health and safety ............................................................................. 5
Implement the plan .............................................................................................. 5
Check ...................................................................................................................... 6
Measure performance .......................................................................................... 6
Act ........................................................................................................................... 6
Review performance ............................................................................................ 6
Act on lessons learned ........................................................................................ 6
Responsibilities .......................................................................................................... 7
Individuals ............................................................................................................... 7
Safety Representatives / Representatives of Employee Safety .............................. 7
Contractors ............................................................................................................. 9
Enforcement Officers ............................................................................................ 10
Systems and Procedures ......................................................................................... 12
Emergency Procedures ........................................................................................ 12
Safe Systems of Work (SSW) ............................................................................... 13
Permits-to-Work (PTW) ......................................................................................... 14
PPE ....................................................................................................................... 15
Safety Signs and Signals ...................................................................................... 17
First Aid Arrangements ......................................................................................... 18
Accident Reporting................................................................................................ 19
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Do: implement
the process.
Plan
Do
Act
Check
Organising
Auditing
Planning and
implementing
Measuring
performance
Reviewing
performance
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Risk
profiling
policy
Plan for
implementation
Profile risks
Measure
performance
Monitor before
events
Investigate after
events
Review performance
Act on lessons
Organising
Do
Policy
Plan
Act
Implement
your
plans
Do
Check
Check
Measuring
performance
Learning
lessons
Reviewing
performance
Determine your
Investigating
accidents/
incidents/
near misses
Act
learned
Plan
Health and Safety Policy
An effective health and safety policy should:
Determine clear organisational goals and set a clear direction for the organisation to
follow;
Explain the organisations approach to fulfilling its legal and moral obligations to that
satisfaction of interested stakeholders; and
Show that cost-effective approaches to preserving and developing physical and human
resources will reduce financial losses and liabilities.
Plan for Implementation
Establish the organisations current level of health and safety management and the future
state of best practice
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Decide how performance will be measured using both active (leading) and reactive
(lagging) indicators.
Establish effective plans for dealing with fire and other emergencies.
Co-operate with other organisations sharing the workplace and co-ordinate plans with
them.
Plan for changes and identify any specific applicable legal requirements.
Do
Identify the organisations risk profile
Identify what could cause harm in the workplace, who could be harmed and how
Assess the risks and determine what needs to be done to manage the risk.
Identify the most significant risks and decide what the priorities are.
Effective communication across the whole organisation through systems that effectively
manage the flow of information, coming into the organisation; being shared within the
organisation; and going out from the organisation; and
Ensure any necessary preventive and protective measures are put into place.
Provide suitable tools and equipment and maintain them in safe working order
Train and instruct all workers as necessary to ensure they are competent to carry out
their work.
Provide an appropriate level of supervision to ensure that all preventive and protective
measures are properly utilised.
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Check
Measure performance
Check that the plan has been properly implemented paperwork on its own is not a
good performance measure.
For larger more complex organisations, or organisations with significant hazards formal
auditing may be required.
Reactive methods monitor evidence of poor health and safety practice but can also identify
better practices that may be transferred to other parts of a business, for example:
Act
Review performance
Learn from accidents and incidents, ill-health data, errors and relevant experience,
including from other organisations.
Revisit plans, policy documents and risk assessments to see if they need updating.
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Responsibilities
Individuals
All employees should be clear on their role and responsibilities for health and safety; and be
provided with appropriate information, instruction, training and supervision to ensure
competence and the ability to work safely.
Competence is the ability to do a job to the required standard. It is achieved through a
combination of skill, knowledge, positive attitude, training and experience.
Many accidents occur because of inappropriate behaviour rather than a lack of skill or
knowledge.
The relationship between attitude and behaviour is complex.
An attitude represents an individual's degree of like or dislike of an object, (person, place,
thing, or event); and involves the individuals thoughts, feelings and predispositions to act
towards the object. (i.e. involves the head, the heart and the hands!). Behaviour is the
action.
Attitudes can be modified as a consequence of feedback on behaviour and are also
influenced by the prevailing attitude of a peer group
As a result people with generally good attitudes can behave badly and people with poor
attitudes can be made to behave well.
any change which substantially affects health and safety, e.g. new or different
procedures, new equipment, or new shift patterns;
the arrangements for appointing competent person(s) to help meet health and safety
obligations e.g. health and safety advisor;
information on the likely risks in the workplace and the precautions to be taken;
Consultation may be directly with all employees or via their safety representatives (in a
workplace where the employer recognises trades unions for common bargaining purposes)
or their elected representative of employee safety.
The functions, rights and entitlements of safety representatives and representatives of
employee safety are summarised in table 10.
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Safety Representatives
Functions
Representatives of Employee
Safety
to make representations to
the employer on potential
hazards and dangerous
occurrences at the
workplace;
to make representations to
the employer on general
matters affecting the health
and safety at work of
employees; and
to represent the group of
employees in consultation
with enforcement officers.
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Contractors
Where clients use contractors there are shared responsibilities for ensuring the health and
safety of client and contractor workforces and anyone else who may be affected by the work.
Health and safety requirements should clearly define the responsibilities of each party.
The HSE advocates a five step approach on how to manage contractors and ensure safe
working:
Step 1: Planning
The client should clearly identify all aspects of the work they want the contractor to do. The
client and contractor should both be involved in the risk management process and should
agree the controls required before the work begins.
Step 2: Choosing a Contractor
Contractors should be selected based upon a range of criteria including: availability, cost,
technical competence, reliability and health and safety.
The client has to take reasonable steps to satisfy themselves that the contractor is
competent to do the job safely and without risks to health and safety.
The best way of being satisfied of a contractors competence is through first-hand
experience; otherwise a pre-tender questionnaire (PTQ) may be used to broadly determine
the suitability of a contractor.
Step 3: Contractors Working On Site
Specific arrangements are required to:
Manage the movements of contractors on site through visitor sign in controls and possibly
permits-to-work;
Ensure that all technical and management controls are in place before allowing the work
to begin (e.g. correct work equipment and personal protective equipment is available,
safe system of work or permit to work in place);
Ensure regular meetings are held to facilitate effective co-operation and co-ordination of
client and contractor activities; and
Provide staff and contractors with all necessary safety information.
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Enforcement Officers
Responsibility for enforcement of health and safety legislation is allocated based upon the
main activity undertaken at a workplace. The Health and Safety Executive (HSE) typically
enforces in higher risk workplaces such as factories and construction sites. The local
authority environmental health department (EHO) has responsibility for retail, office and
recreational workplaces and the Office for Railway Regulation (ORR) looks after railway
safety,
Powers of Inspectors
All authorised inspectors have the same powers, regardless of the area of enforcement.
Inspectors can:
enter any premises which they think it necessary to enter for the purposes of enforcing
health and safety law at any reasonable time or at any time if dangerous;
seize any article or substance which presents an immediate danger of serious personal
injury and have it made harmless, by destruction if necessary;
interview and take written statements from anyone they think might give them relevant
information.
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Unlimited fine
The best option(s) will be chosen in each case. There is no hierarchical escalation route
from informal advice to prosecution.
Enforcement officers have to bring any concerns to the attention of employees (or their
representatives) as well as to the employer, for action.
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prepare procedures for employees to follow in the event of serious or imminent danger,
to communicate them to employees and to appoint competent persons to put them into
effect; and to
make any necessary contacts with external services regarding first-aid, emergency
medical care and rescue work.
The following items should be addressed in systems for assuring an effective emergency
response.
Clear identification of roles and responsibilities for those with specific tasks to undertake
during an emergency;
Communication of emergency procedures to staff and third parties and the organization
of appropriate staff training;
Regular inspection of emergency equipment to ensure it remains effective and ready for
use; and
Regular emergency drills with systems in place to identify weaknesses, learn lessons
and improve.
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Permits-to-Work (PTW)
A SSW is adequate for most work activities, but some require extra care. A PTW is a more
formal system stating exactly what work is to be done and when, and which parts are safe.
Examples of high-risk jobs where a written permit to work procedure may need to be used
include: hot work such as welding; vessel entry; cutting into pipe-work carrying hazardous
substances; and work that requires electrical or mechanical isolation.
A PTW is not simply permission to carry out a dangerous job. It is an essential part of a
system designed to ensure that authorised and competent people have thought about
foreseeable risks and that those risks are avoided by using suitable precautions.
It also requires those carrying out the job to think about and understand how they are going
to carry out their work safely, and to take the necessary safety precautions.
An effective PTW requires systems to ensure correct:
Issue by a competent issuing authority setting the parameters of the permit and
confirming that precautions are in place;
Acceptance by a competent worker (performing authority) confirming understanding of
the work to be done, hazards involved and corresponding precautions;
Hand back of the PTW, by the performing authority, confirming that the work has been
completed to plan; and
Cancellation of the PTW by the issuing authority confirming the work has been tested
and the work area returned to normal use.
Additional procedures are required for extension of agreed time limits if necessary and
for managing shift handovers.
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PPE
The employer has a duty to provide suitable PPE to employees who may be exposed to a
risk to their health and safety while at work, except where the risk has been adequately
controlled by other means.
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Warning (Yellow)
Giving warning of a hazard or danger, e.g. danger: electricity.
Mandatory (Blue)
Must be done, prescribing specific behaviour, (e.g. eye
protection must be worn)
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give immediate assistance to casualties with both common (i.e. non work related) injuries
or illnesses and those likely to arise from specific hazards at work; and to
A suitable record should be kept of any first aid incidents. Where there are a number of firstaiders and/or appointed persons working for a single employer, one central book should be
used.
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Accident Reporting
Accidents and near misses both provide an opportunity for the organisation to learn from
experience and to improve its safety controls to prevent a recurrence.
Systems should be in place to promote the active reporting of accidents and near misses
and workers should be clear that the purpose is to provide an opportunity for the
organisation to learn and improve and not to apportion blame.
The Reporting of Injuries Diseases and Dangerous Occurrences Regulations 2013
(RIDDOR) also require the employer to report certain work-related accidents to the enforcing
authority (HSE, ORR or EHO) by the quickest possible means.
The following accidents must be reported:
Deaths arising out of or in connection with work;
Specified major injuries include:
-
any crush injury to the head or torso causing damage to the brain or internal organs
in the chest or abdomen;
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a work-related death;
a serious accident with a need to collect physical evidence before it is lost with time; or
a major incident where the severity of the incident, or degree of public concern, requires
an immediate public statement from the HSE or government.
A suitable record should also be kept locally regarding any reportable injury, disease or
dangerous occurrence.
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